Collaborative Conflict Response

The third form of Conflict management is Accommodation. When the task at hand is more important than the conflict that has arisen and when relationships may be damaged putting the entire project in jeopardy. With this method a team member may minimize the conflict in order to protect the relationship and ultimately the project. Some of the negative aspects in using this

In Tuckman’s (1965) paper only 50% of the studies identified and reported intragroup conflict. This Phase can be very destructive to the teams work as with conflict they are not going to achieve their shared goal. When the Group is at this stage the may feel that the other team members are judging them and may withhold their opinions and ideas from team discussions and with this it may cause even more tension amongst the group. Some teams/groups do not make it out of this stage as they are not willing to improvise and come up with ideas that facilitate the whole team’s ability. Supervisors of the team are highly recommend but some disagreement can make each individual stronger and more versatile and will also help the team come out of the storming

According to the self-QUIZ, I primarily manage conflict with collaboration. I checked three under that category. I also checked two under each category of Competition and Avoidance. No checks under categories Accommodation or Reactivity. I feel like the quiz is leaning towards the right direction of how I handle conflict. I do believe I use avoidance and competition just as much or equally with collaboration. It may be my way of a three step process to resolve conflict. Step one; I try to avoid a situation that I know will result in a conflict or is already a present conflict. Step two; for me when a conflict has occurred, I don't necessarily try to convince the other person that I'm right, but do try to convince them that I'm not wrong (which

Conflict results from real or perceived opposition to one’s values, actions, desires or general interests. Conflicts may occur internally or externally between individuals or groups; conflict within a team environment can cause frustration, and occasionally anger. However, conflict resolution can also often generate positive results for the team. Conflict management skills remain in demand; conflict may be managed successfully by reaching an agreement that satisfies the needs of both the individual(s) and the team as a whole

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.

Simple conflict control can be the first in any set of rules in keeping problems between a team down to a minimum. Problems seem to get out of control between co-workers because they have been allowed to fester and grow and soon the situation is totally out control. When a problem arises, nip it in the bud, stop an issue before it becomes an issue. Talking about the problem and not around it is the key to conflict resolution.

For example, when making the price forecast, we marketing people believed that we should stick on our positing statement that is providing well-designed products with affordable price. However, finance people wanted to increase price to gain more profits. This caused the conflicts in our teams and made us hard to make decisions. I used to prefer avoiding problems so I choose to abandon my idea. But after learning how to manage conflict and make group decisions, I realized that conflict happens due to the divisions of opinions. Since four members are from different background, have different experience, values, perspectives, and expectations, legitimate difference of opinions about the group project are natural. Also, conflict will not lead to relationship conflict if its based on the issue not on the person. Then I started to explain my opinions to my members and use evidence to convince them, we all have chances to identify the root problem, create new approaches and achieve consensus.

Another research study examined the dynamics of different groups and how conflict can be studied by understanding these dynamics. Groups that adapt a cooperative style to functioning together view conflict as a common issue that needs to be addressed as a group. (Somech et al, 2009) On the other hand, groups that chose a more competitive approach tend to perceive conflict as a conflict of interest where one member's personal interests and goals may have a significant distance from the rest of the group. Teams where individuals are cooperative view conflict resolution as more beneficial to the entire group and understands that this will allow the group to perform well and complete it tasks. However, in order for groups to be cooperative, individual members need to share the same perspective and resonate with a strong team identity. (Somech et al, 2008) It is only when members of the group have a strong sense of team identity are they able to perceive conflicts as a mutual problem that needs to be resolved to benefit the team. Individuals will need to set aside differences in opinions and interests and construct resolutions that would positively affect the group.

Conflict is inevitable and at times stimulates beneficial or creative thinking. Often conflict is a signal that people are miscommunicating and making different assumptions about what has gone unspoken. The conflict in itself is not the problem. It is the team’s reactions to it that determines the impact, thus causing it to be a negative experience. Conflict or divergence can be destructive or it can be constructive. It is up to the people involved in the conflict to manage the outcome. This gives them an opportunity to articulate their assumptions and figure out a way to come to agreement. In a learning team situation, conflict can arise when the original agreement to work together does not address

From the beginning of time, mankind has been trying to answer the question, “What is the best way to respond to conflict?” Even the first book of the Bible is filled with conflict. Cain handles conflict by murdering his brother. In the same book, Abraham handles conflict with God by negotiating. Ever since Genesis, conflicts both major and minor have been part of the human existence. Different kinds of conflicts require different types of reactions. Because of this, the best way to handle conflict is to assess the situation, control your emotions, and remain calm.

After the members in the group know each other, they need to deal with interpersonal relationship. Conflict is a normal, inevitable element of relationships. One of the best ways to improve a relationship is to understand conflict. According to the information above, I think the conflict is the connect between orientation phase with high phases. The conflict will not prevent the group from going forward with their goals. When they understand conflict, they will go to high lever

A leader has a role that can impact others to be more operative in functioning to attain a common goal and maintain effective working relationships amongst group members (Johnson & Johnson 2012). This makes leaders in groups considerably important in shaping individuals (Johnson & Johnson 2012). However, conflict arises in groups and becomes difficult to manage when a leader and the followers lack the skills to manage conflict as a team (Johnson & Johnson 2012). Leadership and conflict resolution skills must exists between leaders and followers in order to manage conflict (Johnson & Johnson 2012). Also, it is possible for followers to teach leaders how to lead and resolve problems since followers can play an active role in building relationships amongst group members (Howell & Shamir cited in Johnson & Johnson 2012). Since followers and leaders both have significant roles in accomplishing the group goals, they both have a role to manage conflict effectively as a group (Johnson & Johnson 2012). This essay will discuss how leaders have an important role in managing conflict and likewise with followers having important roles in managing conflict. Conflicts, the various types of conflicts that happen in groups and the reasons behind the conflicts will be mentioned followed by approaches that can be taken to help manage struggles within groups. The methods can be used by leaders and followers in order to manage

Success in many areas of our lives, be it family, education, business, or leisure, is dependent on successful teamwork. Teams are “a number of persons associated together in work or activity…a group on one side”(Merriam-Webster, 2008). There are many types of teams, work teams, school teams, sports teams, families etc. “The fact remains that teams, because they are made up of imperfect human beings, are inherently dysfunctional”( Lencioni, 2002). This inherent dysfunction is more commonly referred to as conflict. Working teams/groups need to be able to resolve conflict quickly and effectively in order to keep the team working well. Therefore, understanding and

Teamwork cannot be demanded. Everyone involved must discuss and understand what the goal is and what is required of them. Teams should have traits such as goals and objectives, empowerment, trust, authentic participation, innovation, creativity, risk taking and leadership. (Temme and Katzel, 1995)

Baack, D. (2012). Organizational behavior. San Diego, CA: Bridgepoint Education, IncThis text is a Constellation™ course digital materials (CDM) title