Tìm kiếm những phản hồi không thích hợp. Suy nghĩ về sự căng thẳng tồn tại bên ngoài những bất đồng. Suy nghĩ về cách người khác bóp méo quan điểm của bạn.

Given the above summary, write a detailed text in English for it.
A disagreement may not equate to a conflict. However, if someone acts way more upset or angry than the situation calls for, look closer at their behavior. This may indicate that they either have an internal conflict or source of stress. On the other hand, if their anger is directed at another, the two might have a conflict that needs resolving. Either way, you should exercise caution with this conflict so that it doesn't get out of hand or even violent. For example, getting very angry that your friend broke a disposable plastic cup is a disproportionate response. Think about your relationship with them to figure out if a behavior or past action has upset you deeply. If you have a conflict with someone, you will always harbor ill will toward them, whether or not you are currently disputing something. If you find yourself upset upon their entering the room, you may need to resolve a conflict. It is natural to try to hide your conflict with them to avoid uncomfortable exchanges. A simple rivalry may be hard to address, but you should feel comfortable approaching them for reconciliation. It is human nature to view comments and actions relative to the person who said or did them. However, if you find yourself consistently diminishing the ideas or work of others without much thought, you may have a conflict with them. Before addressing the conflict, try to compartmentalize your relationship with them so you can view their comments and contributions impartially. If you see that a coworker, for example, writes a report that another coworker sends back for edits, look closer. If they didn’t sit down and carefully read the report, you might help them address their conflict. Their relationship is coloring their perception of each other’s work.