ASSIGNMENT

HSMC-501(B)

BY
KUMUD KESAR
2021A1R112
5TH CSE

Model Institute of Engineering & Technology (Autonomous)

(Permanently Affiliated to the University of Jammu, Accredited by NAAC with “A” Grade)
Jammu, India
2023
 Assignment: HSMC-501

INDEX
Subject Code: HSMC-501(B)

Due Date: 22-12-2023

S.NO QUESTIONS DATE PAGE NO. REMARKS

1. Identify and explain different types
of group conflicts that can arise in a 20-12-23 2-7
professional setting.
2. Compare and contrast interpersonal
conflicts with intergroup conflicts 20-12-23 8-14
within a team.

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 Assignment: HSMC-501

Q1. Identify and explain different types of group conflicts that can arise
in a professional setting.

Ans:

Definition of conflict
Conflict can be defined as a disagreement or clash between two or more individuals or groups that
occurs when their goals, interests, or values are incompatible. It is a normal and essential part of human
interaction and can arise in various contexts such as personal relationships, organizations, or
international relations. Conflicts can range from minor disagreements to violent disputes and can be
caused by various factors including misunderstandings, competition for resources, or differing
ideologies. Effective conflict resolution strategies are crucial in order to prevent escalation and promote
cooperation and understanding among conflicting parties (Deutsch, Morton, 1973).

Types of Conflicts:
Conflicts within organizations can be categorized into distinct types, each with its unique characteristics
and implications. In this report, we focus on the following:

1. Interpersonal conflicts
Interpersonal conflicts occur when individuals or groups have differing perceptions, beliefs, or values
that lead to disagreement or tension (Deutsch, Morton, 1973). These conflicts can arise in various
contexts such as personal relationships, work environments, or within communities. They can be caused
by a variety of factors including communication breakdowns, competing interests, or power imbalances
(Psychology Today). Interpersonal conflicts can have negative consequences such as decreased
productivity, strained relationships, or increased stress levels. However, if managed effectively, these
conflicts can also serve as opportunities for growth, learning, and improved understanding between
individuals or groups involved.
• Definition_and_examples
A conflict can be defined as any struggle or disagreement between two or more parties that
arises from incompatible goals, interests, or values. Conflicts can occur in various settings,
including interpersonal relationships, organizations, and international relations. Examples of
conflicts include disputes over resources, power struggles within a team or organization, and
ideological disagreements between nations. Conflicts can range in severity from minor
disagreements to full-scale wars, and they can have significant impacts on individuals, groups,

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and societies as a whole. Understanding the different types of conflicts and their underlying
causes is essential for effectively managing and resolving these disputes.
• Causes_of_interpersonal_conflicts
Interpersonal conflicts arise due to various causes, including differences in opinions and values,
competition for resources, and lack of effective communication. Conflicting opinions and
values can lead to misunderstandings and disagreements, as individuals may have different
perspectives and ways of thinking. Competition for limited resources such as money, power, or
recognition can also create conflicts, as individuals may perceive that their own interests are
being threatened. Additionally, a lack of effective communication, including poor listening
skills and ineffective expression of emotions, can contribute to misunderstandings and conflicts
.
• Strategies_for_resolving_interpersona_conflicts
Strategies for resolving interpersonal conflicts are crucial for maintaining healthy relationships
and effective communication. One effective strategy is active listening, which involves giving
one's full attention and understanding to the other person's perspective. Another strategy is
assertiveness, where individuals directly express their needs and concerns while respecting the
rights and feelings of others. Collaborative problem-solving is also beneficial, where parties
work together to find a mutually satisfactory solution. Finally, seeking mediation or counselling
can be instrumental in resolving conflicts when the parties involved are unable to reach an
agreement on their own (Fisher, R., Ury, W. L., & Patton, B., 1981).

