Conflict Management: Increase The Negative Aspects Of Conflict

Conflict management is the process of regulating and reducing the negative aspects of conflict while increasing the positive facts of disagreement. The management of conflict is essential to harvesting the potential benefits of disagreement. Unfortunately, unchecked conflict obstructs collaboration and productivity within a team or organization. Unbridled Conflict can dreadfully turn personal rapidly provoking the climate to turn hostile and stressful. At this juncture, the environment or workplace fosters frustration, anger, and less concerns about having the facts. Moreover, the lack of facts shifts the focus on personality rather than the issues. As stated in the article, “How to Management Teams Can Have a Good Fight”, constructive conflict

Disagreement saturated in an environment which avoids interpersonal conflict encourages team members to challenge one another in a constructive way. As team members challenge ideas, it stimulates alternatives thus providing a rich range of options. The range of options cultivates a more complete collective understanding of the choices which leads to effective decision making. In addition, if the conflict is regulated to facts rather than people and personalities, the team can rigorously debate the critical issues in a material way while avoiding useless fact-less based arguments. Healthy conflict furnishes an environment or workplace that is open and productive. The teams are single-minded aiming at a common-goal of crafting strategic collaborative choices emphasizing the shared interest of all team

A fighting team consists of assembling a diverse team of various background, gender, and industry experience. The fighting team should meet regularly and often to build mutual confidence, trust, and transparency within the team. In dealing with conflict and dissent, the fighting team needs to analyze the issue from multiple facets to gain a broader context and perspective. Consequently, it will require team members to assume roles beyond their obvious signed roles such as playing devil-advocates or sky gazers. Last of all and most importantly, the fighting team must actively manage conflict to avoid the pitfall of confusing lack of conflict with agreement. Leaders encouragement of conflict in healthy ways protects the teams from overlooking consensus as engagement when it’s really