Do you agree under these circumstances can conflict be functional and when conflict is dysfunctional?

Conflict that has beneficial results is considered functional conflict. An organization without functional conflict frequently lacks the energy and ideas to create effective innovation. Indeed, to encourage functional conflict in groups, some managers have implemented a formal dialectical-inquiry or devil's advocacy approach. Conflict can be dysfunctional for several reasons. First, conflict with important constituencies can create doubt about the organization's future performance in the minds of shareholders, causing stock prices to drop. Second, conflict can cause people to exercise their own individual power and engage in political behavior directed toward winning the battle at any cost rather than attaining broader organizational goals. Third, conflict can have negative effects on interpersonal relationships. Finally, it takes time, resources, and emotional energy to deal with conflict, both on an interpersonal and an organizational level (Hitt, et al, 2018).

Personal conflict is dysfunctional because associates have trouble focusing their attention fully on their job responsibilities, and find it difficult to work together toward organizationally relevant goals.