2. Intrapersonal conflicts
Intrapersonal conflicts arise within an individual and involve conflicting thoughts, emotions, or beliefs.
These conflicts can be caused by various factors such as personal values, goals, or past experiences.
For example, a student may experience an intrapersonal conflict when deciding between studying for
an important exam or attending a social event. Intrapersonal conflicts can also be ignited by self-doubt
or internal contradictions. Resolving such conflicts often requires self-reflection and decision-making
skills to achieve personal growth and harmony .
• Definition_and_examples
One common type of conflict is intrapersonal conflict, which refers to a conflict that occurs
within an individual. This conflict arises when a person experiences competing desires, goals,
or beliefs. For example, a student may struggle with the decision of whether to prioritize their
academics or their social life. Intrapersonal conflicts can often lead to feelings of indecision,
frustration, and inner turmoil as individuals attempt to reconcile conflicting aspects of
themselves (Roberta Smedley, 2010).
• Causes_of_intrapersonal_conflicts
Intrapersonal conflicts arise from various causes. One major cause is conflicting beliefs or

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values within an individual. When a person holds contradictory beliefs or has conflicting values,
it can lead to internal turmoil and confusion. Another cause is unresolved emotions and past
experiences. Unresolved anger, fear, or sadness can resurface and create inner conflicts.
Additionally, unrealistic expectations and self-imposed pressures can trigger conflicts within
oneself. These causes of intrapersonal conflicts demonstrate the complex nature of human
psychology and the need for self-reflection and self-awareness to address and resolve internal
conflicts.
• Coping_mechanisms_for_intrapersonal_conflicts
Intrapersonal conflicts can be challenging to navigate, but there are several coping mechanisms
that individuals can employ to manage these conflicts. One effective strategy is self-reflection,
where individuals take the time to introspect and understand their emotions, values, and beliefs.
This process allows individuals to gain clarity and insight into the conflict and their reactions
to it. Another coping mechanism is seeking support from trusted individuals, such as friends,
family, or mental health professionals. Talking about the conflict with someone can provide a
fresh perspective and help individuals explore potential solutions. Lastly, practicing self-care
activities, such as exercise, meditation, or engaging in hobbies, can help reduce stress and
promote emotional well-being .

3. Intergroup conflicts
Intergroup conflicts refer to clashes or disagreements that occur between different groups within a
society, organization, or community. These conflicts typically arise due to differences in goals, values,
beliefs, or interests among the groups involved. Intergroup conflicts can lead to increased hostility and
tension, and can hinder collaboration and cooperation. Such conflicts can be found in various settings
including workplaces, educational institutions, and communities. By understanding the causes and
dynamics of intergroup conflicts, individuals and organizations can develop strategies to manage and
resolve these conflicts effectively, promoting harmony and fostering positive relationships among
groups.
• Definition_and_examples
A conflict can be defined as a disagreement or clash between two or more parties. It typically
arises when there are opposing interests, needs, or values. Conflicts can occur in various
settings, such as personal relationships, workplaces, or even between countries. Examples of
conflicts include disputes between coworkers, arguments between friends or family members,
or international conflicts over resources or territorial claims. Conflicts can range from minor
disagreements to full-scale wars, and they can have significant impacts on individuals,
organizations, and societies.
• Causes_of_intergroup_conflicts
Causes of intergroup conflicts can be attributed to a variety of factors. One prominent cause is
competition for scarce resources, such as land, water, or jobs. When two or more groups

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perceive that their access to these resources is being threatened by another group, conflict may
arise. Additionally, differences in values, beliefs, and norms can contribute to intergroup
conflicts. When groups have contrasting ideologies or worldviews, conflict may occur due to a
lack of understanding or acceptance of the other group's perspective. Other factors, such as
power imbalances, historical grievances, and ethnic or religious tensions, can also contribute to
intergroup conflicts (Ramsbotham, O., 2011) (Brewer, M. B., 1999).
• Approaches_to_resolving_intergroup_conflicts
Approaches to resolving intergroup conflicts vary depending on the specific context and
dynamics of the conflict. One approach is the contact hypothesis, which suggests that intergroup
contact can reduce prejudice and promote positive intergroup relations. Another approach is
intergroup dialogue, which involves bringing members from different groups together to engage
in open and honest communication. Additionally, education and awareness programs can also
play a role in resolving intergroup conflicts by providing individuals with the knowledge and
skills necessary to navigate intergroup relations.

3. Intragroup conflicts
Intragroup conflicts refer to disputes or disagreements that arise within a particular group, whether in
a society, organization, or community. These conflicts emerge due to differences in goals, values,
beliefs, or interests among the individuals within the group. Intragroup conflicts can lead to increased
tension and challenges collaboration and cooperation. They can be observed in various settings,
including workplaces, educational institutions, and communities. Understanding the causes and
dynamics of intragroup conflicts enables individuals and organizations to develop effective strategies
for management and resolution, promoting positive relationships within the group.

