During the conflict, opponents often distrust each other and wonder whether their cooperative motivations have been replaced by competitive motivations. This loss of confidence complicates the return to the co-op. People who have an orientation towards competitive social values (SVOs) are the most imprecise in their perception of the motivation of their opponents. They often think that others compete with them when there is no real competition.  Competitors are also more biased in seeking information confirming their suspicions that others are competing with them.  They also tend to deliberately distort their intentions and sometimes claim to be more cooperative than they actually are.  It is not easy to be rational during a conflict. In addition, it may seem very unlikely that an aggressive person will lose a chance to use an avoidor (style 1) or an oncoming person (style 2). But in the long run, the attacker would probably be better off if he had a fair deal, especially if he had an ongoing relationship. In many situations where there will be an ongoing relationship, you can find better solutions to today`s specific conflict and also build better relationships of lasting diffusion and love by learning the principles of constructive conflict resolution. The characteristics of the conflict are easy to identify.
However, proper conflict management can do a real benefit. If people do positive and constructive work in their conflict, they can learn more about each other and their relationship. Conflicts can also lead them to find a more satisfactory solution to this problem than any of them could have found on their own. Constructive conflict management can also help ensure that small problems do not become major problems. If you just deal with the situation when it first happens, you can relieve the frustration at an early stage instead of letting it build. Over time, positive and constructive conflict management can give people more confidence in their communication skills and in the strength of their relationships. Studies show that married people who have constructive conflicting behaviours are not aggressive and hostile, more satisfied with their relationships and more satisfied with the outcome of their conflicts than couples who do not. These are internal conflicts within the group, a conflict between a person and the group to which they belong.
 They can also be examples of interpersonal conflicts, a conflict between two or more people.  The most specific types of conflicts are the following. It is not surprising that conflict is generally not a pleasant experience. Therefore, it should not be surprising to learn that conflicts can have a negative impact on your well-being if not properly managed. Research shows that husbands who over-controlled and wives who were excessively hostile during the marital conflict experienced a harder artery than couples who did not participate in this conflicting behaviour. In addition, participation in conflict can lead the body to respond to stress and heal more slowly, especially in the case of hostile and negative conflict behaviours. It is clear that conflicts are particularly damaging when they escalate into aggression and violence. In these relationships, which include aggression and violence, aggression is often the result of one person`s efforts to control the argument and thus dominate the other person.