Team Dynamics – Conflict Resolution StrategiesEssay Preview: Team Dynamics – Conflict Resolution StrategiesReport this essayTeam Dynamics-Conflict Resolution StrategiesAbstractThis essay will explain some of the different types of conflicts that occur in groups and teams assigned to work collectively on common goals or objectives and many of the different strategies that experts recommend to resolve these conflicts. The two main conflicts examined are interpersonal conflict, conflicts that arise from clashing personality styles as well as conflicts of interest. The next topic explored is intrapersonal conflicts or conflicts that are a result of cultural or sexual diversity. The resolution strategies examined are negotiation, mediation, and arbitration.
[Previous version] Abstract This brief brief essay will help you to understand the types of conflict and what kinds of conflicts are common amongst different groups and teams. Here, our team, working with two different stakeholders in a conflict management process, discusses the nature of these conflicts, the kinds of strategies that can be developed, how and why each person should work together to resolve these conflicts, and what strategies that should focus on instead.
[Previous version] Abstract This document will help you to understand how to be an effective conflict resolution consultant, how to understand and identify conflict resolution strategies, and what kinds of tactics to use in a conflict management process. It will also help you with the ways and means to prevent conflict management, address and resolve conflicts, and address and resolve conflicts that may appear to conflict with the goals of a group or team. These strategies and strategies will help you to understand how to be an effective conflict resolution consultant and to implement them as a way to ensure that all parties to a conflict deal with the same conflict in a responsible, timely and positive manner. They will also guide you the various ways for resolving conflicts and why each needs to be made aware of and resolved. They will also make it easy to identify conflicts that are being discussed and resolved.
[Previous version] Abstract This brief essay will help you to understand the types of conflicts and what kinds of conflicts are common among different groups and teams. Here is a brief outline of each conflict and how it is resolved. It consists of two sections. In each paragraph, we will explain how each conflict occurs and discuss tactics that can be employed to resolve the conflict at hand. Each conflict will be presented in a way that will allow you to use that specific tactic and learn which strategies are useful. Here, we will help you to understand conflict management strategies and what needs to be done to make each conflict a positive outcome for your team. The next topics discussed here is issues of human behavior, political influence, and ethics, each of which will help you understand how to improve and minimize your conflicts.
[Previous version] Abstract This brief essay will help you to understand the types of conflict and what types of strategies are useful. This is a first step toward understanding the types of conflict in a multi-agency conflict management process. Each section will help you evaluate how each person can work together to resolve conflicts and will also help you apply common strategies and strategies that work well in all aspects of a multi-agency conflict management process. Finally, it will tell you how conflicts are resolved and how to minimize conflict and minimize its impact. This document will help you to understand the kinds of conflict and what types of strategies should be implemented. First, it provides a brief outline of the issues and strategies that will assist you as you work to resolve conflicts. Second, it outlines how the strategies developed by the team should be used by the group to resolve conflicts at hand. Third, it explains how each type of strategy can be used on one or more individuals and their interactions with each other should be used in all disputes. Finally, it outlines how to address conflicts and how to minimize conflicts for both the group
[Previous version] Abstract This brief brief essay will help you to understand the types of conflict and what kinds of conflicts are common amongst different groups and teams. Here, our team, working with two different stakeholders in a conflict management process, discusses the nature of these conflicts, the kinds of strategies that can be developed, how and why each person should work together to resolve these conflicts, and what strategies that should focus on instead.
[Previous version] Abstract This document will help you to understand how to be an effective conflict resolution consultant, how to understand and identify conflict resolution strategies, and what kinds of tactics to use in a conflict management process. It will also help you with the ways and means to prevent conflict management, address and resolve conflicts, and address and resolve conflicts that may appear to conflict with the goals of a group or team. These strategies and strategies will help you to understand how to be an effective conflict resolution consultant and to implement them as a way to ensure that all parties to a conflict deal with the same conflict in a responsible, timely and positive manner. They will also guide you the various ways for resolving conflicts and why each needs to be made aware of and resolved. They will also make it easy to identify conflicts that are being discussed and resolved.
[Previous version] Abstract This brief essay will help you to understand the types of conflicts and what kinds of conflicts are common among different groups and teams. Here is a brief outline of each conflict and how it is resolved. It consists of two sections. In each paragraph, we will explain how each conflict occurs and discuss tactics that can be employed to resolve the conflict at hand. Each conflict will be presented in a way that will allow you to use that specific tactic and learn which strategies are useful. Here, we will help you to understand conflict management strategies and what needs to be done to make each conflict a positive outcome for your team. The next topics discussed here is issues of human behavior, political influence, and ethics, each of which will help you understand how to improve and minimize your conflicts.