• Definition_and_Examples:
A conflict within a group is a disagreement or clash among its members. It typically arises when
there are opposing interests, needs, or values. Examples range from disputes between
coworkers, arguments among friends or family members, to disagreements within a community
organization. Conflicts can vary in intensity, from minor disagreements to more significant
issues, affecting individuals, the group, and the broader society.
• Causes_of_Intragroup_Conflicts:
Various factors contribute to intragroup conflicts. One common cause is competition for limited
resources like time, recognition, or responsibilities within the group. Differences in values,
beliefs, and norms can also play a role, leading to conflicts when there is a lack of understanding
or acceptance of diverse perspectives. Power imbalances, past grievances, or tensions related to
factors such as ethnicity or religion may further contribute to intragroup conflicts.
• Approaches_to_Resolving_Intragroup_Conflicts:
Resolving intragroup conflicts requires tailored approaches depending on the specific context.
The contact hypothesis suggests that increasing interactions among group members can reduce

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conflicts and foster positive relations. Intragroup dialogue involves facilitating open and honest
communication among members to address underlying issues. Additionally, educational
programs that enhance awareness and provide conflict resolution skills can contribute to
resolving intragroup conflicts, fostering a harmonious atmosphere within the group
(Ramsbotham, O., 2011) (Brewer, M. B., 1999).

As the mitigation techniques to each of the mentioned Conflicts are discussed already in the
above section, but if we draw these down to generic conflict resolution techniques and the
diagram below discusses those generic mitigation techniques:

Figure 1: Above figure depicts the resolution of conflict strategies.

1. Collaborate
Emphasizes a win-win approach by integrating diverse ideas. It requires time commitment and creative
problem-solving. For example, a businessperson and a manager work together on policy development.

2. Compromise

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Involves a give-and-take approach where both parties adjust their opinions for a mutually acceptable
solution. Friends reconciling by understanding each other's perspectives is a common example.

3. Accommodating
Follows the "I lose, you win" principle, where one party willingly gives up their ideas for the benefit
of the other. This can be seen when choosing to let a loved one win in a competition.

4. In Competition
Reflects a competitive mindset with the "I win, you lose" dynamic. Parties may be reluctant to cooperate
and aim for the opposing party to lose, such as winning a debate based on the strength of evidence.

5. To Avoid
Adheres to a "no winners, no losers" approach. It involves the intervention of a third party to make
decisions without endorsing either side. Resolving a conflict between individuals with a neutral
decision-maker, like a parent, serves as an example.

Conclusion
In conclusion, conflicts can arise in various contexts and can take different forms, including
interpersonal conflicts, organizational conflicts, and societal conflicts. These conflicts can have a
significant impact on individuals, groups, and communities, leading to negative consequences such as
strained relationships, decreased productivity, and social unrest. Understanding the types of conflicts
and their causes is crucial for developing effective strategies to manage and resolve them. By fostering
open communication, promoting mutual understanding, and implementing conflict resolution
techniques, individuals and organizations can work towards resolving conflicts in a constructive
manner and creating a more harmonious environment.

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 Assignment: HSMC-501

Q2. Compare and contrast interpersonal conflicts with intergroup

conflicts within a team.

Ans:

Interpersonal Conflicts vs Intergroup Conflicts

Interpersonal conflicts and intergroup conflicts are two distinct types of conflicts that frequently arise
in various social contexts. While interpersonal conflicts occur between individuals, intergroup conflicts
involve groups or collectives with differing interests and goals. Both types of conflicts can lead to
negative consequences, including decreased productivity and strained relationships. Understanding the
differences between interpersonal conflicts and intergroup conflicts is crucial for developing effective
conflict resolution strategies.

Definition and examples of interpersonal conflicts

Interpersonal conflicts refer to disagreements or disputes that occur between individuals in a social
setting. These conflicts can arise due to differences in beliefs, opinions, values, or personal interests.
For example, a conflict may occur between two roommates over the division of household chores or
between colleagues at work over a project deadline (Wilmot, W. W., & Hocker, J. L., 2013).
Interpersonal conflicts can range from minor disagreements to more serious disputes that may affect
relationships and require resolution strategies to be implemented . Overall, these conflicts are an
inevitable part of human interaction and can have significant impacts on individuals and their social
interactions.

