Filley's stages of conflict
Alan Filley described conflict as a process that moves through predictable stages. Antecedent (latent) conditions come first: situations, such as unclear roles or competition for resources, that set the stage. In perceived conflict, the parties recognize that a disagreement exists. In felt conflict, emotions arise. Manifest (overt) conflict is open action such as arguing, complaining, or withdrawing. The conflict then ends in resolution or suppression, followed by the aftermath. Felt conflict is the stage marked by emotions such as anger, anxiety, or mistrust before any open action.
| Stage | What happens |
|---|
| Antecedent (latent) conditions | Conditions that could lead to conflict |
| Perceived conflict | The parties recognize a disagreement |
| Felt conflict | Emotions arise: anger, anxiety, hostility, mistrust |
| Manifest (overt) conflict | Open action: arguing, complaining, withdrawing |
| Resolution or suppression | The conflict is settled or pushed aside |
| Conflict aftermath | The feelings and effects that remain afterward |
Why the other stages are wrong
Latent conflict is the earliest stage, before the disagreement is even perceived, so it has no emotional content yet. Manifest conflict comes after the felt stage and involves visible behavior, not just feelings. Aftermath is the last stage, after resolution or suppression, and describes what remains, whether a better working relationship or lingering resentment.
Why the stages matter for the head nurse
Recognizing the stage helps the manager act early. Addressing conflict while it is felt, before it becomes manifest, is easier and less damaging to working relationships. A head nurse who notices tension, frustration, or distrust between a ward team and the laboratory, pharmacy, or dietary staff can open a discussion before arguments break out. The aftermath of one conflict becomes the antecedent of the next, so a well-managed resolution reduces future conflict.
Watch out! Perceived and felt conflict are easy to mix up. Perceived is thinking: we disagree. Felt is emotion: I am angry or anxious about it. Both occur before open action.
Exam takeaway
Key point! In Filley's model, perceived conflict is awareness, felt conflict is emotion, and manifest conflict is open behavior.