The life cycle of a conflict refers to the various stages through which a disagreement or dispute passes from its origin to its resolution or transformation. In the context of project work, understanding the conflict life cycle is essential because projects involve teamwork, collaboration, deadlines, and differing perspectives among stakeholders. When managed effectively, conflict can stimulate creativity and innovation, but if left unresolved, it can lead to stress, delays, and project failure. Every conflict follows a pattern that generally consists of several key stages—latent conflict, perceived conflict, felt conflict, manifest conflict, and conflict aftermath. Each stage provides insight into the causes, intensity, and possible resolution of the disagreement within a project environment. In the first stage, known as the latent conflict stage, the conditions for conflict exist but are not yet visible or openly expressed. This stage is marked by underlying tension that arises from incompatible goals, limited resources, or differing values. In a project team, this may occur when roles and responsibilities are not clearly defined or when communication between team members is poor. For example, if two departments are required to share limited resources such as equipment or personnel, a potential conflict may begin to form. At this point, there might be no open confrontation, but the foundation for disagreement has been laid. Recognizing latent conflicts early in a project can prevent them from escalating, as team leaders can take steps to clarify expectations, improve communication, and align objectives. The second stage is perceived conflict, where the parties involved become aware that a conflict exists. This stage occurs when individuals recognize that there are differences in goals, opinions, or interests. However, the conflict at this stage is still based