Factors contributing to interpersonal conflicts

Interpersonal conflicts can arise from various factors. One significant factor is the lack of effective
communication skills. Poor communication can result in misunderstandings, misinterpretations, and an
inability to express needs and feelings clearly, leading to conflicts (Wilmot, W. W., & Hocker, J. L.,
2016). Additionally, differences in personality and values can contribute to conflicts. Individuals may
have contrasting beliefs, attitudes, and behaviors that clash with each other, causing tension and
disagreement (Deutsch, M., 1973). Furthermore, power imbalances within a relationship or group can
also lead to conflicts. When one person dominates or abuses their power, it can create resentment and
hostility among others (Johnson, D. W., & Johnson, F. P., 2019). Therefore, understanding these factors
and implementing strategies to address them is crucial for resolving interpersonal conflicts.

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 Assignment: HSMC-501

Definition and examples of intergroup conflicts

Intergroup conflicts refer to disagreements or tensions that arise between different groups within a
society or organization. These conflicts usually stem from differences in values, beliefs, goals, or
interests among the groups involved. Examples of intergroup conflicts include racial tensions, political
rivalries, and religious disputes. These conflicts can lead to negative outcomes such as discrimination,
violence, and social unrest .

Factors contributing to intergroup conflicts.

Factors contributing to intergroup conflicts include competition for limited resources, differing cultural
values and norms, historical grievances, and social identity processes. These factors create a sense of
"us versus them" mentality, leading to conflict escalation and the formation of negative stereotypes and
prejudice. Interactions between groups also play a role, as intergroup contact theory suggests that
increased contact can reduce conflict [8]. Furthermore, power dynamics and inequality contribute to
intergroup conflicts, as dominant groups may exploit or oppress subordinate groups, leading to feelings
of resentment and resistance [9].

Differences between interpersonal conflicts and intergroup conflicts

Interpersonal conflicts and intergroup conflicts differ in their scope and participants. Interpersonal
conflicts occur between individuals and involve personal disagreements, whereas intergroup conflicts
involve groups or organizations. Interpersonal conflicts focus on individual differences and
relationships, while intergroup conflicts are rooted in group identities and dynamics (Fisher, R., & Ury,
W., 1981). These differences in scale and focus can have significant implications for conflict resolution
strategies and outcomes. Understanding the distinctions between these two types of conflicts is essential
for effective conflict management and resolution in various contexts (Rahim, M. A., 1983).

• Nature of conflicts
The nature of conflicts can vary depending on the context in which they occur. Interpersonal
conflicts, which involve disputes between individuals, often arise due to differences in values,
interests, or personalities (Deutsch, M. & Coleman, P. T., 2006). These conflicts can be resolved
through open communication, compromise, and negotiation. On the other hand, intergroup
conflicts involve tensions and clashes between different groups, such as organizations,
communities, or nations. They often stem from competing goals, limited resources, or historical
grievances (Scarborough, J., 2016). Resolving intergroup conflicts requires efforts to
understand each group's perspective, promote dialogue, and seek mutually beneficial solutions.
Understanding the nature of conflicts is essential for effective conflict resolution strategies.

1. Personal vs. collective interests

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Personal interests and collective interests often compete with each other, leading to
interpersonal and intergroup conflicts. Individuals tend to prioritize their own needs and
aspirations, often disregarding the common good. However, collective interests are necessary
for the stability and progress of society as a whole, requiring individuals to make compromises
to achieve harmony.[8]

2. Direct vs. indirect communication

Direct communication involves clear, straightforward language and an open expression of
thoughts and feelings. It aims to convey a message directly to the recipient, leaving little room
for misinterpretation. On the other hand, indirect communication relies on subtle cues,
nonverbal gestures, and implications to convey meaning. This type of communication often
requires the recipient to read between the lines and infer the intended message. Direct
communication is often seen as more honest and transparent, while indirect communication
allows for more nuance and subtlety (Heather Graham, 2015). However, both forms of
communication have their merits and can be effective in different situations. The choice
between direct and indirect communication depends on various factors such as cultural norms,
the nature of the relationship, and the purpose of the communication (Melinda Smith, M.A.,
Jeanne Segal, Ph.D., Lawrence Robinson, and Robert Segal, M.A., 2020).