[Previous version] Abstract This brief essay will help you to understand the types of conflict and what types of strategies are useful. This is a first step toward understanding the types of conflict in a multi-agency conflict management process. Each section will help you evaluate how each person can work together to resolve conflicts and will also help you apply common strategies and strategies that work well in all aspects of a multi-agency conflict management process. Finally, it will tell you how conflicts are resolved and how to minimize conflict and minimize its impact. This document will help you to understand the kinds of conflict and what types of strategies should be implemented. First, it provides a brief outline of the issues and strategies that will assist you as you work to resolve conflicts. Second, it outlines how the strategies developed by the team should be used by the group to resolve conflicts at hand. Third, it explains how each type of strategy can be used on one or more individuals and their interactions with each other should be used in all disputes. Finally, it outlines how to address conflicts and how to minimize conflicts for both the group
Team Dynamics-Conflict ResolutionIntroduction:Individuals assigned to teams for the purpose of completing work or academic objectives should be aware of the various types of conflicts they may encounter and the strategies they may employ to overcome them. Conflict can and does occur in all types of social settings and is a normal and necessary part of every society. The use of teams and groups in corporate and academic environments is more prevalent today than ever before. John Ford, President for the Association for Dispute Resolution of Northern California says: “The use of teams represents an important change in the way we work. The theory is that through the interdependency of the parts greater productivity is achieved by the whole.” (Ford, 2001, 1)Sources of conflict are numerous, as are the many varying ways to solve them. The purpose of this essay is to bring to the attention of the reader the various existing sources of conflict prevalent in work, study group and team environments and the various methods of resolving these conflicts. “Conflict is defined as an incompatibility of goals or values between two or more parties in a relationship, combined with attempts to control each other and antagonistic feelings toward each other”(Fisher, 1990).
1. Types of Group Conflicts.Interpersonal Conflicts.Interpersonal conflict is very common between two or more persons working together. People often have very different personality styles, work ethic, different goals or different approaches to the same goal. Sometimes being very similar in style and strength of personality can in and of itself create conflict, especially if each person is very dominant and accustomed to having his or her way. This type of conflict of interest is of a personal nature and can result in a great deal of frustration.
Interpersonal conflicts were explained, conflicts occurring when the actions of one person attempting to maximize his or her goals prevent, block or interfere with another person attempting to maximize personal goals. (Common examples among students include control over resources (“I want to use the computer now!”), preferences over activities (I want to eat outside on the picnic bench, not in the cafeteria!”), and a range of relationship issues that often result in name calling, insults, threats or physical aggression (you are a real jerk!”) (Johnson & Johnson, 1995)
B. Intrapersonal Conflicts.Intrapersonal conflicts are often the most difficult for the individuals involved to comprehend, or to get past, because the source of the conflict stems from within, inherent in the individual. Our nationality, ethnic background, religious background, our sex, and even our age all factor into the equation. Intrapersonal conflict can result when someone is working alone or in a group. “Intrapersonal Conflict occurs within us: when we are at odds with ourselves, when we are torn between choices we need to make, when we are frustrated with our
goals or accomplishments. Conflict with ourselves very often leads to conflict with others.”(Pearl & Assc., 2003-2007)Most western cultures emphasize individualism while most of the rest of the world emphasizes collectivism. How often are you at opposite ends of a opinion with your father or mother? Aren’t these the people to whom you are most similar. This is an example of how age differences can play a major role in group conflict. Whole sections of bookstores are dedicated to helping husbands and wives avoid conflict by better understanding each other.
Individuals find that it is very difficult to focus resolving a conflict among them when they can’t see the root of the problem is inherent in the way they are. This can lead to a great deal of frustration and finger pointing, all the while blaming the other person for his or her inflexibility. Other team members must be able to step in and help resolve this conflict amicably. Tolerance and acceptance of others are traits that simply must be learned if individuals are to succeed in a group environment.
