Arrange the steps of the conflict process:
A. Conflict handling intention such as avoiding, accommodating, compromising, etc.
B. Cognition of perceived or felt conflict
C. Increased or decreased performance
D. Potential opposition or incompatibility due to communication or other personal variables
E. Overt conflict that is the party's behavior and others' reactions
Choose the correct answer from the options given below:

Correct option is A

The conflict process typically follows a sequence, starting with potential opposition, progressing through cognition, and ending with outcomes that impact performance.
1. Potential opposition or incompatibility due to communication or other personal variables (D): The process begins when there is a potential for conflict, such as miscommunication, differences in goals, or incompatible values between individuals or groups.
2. Cognition of perceived or felt conflict (B): Once the potential for conflict exists, the individuals involved begin to perceive or feel the conflict. This is when people become aware of the issues or differences that may lead to a conflict.
3. Conflict handling intention such as avoiding, accommodating, compromising, etc. (A): At this stage, individuals or groups decide how they will approach the conflict. They might choose to avoid it, accommodate the other party's needs, compromise, or use other conflict-handling strategies.
4. Overt conflict that is the party's behavior and others' reactions (E): Conflict becomes overt when the involved parties express their differences through behaviors or actions, and others react to these behaviors. This is when the conflict is visible and can affect relationships or operations.
5. Increased or decreased performance (C): Finally, the outcomes of the conflict, whether resolved or unresolved, affect the performance of the individuals or groups involved. Conflict can either lead to a decrease in performance due to negative effects, or it can lead to increased performance if the conflict is resolved constructively.
Information Booster:
· Potential opposition (D): This refers to the initial stage where conditions exist that may lead to conflict, but no actual conflict has occurred yet. These conditions could include differences in values, needs, or communication issues.
· Perceived conflict (B): This is when the conflict becomes apparent to the parties involved. They begin to recognize differences that may lead to disagreement or tension.
· Conflict handling intentions (A): People may choose from various strategies such as avoiding the conflict, accommodating others, compromising, collaborating, or competing, depending on the nature of the conflict.
· Overt conflict (E): This stage involves the external expression of the conflict. It can manifest in various forms such as arguments, disagreements, or direct confrontations.
· Performance outcomes (C): The final result of the conflict, whether resolved or unresolved, affects productivity, morale, and overall performance. Conflicts can either hinder performance or enhance it if resolved constructively.