Being an active leader can help coworker conflicts be handled well. If conflicts reach a pint where intervention is necessary, it is important for those in leadership positions to address the situation and help as best they can. Having a third party entity can allow coworkers to work through things properly before things get too out of hand. 

Syracuse University

Having interpersonal conflicts with co-workers or employers is one of the main predicators of developing workplace bullying. These conflicts make stress arise and when not properly addressed, they can lead to bullying. 

Coworker Conflict as an antecedent for workplace bullying

Agotnes, K., Einarsen, S., Hetland, J., &amp; Skogstad, A. (2018, July 2). The moderating effect of laissez-faire leadership on the relationship between co-worker conflicts and new cases of workplace bullying: A true prospective design. Wiley Online Library. 

The moderating effect of laissez-faire leadership on the relationship between co-worker conflicts and new cases of workplace bullying: A true prospective design

 An interpersonal conflict can be defined as “a process that begins when an individual or group perceives differences and opposition between itself and another individual or group about interests and resources, beliefs, values, or practices that matter to them” 
- Interpersonal conflicts can be broken into two categories: task and relationship. Task conflicts happen when people disagree about how to complete or approach a specific task or tasks, while relationship conflicts arise when there are growing levels of animosity and discomfort in a relationship between people. Either one of these types of interpersonal conflicts can make progress and efficiency difficult in a workplace. 

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