Which of these is NOT a potential cost of conflict?

Decreased employee turnover is not a potential cost of conflict because conflicts in a workplace often lead to increased turnover instead of decreased. When conflicts arise, employees may become dissatisfied, feeling stressed or unhappy in their roles, which can prompt them to leave the organization. Conversely, a negative work environment, loss of trust, increased competition among employees, and lost productivity are typically associated with conflict, as they can stem from unresolved issues and strained relationships among team members. These factors negatively impact morale and efficiency, leading to a higher likelihood of turnover. Therefore, identifying decreased employee turnover as not a potential cost of conflict accurately reflects how workplace dynamics can be affected by unresolved issues.