They are very similar, the few differences lies in the approach and not in the likelihood of the manifestation. Cognitive conflict is aimed at issues, ideas, principles, or process, while affective or emotional conflict is aimed at people, emotions, or values. Cognitive conflict in many occasions can be constructive, while affective or emotional conflict can be destructive. According to Sutton (2002), Constructive conflict exits when group members change and grow personally from the conflict, when it increases the involvement of everyone affected by the conflict, and when it builds cohesiveness among the members of the team. In the other hand destructive conflicts exists when no decision is reached and the problem still exists, when it destroys the morale of the team members, and when it polarizes or divides the team. (pg. 2 & 3) .
Scenario One.
In today's engineers workplace, they have more opportunities than ever to work on teams which cut across various disciplines, dealing with other engineers, customers, vendors, finance, project managers, and marketing people. From the start to the completion of a project is very important that all departments work as a group to win and complete an excellent job. In this situations each group have different expectations of a project, and that each team member brings different personalities, experiences and values to the table. Of course, varying levels of competence and expectation can affect the outcome of each project. In team situations, disagreements and conflict are inevitable. How the conflict is handled can make the difference between success and disaster for a team and the project. The different departments will expose their point of view, while defending their departments rules, budget, and their already in mind expectations for the project. .
Suppose a new government project opportunity is broad to a Telecommunications Structured Cabling company.