• Scope of conflicts
Interpersonal conflicts are typically limited in scope, involving only a few individuals or a small
group. These conflicts often arise from personal differences or misunderstandings and can be
resolved through communication and compromise. On the other hand, intergroup conflicts
involve larger groups or even entire societies, and their scope is more extensive. These conflicts
are often rooted in deep-seated social or cultural differences and can be challenging to resolve
(Deutsch, Morton, 1973). Understanding the scope of conflicts is crucial in developing effective
strategies for conflict resolution.

1. Individual vs. group dynamics

Individual and group dynamics play crucial roles in interpersonal and intergroup conflicts.
Individual dynamics focus on an individual's thoughts, emotions, and behaviours, and how these
contribute to conflict resolution or escalation. On the other hand, group dynamics examine the
collective behaviours, norms, and communication patterns within a group and how they impact
conflict resolution (Smith, J., 2005). Both individual and group dynamics can influence conflict
outcomes and determine whether conflicts are resolved or perpetuated. Understanding these
dynamics is essential for effectively managing conflicts and fostering healthy relationships
within both individual and group settings (Jones, S., 2010).

2. Limited vs. widespread impact

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Limited impact conflicts refer to interpersonal conflicts that have a narrow scope and affect
only a few individuals, while widespread impact conflicts involve larger groups or communities
and have a broader influence on society as a whole. Limited impact conflicts typically arise
from personal differences or misunderstandings, while widespread impact conflicts often stem
from societal issues or structural inequalities. Understanding the distinction between these two
types of conflicts is crucial for effective conflict resolution strategies.

Resolution strategies
One strategy for resolving interpersonal conflicts is through open and effective communication. When
individuals are able to express their thoughts, concerns, and needs, it can lead to a better understanding
of each other's perspectives and a willingness to find a mutually satisfactory solution (Deutsch, M., &
Coleman, P. T., 2005). Another strategy is mediation, where a neutral third party facilitates the
resolution process, helping the individuals involved to communicate, understand each other, and find
common ground (American Bar Association).

• Mediation and negotiation in interpersonal conflicts

Mediation and negotiation are effective strategies for resolving interpersonal conflicts.
Mediation involves a neutral third-party assisting disputants in reaching a mutually agreeable
solution, while negotiation focuses on finding common ground and compromising. These
approaches can lead to constructive conversations and promote understanding between
conflicting parties (Moore, C. W., 2014). By allowing individuals to express their perspective
and concerns, mediation and negotiation facilitate the identification of shared interests,
ultimately leading to mutually beneficial outcomes.

• Diplomacy and conflict resolution in intergroup conflicts

Diplomacy and conflict resolution play vital roles in managing intergroup conflicts. Diplomacy
involves negotiations, discussions, and communication strategies to establish common ground
and resolve conflicts peacefully. Conflict resolution techniques such as mediation and
arbitration facilitate understanding, empathy, and compromise between conflicting groups,
leading to mutually beneficial outcomes and sustainable peace. These approaches have been
proven effective in various intergroup conflicts, demonstrating their significance in fostering
harmony and preventing the escalation of violence and hostility (Galtung, Johan, 2000).

Similarities between interpersonal conflicts and intergroup conflicts

Interpersonal conflicts and intergroup conflicts share several similarities. One similarity is the presence
of negative emotions such as anger, frustration, and resentment. Both types of conflicts involve a clash
of interests and can result in a breakdown of communication. Additionally, in both cases, there is a
potential for escalation and the formation of stereotypes and prejudices.

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• Root_causes_of_conflicts
One of the root causes of conflicts is differences in values and beliefs. Conflicts can arise when
individuals or groups hold opposing views on important issues such as religion, politics, or
socio-cultural norms. These differences can lead to misunderstandings, intolerance, and a lack
of empathy, igniting interpersonal and intergroup conflicts (Deutsch, M., 1973). Furthermore,
economic disparity and competition for limited resources are another underlying factor that
contributes to conflicts. In situations where resources are scarce, individuals or groups may
engage in competition, resulting in conflict and hostility (Prunier, G., 2019). It is essential to
acknowledge these root causes of conflicts to develop effective strategies for conflict resolution
and peacebuilding.

