Explain the three kinds of group conflicts and ways to overcome them.

What will be an ideal response?

Just as conflict is inevitable in interpersonal relationships, so it is to be expected in group interactions. Groups that experience no conflict are likely to engage in groupthink. Groups that experience conflict but fail to manage it effectively are likely to stall out and never achieve their goal.
Pseudo-conflict occurs when group members who actually agree about something believe they disagree due to poor communication. Since pseudo means fake, the perceived conflict is essentially a misperception. To manage or resolve pseudo-conflict, effective listening, perception-checking, and paraphrasing skills can be employed. This will reveal misinterpretations that the group members are actually on the same page after all.
Issue-related conflict occurs when two or more group members’ goals, ideas, or opinions about a topic are incompatible. One major advantage of collaboration is the synergy that occurs as a result of expressing diverse points of view. So issue-related conflict is actually a good thing when handled appropriately. To manage issue-related conflict effectively, one must begin by clarifying one’s position and the position of the other group member using perception-checking and paraphrasing skills. Then, one must express his or her position using assertive communication supported with facts rather than opinions or feelings. Finally, make the conflict a group discussion by asking others for input; if possible, postpone making a final decision until later. This will provide time to conduct additional research to make an informed decision as well as for tension among members to subside.
Personality-related group conflict occurs when two or more group members become defensive because they feel like they are being attacked. Typically, personality-related conflicts are rooted in power struggle. They sometimes emerge from poorly managed issue-related conflict. To manage a personality-related conflict effectively, attempts can be made to turn the conflict into an issue-related problem to be solved rather than a conflict someone must win. Developing rules that allow for differences of opinion, being descriptive rather than evaluative, using "I" language, and perception-checking are some other ways of resolving personality-related group conflict. Finally, if the conflict is not central to the group’s goal, members should agree to disagree and move on.