Conflict Resolution

Although many of us go great lengths to avoid it, sometimes it is just inevitable. People in the workplace setting will always have different ideas, values, and attitudes than others around them. A conflict can arouse in any given setting, and the affect it can have on those involved can either be negative or positive. Depending on the approach and strategies utilized during and after a conflict will determine the result of the conflict. Conflict helps people recognize legitimate differences within an organization or profession and serves as a powerful motivator to improve performance and effectiveness, as well as satisfaction (CCN, 2017). This paper will identify and explore a particular recurring conflict in the

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.

Cappozzoli, Thomas K. (1995, Dec). Resolving conflict within teams. Journal for Quality and Participation. v18n7, p. 28-30

Conflicts occur because of the different points of view. They can also happen because of various morals, values, and work ethic. In a multinational team there is bound to be conflicts. Those conflicts will transpire and require resolution. Problem solving with negotiations can lead to a quick resolution.

Conflict is a fact of life - for individuals, organizations, and societies. The costs of conflict are well-documented - high turnover, grievances and lawsuits, absenteeism, divorce, dysfunctional families, prejudice, fear. What many people don't realize is that well-managed conflict can actually be a force for positive change.

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.

Dealing with conflict is always a challenging situation, which requires team members to be integrated into a single, organized unit (Bolger, 2003). Conflict among teams is bound to occur no matter how much one tries to avoid it. While resolving all conflicts is not possible, these conflicts can be dealt with using the correct methodology. To address team conflict there are five methods: Accommodate, Compromise, Enforce, Explore, and Postpone (Bolger, 2003).

Conflict can happen where there are incompatible attitudes, behavior or interests, which lead to friction between two or more parties. Within work groups, individuals will often have different opinions in several situations. Moreover, since the world is becoming more globalized work groups often have more conflict today than at any other time. Conflict does not always have to be unhealthy; in fact conflict can benefit or hinder a Workgroup. Daft (2014) explains, “Conflict is an antagonistic interaction in which one party attempts to block the intentions or goals of another” (p. 642). However, it is not that simple, Massey and Dawes clarify that conflict can fall into two categories: dysfunctional and functional (2007). Functional conflict can be a tremendous strength to a Workgroup since it inspires improvements and group cooperation. Functional conflict is considered healthy or normative. Normative or healthy, differences encourage individuals to be imaginative. If individuals in a Workgroup can suggest different resolutions to a problem this will foster new ideas and allow for group and individual awareness.

As we have seen during this course, working in a team can often lead to conflicts. In particular there are three types of conflicts that we described in class: task conflicts, cognitive conflicts and affective conflicts.

In order to work more productively, creatively, and efficiently, it is very common for people to work in teams. Conflict occurs at this time because our goals are incompatible, our ways to interpret facts are different, and disagree with each other’s behavioral expectations, etc. Some believe that conflict is harmful and must be avoided, while others think that it is absolutely necessary for a team to have conflict to perform effectively. Hence, in the rest of paper, I will describe the important sources of conflict, analyze how these conflicts influence our team performance, and finally give some suggestions to manage these conflicts if I were a team leader.

Conflict, job designs, and teams are a very important part of today’s organizations. Conflict is a struggle between people that have different views, ideas, values, goals, and beliefs (Popovic & Hocenski, 2009, p.15). Conflict is inevitable. However it can be beneficial for the organization if the conflict is managed correctly. There are many different ways that conflict can be managed. One of the ways that conflict can be managed is through collaboration. Conflict can happen in a team setting. The use of teams has become more and more popular in organizations. Teams can be informal or formal. They can be formed to solve a specific problem or as a permanent workgroup. Some job designs are based off of teams. The

For many of us, every day is a struggle to avoid conflict. Yet avoidance is practically impossible since the core characteristics, ideas and beliefs of each individual often conflict with our own. Differences of opinion, competitive zeal, and misinterpretations, among other factors, can all generate ill feelings between co-workers within an organization. While we can’t avoid conflict, we can learn how to sidestep negative confrontations by becoming familiar with the types of conflicts that most commonly arise in the work place and by learning how to resolve them.

The important issue, however, is not whether or not a conflict exists, but how it is handled once it is identified. Conflict can be detrimental to the team effort when it is not addressed quickly, but allowed to grow and widen the gap between those team members whose opinions differ from each other. This tension can lead to decreased productivity and low team spirits, which can negatively affect the entire organization. On the other hand, if conflict is identified and addressed by following a structured process and by involving everyone affected by the conflict, it can result in personal progress for all team members. Another benefit of this progress is the discovery of an actual solution to the initial problem is derived from the conflict.