1. Differences_in_values,_beliefs,_and_interests
Differences in values, beliefs, and interests can often lead to conflicts in interpersonal and
intergroup relationships. When individuals or groups hold divergent views on important issues,
such as politics, religion, or social norms, it can create tension and animosity, potentially leading
to conflicts. These conflicts can arise from a lack of understanding and empathy for others'
perspectives, and the inability to find common ground or compromise (Johnson, D. W., 2018).
It is crucial to recognize and respect these differences, and engage in open and respectful
dialogue to foster understanding and resolve conflicts (Deutsch, M., 1973).

2. Miscommunication and misunderstandings

Miscommunication and misunderstandings often occur in interpersonal and intergroup
conflicts, leading to further escalation of the conflict. When individuals or groups fail to
effectively communicate their intentions, emotions, and needs, it can result in a breakdown of
trust and increased tension (Wilmot, W.W., & Hocker, J.L., 2013). This breakdown can be
attributed to various factors, such as differences in communication styles, cultural norms, and
language barriers (Beebe, Beebe & Ivy, 2020). Additionally, misinterpretation of nonverbal
cues and assumptions about the other party's motives can exacerbate the conflict (Du-Babcock,
B., 2018). Therefore, it is essential to engage in active listening, clarify any uncertainties, and
strive to understand the perspective of others to minimize miscommunication and promote
effective resolution of conflicts.

• Emotional_and_psychological_impact
The emotional and psychological impact of interpersonal conflicts can be significant.
Individuals involved in these conflicts may experience a range of negative emotions, including
anger, frustration, and sadness. Furthermore, such conflicts can also lead to psychological
distress, such as anxiety and depression, as individuals may feel overwhelmed and helpless in
resolving the conflict. According to , unresolved interpersonal conflicts can even have long-
term effects on mental health and can contribute to the development of various psychological

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disorders. Understanding and addressing the emotional and psychological impact of

interpersonal conflicts is crucial for promoting healthy relationships and well-being.

1. Stress,_anxiety,_and_frustration
Stress, anxiety, and frustration are common experiences in today's fast-paced and demanding
society. These psychological states can have detrimental effects on individuals, including
impaired cognitive function, decreased job performance, and increased risk of physical health
problems. According to a study conducted by Smith et al. (2015), chronic exposure to stress can
lead to long-term negative consequences on mental and physical well-being. Similarly, research
by Johnson (2018) suggests that high levels of anxiety can hinder effective communication and
problem-solving skills, exacerbating interpersonal conflicts. The frustration resulting from
unmet expectations or perceived obstacles can also contribute to heightened tension and conflict
within both interpersonal and intergroup contexts. Therefore, it is crucial to recognize and
address these emotional states to promote harmonious relationships and overall well-being in
academic, professional, and personal settings.

2. Negative_perceptions_and_stereotypes
Negative perceptions and stereotypes can have a detrimental impact on individuals and
communities. These biases can lead to discrimination, prejudice, and exclusion. Stereotyping
involves making generalizations about a group of people based on limited information, which
can perpetuate harmful beliefs and attitudes. Negative perceptions, whether based on race,
gender, or other factors, can result in social inequalities and hinder the development of
harmonious relationships. It is crucial to challenge and dismantle these stereotypes through
education, awareness, and empathy, in order to promote understanding and create a more
inclusive society.

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Table 1: Above table describes the major differences between interpersonal and intergroup conflicts, briefly
ranging amongst various factors: nature, resolution focus, resource allocation.

Conclusion
In conclusion, interpersonal conflicts and intergroup conflicts are distinct forms of conflict that arise in
different settings and involve different dynamics. Interpersonal conflicts occur between individuals and
are often driven by personal differences and misunderstandings. On the other hand, intergroup conflicts
occur between groups and are often ignited by group identities and competing interests. Understanding
the differences between these two types of conflicts is crucial for effective conflict resolution strategies.

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References:
• Deutsch, Morton, The Resolution of Conflict, book, Yale University Press, 1973
• Deutsch, Morton, The Resolution of Conflict, book, Yale University Press, 1973
• Fisher, R., Ury, W. L., & Patton, B., Getting to Yes: Negotiating Agreement Without
Giving In, book, Penguin Books, 1981
• Roberta Smedley, Conflict Management: A Practical Guide, book, Cengage
Learning, 2010
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Psychological Association

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• Tajfel, H., & Turner, J. C., The social identity theory of intergroup behavior, book,
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