Strategies For Resolving Team Conflict Essay

Goal #4: The client will signal to an adult for help whenever he has a difficult time negotiating with peers. Each time the client has conflict, he will choose a method of resolving the issue. Modes of conflict resolution can include sharing, taking turns, compromising, flipping a coin, or simply walking away and avoiding the situation. The client will accomplish this task in the next 4 weeks.

In resolving conflict, ask the question, “How do we keep this from happening again?” The first thing is to be objective. This helps in managing conflict by keeping team members focused on the problem at hand (Huber, 2007)

Conflict among team members is a challenge which always seems to be occurring in one way or another over a small period of time or larger. Conflict can be formed in many different ways and if unresolved can lead to more severe consequences. Having strategies in place can help leaders to deal with such issues and challenges and help to keep them to a minimum.

The Collaborating tactic may be used when your whole objective on the conflict is to learn. Also it is a good idea to use the Collaborating tactic when you want to work through feeling that have interfered with the relationship with the other person in the conflict. Competing tactic is excellent when you want to cut the through all of the non sense and get to a resolution of the conflict quickly. When quick decisive resolutions are very important, or when people attempt to disagree with you and your right without a doubt. The last tactic that Rahim and Magner talk about is the Compromising tactic. This is good for when, goals are important to you but they are not worth all the trouble they may cause. To achieve rather quick and easy resolutions to rather complex disagreements

Team has to agree on the methods to which conflicts can be resolved within the group, this has to be addressed as soon as possible to enhance team cohesion and progress team effort towards achieving its goals.

When developing a conflict resolution it helps to know techniques such as, problem solving, avoidance, compromising, and communication. This will help your team members and create a system for redressing grievances, if they cannot solve their problems on their own. Then it will be necessary to arrange for the manager to conduct a meeting on this subject.

A wise agreement is acknowledging the interests of all parties and resolving them in the best way possible. In negotiation in is natural to take a position and voice your stance on the matter. Positional bargaining fail because the more defensive you get about your stance the more you commit yourself to it. This leads to taking opposing arguments as personal attacks. This distracts the group from focusing on a resolution. In 12 Angry Men we see one example positional bargaining in Henry Cobb’s character. He is the first person to take a hard stance on a guilty verdict and remains defensive and aggressive throughout the entire movie. He says, “Every single thing in that court room says he is guilty, what do you think I’m an idiot or something?”. Cobb has become so committed to this position he now has more interest in “saving face” than considering any kind of future negotiation. Jack Warden also states, “you couldn’t change my mind if you talked for a hundred years”. Stonewalling, or refusing to communicate, increases the risk of never reaching an agreement. The more extreme the opening position the less efficient the negotiation process becomes. Positional bargaining creates anger and resentment between

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

The second part of the method focuses on interests instead of positions. Interests refer to the result needed, while positions refer to that wanted. Again, this is a very intellectual concept to ideal conflict and negotiation. However, in a world where people always want more than enough, and where positions can be advantageous, this concept is seems to be unnecessary and even unfavourable. In the case of a ‘victim' in conflict, one can usually bargain more than they ‘need' for their damages. In the case of positions and power, an employee not acknowledging a CEO his/her power would not make a difference in the status of the two individuals and the potential outcome of the

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

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,

They add that competitive negotiation can be seen as a “fixed pie” which is distributed between the parties. Therefore each party gets a piece of the pie. Wilmot and Hocker (2011) also add that competitive negotiators usually have a “resistance point” or a “bargaining range”. This student thinks that the competitive style of negotiation can be useful when the stakes are extremely high and the need to maintain the relationship is low. Indicators, per Wilmot and Hocker (2011), that a person is using competitive negotiation tactics could

Effective teamwork begins with the collaboration of a variety of people from different cultures. Each member has to be courteous to his or her teammates and respect the views of one another. All participants must be willing to share their ideas, but remain open-minded, while listening to others express their ideas and opinions even though they may be different from our own. An open-minded teammate can effectively criticize, critique, or expand through discussion of ideas or views that are presented.

Aggressive:- In this administration systems a capable or experienced individual take choice in a crisis and when choice needs to take quick.

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.