Techniques For Effectively Manage Conflict

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

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 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.

This exceptional team management and leadership skill demonstrated our ability to get tasks accomplished, regardless of any hurdles staying in our way. Efficient conflict management is critical when managing stress, productivity levels, and team collaboration abilities. The ways in which we handled this conflict inspired creativity, harmony and cohesion amongst our team members. Reacting in a positive, innovative manner helped maintain a positive group dynamic, elevate our problem solving abilities and prevent future conflicts from

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.

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

Robbins and Judge define conflict as a process that begins when one party perceives another party has or is about to negatively affect something that is cared about. There is a variety of conflicts that individuals will encounter within their lives. Knowing and understating the conflict cycle and understanding conflict management strategies will help individuals solve conflict in a reasonable manner (Robbins & Judge, 2014).

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

It is believed that all conflict is bad, it creates tension, destruction of working relationships and reduces productivity. Therefore, it should be eliminated by all means. This understanding is not correct. Some conflicts are unavoidable in all organizations, because it is associated with the struggle for existence and development of the organization.

In trying to resolve the conflict between Reece and Patel, Edwards used an avoidance strategy. Instead of speaking directly about the root causes, or sources, of the conflict, Edwards focused on the behaviors and treated Reece and Patel like children. Edwards scolded them, and sent them off without bothering to find out what was bothering the two. Of course, this type of conflict resolution is ineffective because it fails to address the underlying issues. As Anderson (n.d.) points out, addressing the problem is key to conflict resolution. "When a conflict does happen, a manager needs to focus the conflicting parties on the issue and have them leave out any personal problems they may be having," (Anderson, n.d.).

When studying organizational management this semester I found the discussion on organizational conflict to be the most compelling. Our analysis not only gave me understanding on how destructive team conflict is present in organizations, but also in any teamwork setting. Conflict is often a recurring problem for organizations, so it is vital for leaders to understand how to regulate it. Whether we were studying organizational change, devolvement, or leadership what was common to all was the presence of conflict and its effect on an organization.

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.