The Story Behind a Team's Success

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)

In retrospect, another enlightenment I have gained is that, if being well utilized, conflicts and disagreements can also produce positive effects. At the primary stage of the mission, all of the team members were intentionally trying to keep a concordant relationship with each other as well as to avoid disputes and differences. However, later on we found it

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.

A basic view about conflict is that it is a bad and destructive. However, conflict is not something bad at all times, sometimes if a conflict’s outcome can increase group performance and improve the quality of decision, according to Organizational Behavior, it is considered as a functional conflict outcome. Conflicts can help solve problems better and increase the understanding of the team. “Remember the Titans” is seen to have a functional conflict outcome, which is why they won every game they played.

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

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 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.

Managing our emotions has allowed us to be effective in avoiding conflict stemming from disagreements and to foster a positive, inclusive, and collaborative group climate, thus improving our group efficiency. Moreover, transparency has been a vital contributor towards success in upholding our goals, vision, and communication. Lastly, valuing diversity has been important to our group, as being able to identify and utilize individual’s strengths within our group has optimized respectfulness and efficiency in task allocation. As a result of upholding our common purpose, a strong, shared identity, and our team values, we have achieved team synergy. Nevertheless, we wish to improve on the implementation of our team goal of working together effectively by more clearly identifying milestones that need to be completed for upcoming projects.

In order to mitigate that issue, I acknowledged the issue and addressed the concerns directly. Promotion of the team’s goals and redirection helped the team to refocus without fear. An additional way that I could have mitigated the conflict issues would be to apply the knowledge gained from the study of the Contingency Theory of Task Conflict and Performance.

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

Appearing agreeable on the surface but nothing much gets accomplished and revisiting the same issues over again during their meetings, this team is exhibiting “Fear of Conflict” – the team are incapable of engaging in unfiltered and passionate debate of ideas and they resort to veiled discussions and guarded comment instead. This dysfunction of the team is directly caused by the failure of building trust. Without trust among the team and knowing that they will not be punished for saying something that might be interpreted as destructive or critical, team members would be hesitated to engage in fierce discussion. As a result, the team, as described in the prompt, has boring meetings, ignores controversial topics that are critical, go through

What are the advantages and disadvantages of working in teams? By reference to relevant theory show how can the disadvantages be reduced or avoided.

Conflict Resolution as a Key to a Successful Team Team conflict is difficult to avoid when two or more people are forced to make a unanimous decision on an issue. Numerous factors contribute to how people think, and when people don't think alike an aurguement is inevitable. Conflict can result in a negative experience if the team members are unable to resolve issues due to incompatible ideas, but can be turned into a positive experience by following a process designed to address and resolve each level of the dispute. The three key points that can be derived from Capozzoli's article are (1) that conflict is inevitable when two or more people are working together; (2) that conflict can be either