Research Study- Factors Affecting Team Conflict and Performance in an Organization

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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. With respect to these clashes, the literature describes two levels of conflict: relationship and task. Relationship related conflicts are based on relationship with team members, when team members have interpersonal in compatibility (Stewart, Sims, & Manz, 1999) relationship conflicts are more difficult to address and identify because they are less explicit.

There are wide range of factors from which relationship conflicts can derive. These factors are: lack of communication,
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maintain team structure and climate, apply problem solving strategies, communicate with the team members, execute plans and manage workload, and improve team skills. The objective was to improve team opinions, behaviors and attitudes and team performance and evaluate the effectiveness of the team performance (Risser, Rice & Simon, 1999).

When trust is not there then no other components are sufficient to sustain a team. All other components are subordinate to trust. The research shows that each of the subordinate components can impact trust but trust is an element in its own right; separate from other element while at the same time, composed of them (Thaker & Yost, 2002). There is no relationship between trust and performance because trust in inversely associated with conflicts (Shrum, Chompalov & Genuth, 2001).

When there are conflicts in the team then its difficult to maintain and develop the team performance and in such situations team will shatter. When task conflicts become prominent then its become difficult to take decisions (De Dreu & Weingart, 2003). The research has showed the presence of both types in any group setting; but he's clear to explain that cognitive conflict is constructive, while affective conflict is destructive (Brockmann, 1996).

To improve the quality of product or service or overall performance, many organizations have focuses on team building. However they ignore the basic elements of efficient
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