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Conflict resolution in group dynamics
Causes of group conflict
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There are two types of conflict that applies for most conflict situations. Either the conflict will be constructive or destructive. Constructive conflict will serve a purpose in order to build up the team. Members within groups gain to some degree as an outcome of a constructive conflict; these gains include, among others, self-importance, gratification, public acknowledgment of the group's task, and because of the environment friendships can be established amongst the group members (Myers & Anderson, 2008). However, destructive causes great and irrevocable harm or damage to the small group. It causes group members to feel as if they lost something; these losses include, among others, humiliation, displeasure, public acknowledgement of the …show more content…
Inequities typically come about as a result of perceived or actual unfair treatment relative to other employees within the organization, and can include such things as internal and external pay discrepancies, unfair decision-making and poor career development opportunities. Perceived or actual inequities can run the gamut from small personality conflicts to illegal business practices"(n.d.).
A group member who experiences inequity often feels not as much of gratified and distinguishes a grander quantity of conflict taking place in the group." Greater inequity also is associated with conflict centered on a group member rather than on the task" (Wall & Nolan, cited by Myers & Anderson, 2008). Intrapersonal conflict transpires inside an individual. The experience the individual has occurs in the individual's mind. Therefore, this type of conflict is psychological linking the person's beliefs, morals, values and feelings. On the other hand, interpersonal conflict can be in different measures, from modest ordinary ones like deciding whether or not to eat healthy organic foods for lunch to ones that can affect major decisions such as selecting a career path (Evans, 2013).
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Conflict is not always something that can be easily overcome. When two groups have a similar goal to work for, many times the groups will find a way to work with the other group to finish the job. When faced with a task that requires people to work with another group they dislike it results in a successful solution.
Likewise, the conflict should be acknowledged as soon as it is seen and prepare for the resolution. During such time, the discussion about it plays vital role towards resolving the conflict. In order to maximize team efforts, teammates must cooperate with each other and try to resolve conflict with proper and transparent communication. While resolving a conflict, it is also important for the teammates to remember why they are together in the first place and follow their best foundational strategy.
An effective team typically develops through several stages. Tuckman and Jensen developed a model for how teams should develop that includes five stages: forming, storming, norming, performing and adjourning (as cited in Martin ,2006 and Fulk, Bell,& Bodie ,2011). In forming, the first stage in team development, team members are introduced to the team’s purpose and goals(Martin, 2006 ; Fulk et al. ,2011). Fulk et al. (2011) explain that members are usually motivated and excited about working together to accomplish the specific goal, but they point out that interactions among team members can be affected by uncertainty about purpose, anxiety, mistrust ,and reluctance to share ideas and opinions. Nevertheless, despite such uncertainties, team members usually avoid conflict and move on to the next stage, storming(Fulk et al.,2011). Unlike the forming stage, the storming stage is marked by conflict (Martin...
Conflict, when managed effectively, can be constructive. Conflict theorists have labeled this type of conflict as “C-Type Conflict or cognitive conflict” (Amason, Hochwarter, Thompson & Harrison, 1995, p. 22). Conflict of this type is usually centered on issue or opinion related differences and has a positive effect on the team. It increases team member involvement by allowing each member to speak his or her opinion or idea and evaluate the opinions or ideas of others. People change and grow personally from dealing with this type of positive conflict and team cohesiveness is created. Ultimately, “C-Type Conflict” results in a solution to the problem or agreement amongst team members.
People work in groups or teams everyday whether in their career, education, political organization, church, or any other social setting. Conflict while working in teams or groups is inevitable. When taking people of different backgrounds, personalities, moral, and ethical beliefs and putting them together in a group, conflict will arise. The key to achieving your team goals is to construct and conquer your goals with keeping the greater good of the team in mind. Conflict as it arises should be combated and abated through swift and thorough resolution techniques. When dealt with properly conflict resolution can give rise to a cohesive and productive team.
Conflict can occur anywhere from the around the water cooler or in the meeting on how the team will reach their goal. Many things a day can lead to a small or large conflict. It is important to remember that conflict is a natural part of life and everyone will experience conflict at some time when participating on a team.
A group can only be called a team if the members are actively working together toward a common goal. A team must have the capability to set goals, make decisions, solve problems, and share responsibilities. For a team to be successful, trust must be earned between its members by being consistent and reliable (Temme & Katzel, 2005). When more than one person is working on a particular task, inconsistent views or opinions commonly arise. People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always see eye to eye. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008). In some situations, conflict can be more constructive than destructive. Recognizing the difference between conflict that is constructive to the team and conflict that is destructive to the team is important. Trying to prevent the conflict is not always the best way to manage conflict when working within a team setting. Understanding conflict, what causes it, and how to resolve conflict effectively, should consume full concentration.
According to McShane and Von Glinow, conflict is “a process in which one party perceives that his or her interests are being opposed or negatively affected by another party” (328). The Conflict Process Model begins with the different sources of conflict; these sources lead one or more parties to perceive that a conflict exists. These perceptions interact with emotions and manifest themselves in the behavior towards other parties. The arrows in the figure illustrate the series of conflict episodes that cycle into conflict escalation (McShane and Von Glinow 331-332).
...rs but the goal is not achieved until each member has completed his part. The Factors that influence teamwork are impacted trust and have an impact on trust. When communication breaks down, trust is reduced and communications can help to build trust (Rocco, Hofer, and Herbsleb).Research shows that conflict has a negative impact on performance. A conceptual model is developed which explores relationship between conflict and performance and conflict impact performance through its effect on exchange and trust (Lau & Cobb, 2009).
Look up the word conflict in the dictionary and you will see several negative responses. Descriptions such as: to come into collision or disagreement; be at variance or in opposition; clash; to contend; do battle; controversy; quarrel; antagonism or opposition between interests or principles Random House (1975). With the negative reputation associated with this word, no wonder people tend to shy away when they start to enter into the area of conflict. D. Jordan (1996) suggests that there are two types of conflict: good, which is defined as cognitive conflict (C-type conflict) and, detrimental, defined as affective conflict (A-type conflict). The C-type conflict allows for creativity, to pull together a group of people with different opinions or ideas, to combine and brain storm all thoughts to develop the best solution for the problem. The A-type conflict is the negative form when you have animosity, hostility, un-resolveable differences, and egos to deal with. The list citing negative conflicts could go on forever. We will be investigating these types of conflicts, what managers can do to recognize conflict early, and what strategies they can use to resolve conflicts once they have advanced.