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Explain conflict management
Team Work / Conflict Management
Conflicts between conflict and conflict management
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Dealing with Conflict in Work Teams Conflict will always exist when a group or team is composed with different people with different approaches and ideas with dealing with situations. Learning to work together with dealing with conflict can and will provide your group or team with a quick resolution. Conflict can not be avoided and is inevitable in letting a team develop and provide a constructive and possibly beneficial outcome in managing the conflict. When we generally think of conflict it is a very negative thought about the team member. Usually there is arguing, yelling or disagreeing which can make others feel uncomfortable. Learning how to deal and handle these disagreements constructively will usually improve the productivity and create new ideas and help develop personality of other in the team. Each team will go through stages of growth and development. "Team conflict can be resolved quickly and effectively and only requires one key ingredient and that is a team leader who can diagnose a team within stages of team development and choose from an array of effective team leadership skills." (Warren, Jon) Letting the team members get to know each other in forming better a workable group with the support and direction of the leader. There are many stages in dealing with conflict. The start of the conflict is the storming stage which is dealing when the conflict starts, then norming stage will let the team members start to work out there differences and the leader should try to be there and be supportive for the group. Lastly the performing part is when the whole team can move forward and work together and then the leader can finally be supportive and directive. When a conflict arises there are different approaches in handling the situations. When the conflict is beginning, it is best to deal with the problem so it does not get out of hand. Here is a list of different ways in trying to overcome a conflict (Swales, Cheri) 1. attack the problem not the team member 2. focus on what can be done, not on what can not be done 3. listen to understand the other personâ??s point of view before giving your own 4. show respect for the other personâ??s point of view 5. solve the problem while building the relationship If the conflict gets out of hand, the group probably needs to take a break and get back at a later date and time.... ... middle of paper ... ..., MA, (2003, December) People Management, Ten tips for team success, pp. 40 â?? 54 Archived at http:// UOP Library EBSCOhost Couzins, Martin, Beagrie, Scott, (2004, February 24) Personnel Today, How to â?¦ build effective teams, pp29, 2/3, 1cArchived at http:// UOP Library EBSCOhost Hastings, Colin. Training in Team working Skills Industrial & Commercial Training, Mar1983, Vol. 15 Issue 3, p86, 4p; Abstract http:// UOP Library EBSCOhost Kennedy, Michael. (1998). Managing conflict in Work Teams. CSWT Papers Mitchell, Rex C., Ph.D. (2002) Constructive Management of Conflict in Groups Prager, (1999, December) Training & Development, Cooking up Effective Team Building, pp. 14-15Archived at http:// UOP Library EBSCOhost Roebuck, Deborah Britt; Brock, Stephen J.; Moodie, Douglas R. Using a Simulation to Explore the Challenge of Communication in a Virtual Team Business Communication Quarterly, Sep2004, Vol. 67 Issue 3, p359, 9p http:// UOP Library EBSCOhost Swales, Cheri. (2004) Overcome Team Conflict. Monster Career Center Townsley, Carole A. Resolving Conflict in Work Teams. RV Armstrong and Associates Week, Dudley. (1992). The Conflict Resolution Process.
I think that a conflict is a problem or disagreement between two people or groups. A conflict can be small, like the argument between Dally and Cherry at the movie theatre, or it can be bigger, like when Johnny got beat up by a group of Socs. The way that I respond to conflict changes depending on the situation; if the problem was small and easily fixable, I would try to work things out with the person involved in the conflict; if it wasn't too important, I might try ignoring it and hoping that the problem goes away. If the conflict was more problematic and had to be fixed, I would probably go talk to someone else who wasn't involved so that they could help me figure out what to do. To resolve a conflict, you could try talking to the person and explaining your point of view to reach a compromise instead of ordering what you want and unilaterally deciding how the situation is going to play out. Also, you could try to speak to someone else about the problem and have them help you work it out. The most important thing to remember when resolving the conflict is to stay calm and listen t...
Along with the preparation for conflict resolutions, understanding the situation in the team during the conflict is important. Clarifying positions along with listing the facts and all the necessary analyzation of the particular situation helps in resolving the conflict in a team. Applying this process can effectively address and resolve the conflict in a
Fulk, H., Bell, R. L., & Bodie, N. (2011). Team management by objectives: Enhancing developing teams' performance. Journal of Management Policy & Practice, 12(3), 17-26.
According to the Theorists as groups turn into teams, most conflict happens in the “storming” stage of team development (De Janasz, Dowd & Schneider, 2001). First, one must understand what conflict is. Capozzoli (1999) cites Boulding’s 1962 definition of conflict as “a situation of competition in which the parties are aware of the incompatibility of potential future positions and in which each party wishes to occupy a position which is incompatible with the wishes of the other.” Conflict can be either constructive or destructive to the team and can be created in several ways. Conflict must be analyzed and understood for the team to resolve it.
Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order
Thompson, L. (2011). Making The Team A Guide For Managers. Saddle River, NJ: Prentice Hall.
Larson, C. and LaFasto, F. (1989), Teamwork: What Must Go Right/What Can Go Wrong. Newberry Park, CA: Sage Publications, Inc.
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.
Thompson, L.L. (2014). Making the team: A guide for managers (5th ed). Upper Saddle River, NJ: Pearson.
Now that we have defined conflict, looked at the different reasons conflict occurs and the positive and negative aspects, and some strategies to manage conflict, we can have a better understanding of potential causes and signs of conflict. As a result, we can recognize and manage the conflict effectively to have a positive and beneficial affect on team performance.
Thompson, L. (2014). Making the team: A guide for managers. (5th ed.). Boston, MA: Pearson.
Organizations are collections of people that work together and coordinate their actions to achieve a wide variety of goals and for a positive outcome. Conflict is a matter of perception. Managing and resolving conflicts are key factor which group needs to use to be productive. All stages in team development require the ability to negotiate and resolve team conflict. In the beginning stages, it would mostly be the manager negotiating with the employees. In the latter stages of team development, team members to negotiate and resolve conflicts amongst
Quirus, E. (2013). Creating an Environment for Your Team to Strive. Strategic Finance, 95(10), 20-22.
[10]. Francis, Dave and Don Young, Improving Work Groups: A Practical Manual for Team Building. University Associates, Inc., San Diego, California, 1979.
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.