Healthy Conflict Strengths

Some of the lack of trust stems from the behavior of the team in the past and their lack of

Trust- should be slowly built up across team members, through developing confidence in each other’s competence and reliability. Trusting individuals are willing to share their knowledge and skills without fear of being diminished or exploited.

The first three chapters of the book describe why trust in schools is important, define trust, and give ideas for cultivating trust. Then there are chapters on betrayal, revenge, teachers trusting one another, fostering trust with students and parents, and restoring trust. The final chapter outlines ideas for becoming a trustworthy leader. Appendix A has several surveys on trust. Each survey includes scoring directions and information about reliability and validity.

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.

Furthermore, I learned that trust has three dimensions.The first being overall trust (e.g., fair play, the truth, and empathy). The second is emotional trust (e.g., faith which someone will not miss-represent you to others or betray confidence). Henceforth, reliableness being the final one (the leader believes members will promises, and appointments will be kept and commitments met). In short, we tend to give what we get; trust begets trust; distrust begets distrust. To build confidence in a group it must be earned; it cannot be demanded. Therefore, the following elements must be present in-group work. Trusting, communication, support, respect, fairness, predictability, and competence, which will show my credibility to demonstrating good therapeutic skills and the ability to perform them.

Trust is perhaps the most important element of an effective and efficient educational environment. I think creating a climate of trust requires us to explore two questions "how can we build trust as leaders in education, and how can we avoid losing it?" In order to build a truly

Without trust among team members and having fear of conflict due to the ability to engage in unfiltered debate leads to no commitment in the team. Without these first steps team members have no base to hold each other accountable for their actions. Causing team members to put their individual needs first.

According to Maritain, the individual is a complex entity that holds the desires and wants of the human being, and is willed to the universe for its own sake and stability. The person requires community to manifest dignity, and seeks acknowledgement for who we are, and what we are, as humans, and it allows for preferences of each being as it evolves. Because people have inherent good in their essence, and, according to the encyclicals, are created in God’s image, the good is capable of transcending anything a political system has created. The good of the human being is above the combined good of the physical universe because God became us, and so our goodness is above anything and everything else. This inherent goodness that is within the being

Trusting people could be a hard thing to do when you only see them in school. For our eighth grade retreat, we went to Pine Lake Challenge Course in Bristol, Connecticut. A group was faced with different challenges that could only be completed by working as a team. The challenges that the groups faced required teamwork, and trust in one another. By the end of the day, I felt that I had more trust in my classmates.

Following spring break, varsity team members became unhappy and critical of one another. These behaviors were an early indication of a lack of trust needed to be addressed immediately. Trust is paramount in crew. It is important for team members to trust others to correct mistakes, allowing the boat to regain balance and maximum speed (Snook & Polzer, 2004). The early lack of trust among Varsity team members later resulted in a fear of conflict, lack of commitment, avoidance of accountability, and inattention to results by team members. This was verified by a diagnostic tool described Lencioni’s book The Five Dysfunctions of a Team. In order to have been successful, the Varsity team would have to trust one another, engage in unfiltered conflict around team issues, commit to decisions and plans of action, hold one another accountable, and focus on the achievement of collective results (Lencioni, 2002).

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 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,

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