Effect of Conflict Management on Team Dynamics

1042 Words3 Pages
bulb-icon

Recommended: Dispute resolution and conflict management

1. In the video, they said that when conflict occurs on a team, most people try to diffuse it. Crismarie said that this can be done in several different ways, such as, utilizing the peacekeeper style by letting other people have their way, taking charge and telling everyone what to do, or just walking away and avoiding the conflict. They explained that these responses to conflict can stall a team, because people become disengaged and start to undermine each other. Daus, in the lecture on conflict, discussed conflict in the same way. She explained that this type of conflict, one which stalls the group, is referred to as incapacitating conflict, because the group is no longer functioning at its best or working towards their goal.
2. During the …show more content…

In the video, Crismarie told the story of her father’s outburst and violence at the dinner table, which caused her to adopt a very passive conflict style the rest of her life in order to avoid such a negative situation from ever happening again. In Bauer and Erdogan’s (2012) textbook, they discussed the accommodating style of conflict management, and described it as stemming from a fear of speaking up for oneself. Although she referred to herself as a “conflict avoider,” this description matches the description of accommodating and perfectly explains why she would adopt this conflict management style. She was so afraid during her childhood experience that she was traumatized for the rest of her life and always let others have their way when conflict arose.
8. In the video, they described multiple situations in which individuals experienced extreme negative emotional reactions to conflict; for example, her father’s angry outburst at the dinner table, her own emotional trauma as a result, the men from the executive team angrily shouting at Jane, and the people in the work shop expressing their anger about the priest. In the article by Way and Jimmieson (2016), they reported that negative affective reactions and increased anxiety are direct outcomes of relationship conflicts such as

Show More
Related

  • Overview of the Management of Workplace Conflict

    3079 Words  | 7 Pages

    In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.

    Read More

  • Team Dynamics and Conflict Resolution in Work Teams

    966 Words  | 2 Pages

    Teams are groups of people who work together to achieve a common goal (Learning Team Handbook, p 310). Workplace teams are increasing as businesses find the yield of team productivity and creativity exceeds individual productivity/creativity. To promulgate productive teams, businesses have had to identify common threads for successful teams. Businesses have identified the dynamics and needs of successful teams.

    Read More

  • Team Conflict

    1260 Words  | 3 Pages

    If managed poorly, conflict can be destructive to the team. Theorists have labeled this type of conflict as “A-Type Conflict or affective conflict” (Amason, Hochwarter, Thompson & Harrison 1995, p. 24). “A-Type Conflict” is the result of a team member’s personal feeling about another team member rather than an issue and has a negative effect on the team. It generally hurts team member morale as it divides the team into smaller groups of people. Attention is taken away from pertinent team activities while dealing with the conflict.

    Read More

  • Conflict Management in Nursing

    1854 Words  | 4 Pages

    It has been estimated in a study by the American Management Association that managers spend between 20% to as much as 50% of their times dealing with conflict among their employees (American Sentinel, 2012). When workplace conflicts are left unresolved they can lead to dissatisfaction, depression and other problems such as aggression and violence (Whitworth 2008). The negative, sometimes hostile, environment created by unresolved conflict has been recognized to be a hazard not only to staff, but also to patient care (The Joint Commission 2008).

    Read More

  • Conflict Management Style

    1560 Words  | 4 Pages

    Interpersonal conflict is very common with many relationships. It occurs when two people can not meet in the middle or agree on a discussion. Cooperation is key to maintaining a healthy debate. More frequently; when dealing with members of your own family, issues arise that include conflict and resolution. During this process our true conflict management style appears “out of thin air”. (Steve A. Beebe, 2008, p. 191).

    Read More

  • Team Dynamics

    740 Words  | 2 Pages

    Team Dynamics is how a group of two or more that works together for a common goal. One definition of a team is: two or more individuals associated in some joint action. (Webster’s New Collegiate Dictionary (1976). In the business & education world, these joint actions should have some mission or objective that achieves results like a research paper. My Team C has come together with a common goal: Writing a successful paper for week 5 on “What safeguards exist currently to ensure academic honesty & are they working?” For this to be possible we must learn how to work as a team.