2. Conflict Resolution Strategies.A. Negotiation.Negotiation is the most common and practical way to approach any differences of opinion that team members encounter. Common ground can usually be found and if individuals can step back and agree that the problem is not personal then some sort of agreement can usually be found. Randy Kerr explained the subject; “ Although there are common patterns, there is no one best way to deal with conflict. Disputes arise for different reasons and every team is unique. Varney (1989) proposes that negotiation is the most effective response to conflict when both parties involved stand to gain something. Each individual has some power and interdependency. Negotiation offers flexibility and viability where as other responses such as Avoidance, Confrontation, and Diffusion may lack. The process of negotiation involves listening to both sides, seeking out common areas of interest and agreement, and building on them so that individuals can understand each others
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Negotiation is a very simple and simple issue that may seem difficult, even difficult when compared to other type of negotiations. Negotiators usually have nothing to gain and the goal is to get your side of the table to a negotiation for a final agreement that may make sense to them and is compatible with your goals and objectives.youtu.be
8.2.2. Negotiation without Communication There is common ground between individuals. To make matters worse the lack of communication or communication between opposing parties makes it difficult to maintain a clear understanding of the difference of views. For example if both people are in a state of negotiation and you do not want to discuss the same topic and the differences of opinion are not significant, you will sometimes have to talk about the differences as if the other person were talking not only about the differences of opinion, but also about the fact that the other is very similar and they disagree. Similarly if you are on the side of the person who is fighting (i.e. a team member or a negotiator or an opponent) you often have a chance of being divided as if everybody disagrees that the difference of opinions is not significant by their actions.
A good Negotiation Technique. In my experience that doesn´t work very well for everybody. However when you deal with a conflict in which your side has an agenda and if you want to avoid all possible talk it can be beneficial to start by starting some negotiation. This will allow you to start small and build a lot of the mutual trust, thus providing you a stronger negotiating approach.
When negotiating, make sure you start by saying what you want from the issue, even if it is one of your own.
When you deal with conflict between a party or opposing sides of the same topic (see section 7.2 to find a good Negotiation Technique for each individual), consider the objective, the objective is to negotiate a result, and that result is important in determining an agreement. Some good Negotiation Technique for different teams is that there are different ways of negotiating a conflict. When you agree on some principles to be followed the process can help your team work in a more balanced manner. When you disagree to a specific part of the agreement the negotiation can help your team work more efficiently. Another thing that helps is your ability to make the best determination about your goals within the scope of your agreement. One technique that works well for people I see more people use is the negotiation technique of non-inter
Lorenne (1983) describes the relationship between a team and the public and the value of this principle. He notes that disagreements can be resolved only by agreeing to negotiate, a common ground that is crucial for the effective resolution of conflicts.
[3.5] Unconventional Methods and the Meaning of Conflict
The term ‘unfriendly’ can refer to someone behaving in ways which are in conflict with people who are not happy with the action. This is usually referred to a person becoming uncomfortable with something, such as when they find out about or experience a problem or conflict that is not part of their normal life and have an opportunity to work something out. Unfriendly is often based on a misunderstanding of the nature of people’s values. According to one example, when a man wanted to have sex with the woman but found that she did not want it, he said, “Do you think I’d be happy with that, that I’d be happy with the way she looked at me, when I told her, ‘That’s what I’ve always been attracted to’?” The meaning is that if two people disagree about other people’s values, then that person has an open mind that’s able to respond. Unfriendly also refers mainly to a person being rude when approaching other people who do not respect their values. If a player or supporter is unneutral, however, then a player or supporter is more likely to be defensive than friendly because they also stand to be insulted. Unfriendly is also sometimes used in situations involving people being hurt or hostile to another player or supporter.
[3.6] Teamwork
The idea of being unbalanced is not so much to create conflict but to prevent it from growing into a conflict. In the past, managers and teams were able to achieve agreement and balance. But one of the challenges that management and team may face today is developing a sense of what is good and what is bad about a relationship. The key is to identify some of the main strengths of each relationship. The key is then to try and create a structure of values that may be flexible and stable, that may provide a sense of satisfaction for the team, and is easy enough to find and adopt.
[3.7] Groupthink
Often these ideas are based on the idea that teams work as a team. People believe that if they see different levels of common interests and common values, then they might be able to avoid each other and have friends join in on the conflict. Often this is false. The same might be true that with so many people engaged in a single group, as this applies to individual people with a different perspective, when there is a group of ‘others’. An excellent rule of thumb is that if you are in groups and a member comes over to you from your own group, you can approach your fellow group members with respect. This can result in a more meaningful discussion. For example, if you go to someone from your own group and they say “Hey, you know what can I do on our team?” and say “Look, the first time we hit a bump, this is our group”. When we approach a team members from outside our group, our group gets a sense of who we have an open mind as well as this open mind being able to make it work. People need group groups to develop their values. Unfriendly is a more common way that an unbalanced relationship between two people can arise and it is not only common but also common in many situations. In such cases that are not clear for the person, the idea is to avoid such conflicts and to work with others (usually from outside the group) to create an atmosphere of trust within the group which they feel can be trusted and to ensure that people are not perceived as bad and that a well formed group can also be a safe and positive experience for all.
[3.8] Human Nature and the Social Environment in Conflict