Difference Between Inter- & Intra-Group Conflict

by Jerry Anderson

If conflict in the workplace goes unchecked, employee performance suffers. A business must address the various types of conflict whether within or between groups. Intra-group conflict relates to disagreements or misconceptions between individuals within a work group, such as a project team. Inter-group conflict applies to disagreements or misconceptions between work groups, such as between two project teams.

Intra-Group Conflict Causes

Disagreements and misconceptions might occur between team members, which creates conflict. However, some conflict is helpful for a business. For example, honest disagreement between team members normally provides the mechanism that helps decision-makers select the best solution to a problem. But misconceptions might generate negative feelings between team members that degrades productivity. For example, a team member mistakenly believes that another team member surfs the Internet for personal reasons.

Inter-Group Conflict Causes

Although different groups might work well together, conflict arises when one group&rsquo;s goals differ from another&rsquo;s, such as when one team&rsquo;s goal to implement new software conflicts with another group&#039;s need to complete a project using the existing software application. As the new software would slow the project&rsquo;s progress. this group would not immediately benefit from the new application.


Team members might experience pressure to conform to a team&rsquo;s philosophy, such as other team members voting to resolve a conflict between two members. For example, one member pursues a consultant approach to a problem, but another member believes that internal staff offers the best solution. Team members might consider the arguments from the involved parties and vote to accept a particular solution. If the conflicted team members accept this philosophy, the problem is resolved.

Emotional Effect

Conflict generates various employee emotions, such as resentment, fear and mistrust. This applies to intra-group and inter-group environments. For example, a team member might perceive that another team member has a light workload, escalating the situation from frustration to aggression. If this goes unchecked, employee safety might become an issue.


A manager might adhere to her personal agenda promoting her own accomplishments regardless of the impact on others. This might become the &ldquo;tell them what they want to hear, but do what you want to do&rdquo; mentality. Unfortunately, work group members lack the control necessary to disarm conflicts arising from this attitude. Notifying upper management of this attitude allows for making necessary management changes.

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