Collaboration Vs Conflict

There is always going to be conflict however at some point, as its a part of everyday life and needs to be dealt with in a correct manner in order to be successful in a group. Its a skill that will always be needed and can only be resolved with proper communication so it does not get worse or messier for everyone. You need to understand conflict response with problem solving as they both go together in such a way, that can really benefit situation that could arise in a collaborative group. It all comes together in such a way with these four concepts where they just flow

While finding a good balance, conflicts will most certainly arise. Conflict resolution strategies must be utilized, for the team to be effective and meet the goals and objective of their assignment. These conflicts may be more evident in certain types of teams more so than in others. Conflict is common when working in teams. Its is important to have team meeting in order to lay out potential problems and disagreements and prepare to support the teams final decision. (Weinstein, 2007)

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.

Barbara Bowes discusses three major causes for conflict: different interests/goals, conflicting values, and interpersonal styles (2008). Even though a team has the same ultimate goal, the intermediate steps to reach this goal may be unparallel. Imagine if Ray Kroc, fast-food restaurateur, and a gourmet chef teamed up to open a restaurant. What conflicts might transpire? The team may have the same definitive goal in mind, but the two would more than likely be dealing with the issue of quality versus convenience. The second

Everyday nurses are confronted with responsibilities; tasks and providing care for their patients in environments that require cooperation, and most importantly communication. In the Intensive Care Unit (ICU) and Emergency Room (ER) where I work, tensions, acuity and a plethora of other stressors tend to run high. In these critical areas conflicts between co-workers, patients and families can occur rapidly and frequently. In reading Dialogue Heals these conflicts commonly experienced by healthcare personnel are broken down into seven distinct categories with examples and a brief example of how to communicate about the issue. Crucial Conversations: Tools For Talking When the Stakes are High gives a thorough review of identifying, addressing and progressing critical conversations by helping identify barriers that are often encountered when the conversation turns vital. Communication is such an important issue, thirteen years after the initial implementation it is still the second National Patient Safety Goal provided by The Joint Commission because of it’s effects on patient care (Davis, Lockhart, Landon & Henry, 2014). This paper will give a personal example as to why it is important to get a dialogue open before the problem compounds and produces adverse effects.

Conflict is pretty much inevitable when you work with others. Everyone have different viewpoints and under the right set of circumstances, those differences could pile up and escalate to conflict. How you handle that conflict determines whether it works to the team's advantage, or contributes to its disadvantage. Conflict isn't necessarily a terrible thing. Healthy and constructive conflict is a factor of high-functioning teams. Conflict arises because of the differences between people, the same differences that often make diverse teams more effective than those made up of people with similar experience. When people with varying viewpoints, experiences, skills, and opinions are tasked with a project or challenge, the combined effort can far surpass what any group of similar

The text book describes conflict as “a process that begins when one party perceives another party has or is about to negatively affect something the first party cares about.” There are different views on dealing with conflict. There is the traditional view that seeks to eliminate any conflict and the interaction group that seek to use conflict as a stepping stone to greater things. Conflict can arise in any situation and, following the managed conflict view, it is not necessarily something to be push under the table but something to

This case is about the task and emotional team conflicts. Conflict is referred to as disagreements and resistances between team members generated by perceived incompatibilities or divergence in perceptions, expectations, and opinions and it shatters trust and has negative impacts on team effectiveness.

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to

In this writing, we will explore and explain strategies of conflict resolution and, encourage teams, individuals and society as a whole to use some of these ideas for their own resolution purposes. “In many cases, effective conflict resolution skills can make the difference between positive and negative outcomes.” (Conflict resolution, 2008). With this in mind, individuals will have hope for a more positive team experience.

Behfar, K. J., Peterson, R. S., Mannix, E. A., & Trochim, W. M. K. (2008). The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes. Journal of Applied Psychology,

When conflict arises in a team, it should be resolved quickly. Resolving it quickly will have a positive result, because all the energy that was once being used for all the different emotions that had risen because of the conflict will then be able to be put into moving on with the purpose and project of the team (National & Community Service, 2000). Several different approaches can be taken for conflict resolution. The team needs to discuss together which approach will be best for the team as a whole. Five

When two or more people come together with an aligned goal, a team is formed. This team is comprised of members, each with his own plan of action to best achieve the task at hand. Many times one member believes that his point of view is the most correct or most efficient, while another member of the team may disagree, offering her idea as best. When one individual challenges another, conflict is born. This is a very basic example, and only one type of conflict is addressed. In reality, there are several types of conflict; some positive, some negative. The sources of conflict are as varied as each member’s own personality style. Humans differ in countless ways. These differences contribute to the strength of team

Conflict can also arise between people because of differences in personal experiences, backgrounds, genders, nationality and society. Conflict which occurs between individuals or society groups whom are divided by cultural boundaries are known as cross-cultural conflicts. Cross-cultural conflict is form when disagreements between cultural beliefs and values arise. “Workers today compete for schedules and projects, for money and training according to Marilyn Kennedy, which also leads to conflict.”[3] And as with many organizations utilizing groups and team works to complete specific tasks and objectives, differences within the team and among the members can also lead to conflict.