    Read More

  • Team Dynamics - Conflict Resolution Strategies

    1188 Words  | 3 Pages

    Simply put, conflict is the disagreement and disharmony that occurs in groups when differences are expressed regarding ideas, methods, and/or members (Engleberg, Wynn, and Schuttler, 2003). Conflict among teams or groups develops in many ways. In developing an effective team, members will generally experience the five stages of evolution: Forming, Storming, Norming, Performing, and Adjourning. The storming and norming stages deal with the process of conflict (storming) and resolution (norming). During the storming stage, exact conflict has not yet been identified, and therefore chaos, disorganization, and disputes are apparent.

    Read More

  • Conflict Resolution

    1279 Words  | 3 Pages

    Before understanding how to deal with conflict, one must understand what conflict is. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). Does the idea of conflict always have to carry a negative connotation? The growth and development of society would be a great deal slower if people never challenged each other’s ideas. The Learning Team Toolkit discusses three different views of conflict: traditiona...

    Read More

  • Conflict Resolution

    1118 Words  | 3 Pages

    Many people enjoy working or participating in a group or team, but when a group of people work together chances are that conflicts will occur. Hazleton describes conflict as the discrepancy between what is the perceived reality and what is seen as ideal (2007). “We enter into conflicts reluctantly, cautiously, angrily, nervously, confidently- and emerge from them battered, exhausted, sad, satisfied, triumphant. And still many of us underestimate or overlook the merits of conflict- the opportunity conflict offers every time it occurs” (Schilling, nd.). Conflict does not have to lead to a hostile environment or to broken relationships. Conflict if resolved effectively can lead to a positive experience for everyone involved. First, there must be an understanding of the reasons why conflicts occur. The conflict must be approached with an open mind. Using specific strategies can lead to a successful resolution for all parties involved. The Thomas-Kilmann Conflict Mode Instrument states “there are five general approaches to dealing with conflict. The five approaches are avoidance, accommodation, competition, compromise, and collaboration. Conflict resolution is situational and no one approach provides the best or right approach for all circumstances” (Thomas, 2000).

    Read More

  • Conflict Resolution

    1336 Words  | 3 Pages

    Differences within the team are the major reason for conflict. This stems from differences in opinion, attitude, beliefs, as well as cultural back grounds and social factors. The Conflict can be positive which is functional and supports or benefits the organization or a person’s main objectives (Reaching Out, 1997). Conflict is viewed as positive when the conflict results in increased involvement form the group, increased cohesion, and positive innovation and creativity. Conflict tends to be positive as well when it leads to better decisions, and solutions to long-term problems.

    Read More

  • Conflict Management Model

    2087 Words  | 5 Pages

    Conflict management model is propounded effective when the result of conflict is productive or acceptable for all the parties involved. The main motive of any conflict management model is to reduce the impact of conflict on negative note and guide parties towards agreement and strong relationship. This study is to analyze the effectiveness of Rahim’s Meta or Dual concern model for conflict management.

    Read More

  • Impact of Team Conflicts on Team Performance

    3066 Words  | 7 Pages

    Conflict is a basic aspect of teamwork (Levi, 2001), since the number of decisions that a team needs to make often evokes feelings of discomfort and stress. Conflict very often arises from a clash of different working style, ideas, interests, needs, and wants. Team conflicts can be due to high stress level. It has been experienced that in teamwork there can be conflicts and conflicts creates dissatisfaction among the employees. It is important that conflicts be addressed in such a way that it has adverse effect and it is very important to address the conflicts on the spot otherwise it would be difficult to handle the conflicts. (Jehn, 1995).When team member s disagree about the task themselves that how these tasks should be performed then task related conflicts occurs. It is also called task led-conflicts, it occurs when persons disagree over the understanding of tasks and their goals it is a disagreement between two team members in a group over the decisions. They have differences of opinions about a certain issue. (Stewart, Sims & Manz, 1999). Disagreement can be caused by differences in viewpoint and values, differences of opinion about tasks and differences in expectation about the impact of decisions (Levi, 2001).

    Read More

  • Literature Review On Conflict Management

    867 Words  | 2 Pages

    that may result in a struggle for power or position. Conflict management, therefore, can be

    Read More

  • Conflict Resolution Essay

    907 Words  | 2 Pages

    Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas

    Read More

  • Conflict Management

    818 Words  | 2 Pages

    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).

    Read More

More about Effect of Conflict Management on Team Dynamics

Open Document