Which statement about conflict stages is true?

Which statement about conflict stages is true?

• A. There are three stages
• B. There are five stages
• C. There are seven stages
• D. There are four stages

Answer: (B)

Conflicts progress through a sequence from potential to resolution, and five stages are commonly described in this model. It starts with latent conflict, where conditions exist that could lead to disagreement but nothing has surfaced yet. Then comes perceived conflict, when the parties recognize there is an incompatibility or issue to address. Next is felt conflict, where emotions and personal stakes rise, creating tension. After that is manifest conflict, where concrete actions or behaviors occur—arguments, withdrawal, or other observable disputes. The final stage is post-conflict, where the dispute is resolved (or outcomes are decided) and relationships or procedures are adjusted to prevent recurrence. This five-stage structure works well because it covers the progression from underlying conditions through human emotion to actual behavior and finally to learning or closure. Some models use three stages (more general), or expand to seven for finer detail, but five is the standard balance of recognition, emotion, action, and outcome. In a maintenance team context, recognizing these stages helps prevent unsafe decisions. For example, latent conflict might be unclear roles in documenting a nonconformance; perceived and felt conflict can prompt early communication; manifest conflict shows as a fight over procedure, which is where timely, constructive dialogue and escalation to proper channels can avert unsafe work or delays.

Conflicts progress through a sequence from potential to resolution, and five stages are commonly described in this model. It starts with latent conflict, where conditions exist that could lead to disagreement but nothing has surfaced yet. Then comes perceived conflict, when the parties recognize there is an incompatibility or issue to address. Next is felt conflict, where emotions and personal stakes rise, creating tension. After that is manifest conflict, where concrete actions or behaviors occur—arguments, withdrawal, or other observable disputes. The final stage is post-conflict, where the dispute is resolved (or outcomes are decided) and relationships or procedures are adjusted to prevent recurrence.

This five-stage structure works well because it covers the progression from underlying conditions through human emotion to actual behavior and finally to learning or closure. Some models use three stages (more general), or expand to seven for finer detail, but five is the standard balance of recognition, emotion, action, and outcome.

In a maintenance team context, recognizing these stages helps prevent unsafe decisions. For example, latent conflict might be unclear roles in documenting a nonconformance; perceived and felt conflict can prompt early communication; manifest conflict shows as a fight over procedure, which is where timely, constructive dialogue and escalation to proper channels can avert unsafe work or delays.