Conflict Resolution: Understanding for Success Whenever people come together to work as a team for more than a short period of time, conflict is normal and should be addressed expect there (Engleberg, Wynn & Schutter, 2003). Due to the inevitability of conflict, it is vitally important to be able to recognize, address and ultimately resolve it, as unresolved conflict can have undesirable effects, including decreased morale or increased turnover (De Janasz, Dowd, & Schneider, 2001). Just as conflicts within team environments vary, so do the methods for resolving them. In this article, conflicts, their effects and some management and resolution strategies related to team dynamics will be discussed. Understanding the different conflict resolution methods, including how and when to apply them, is of the utmost importance. In teams, different types of conflicts call for different solutions. Conflict resolution is certainly not a single field. Conflicts can be classified as substantive, procedural, or emotional, depending on what they relate to. Substantive conflict refers to disagreement related to ideas or issues, while procedural conflict concerns disagreements over what tasks, processes, or methods should be used to achieve team goals (Engleberg, Wynn, and Schutter, 2003). Procedural conflicts can be beneficial, promoting evaluation of the best course of action and ensuring that all points of view are considered during the decision-making process (Stuart, Sims, and Manz 1999). However, in the case of emotional conflict, the disagreement is more emotionally charged, linked to personalities, emotions and different communication styles, making resolution more complex (Engleberg, Wynn & Schutter)., 2003).