Pondy's view in the "process of conflict".

Pondy views conflict as a process consists of 5 stages - latent conflict, perceived conflict, felt conflict, manifest conflict and conflict aftermath. Managers can use Pondy's model to interpret and analyze a conflict situation and take action to resolve it. In latent conflict, there's no outright conflict but there's a potential for several sources of conflict, such as interdependence, differences in goals and priorities, bureaucratic factors, incompatible performance criteria and competition for resources. As organization differentiate, …

…of the conflict was not resoved, it will cause conflict to occur again, but may be in another context. Every stage of conflict leaves a conflict aftermath which affects they way the parties percieve conflict and react to future conflict stages. The aftermath will promote good future working relationships if a conflict is resolved before it gets to the manifest-conflict stage. However, if the conflict wasn't resolved, the aftermath will be worse future working relationships.