Benefits of conflict include: * Better ideas * The team is forced to search for new approaches or solutions * Team members are forced to clarify views or positions * Tension stimulates interest and creativity * Long standing problems are surfaced and dealt with Dealing with Conflict Conflicts and disputes are a natural part of human behavior and should not be considered undesirable or a sign of failure. The project manager is responsible to identify and resolve conflict between team members on his or her project. Conflict resolution requires active listening. Each party wants their perspective to be heard and will not be satisfied until they have expressed what it is that they want and why. When all sides have been heard, the project manager should begin by seeking out common ground between the participants.
A good communicator can play a role of skilled mediator who encourages the conflicting parties to talk about conflict issues and interests. To describe conflict and conflict resolution, person and team must know conflict situation and issues. Many conflicts are identified but cannot be solved skillfully. Individuals or parties feeling and express should be figured out associate with conflict situation. Emotion acknowledgement also need to be discussed, this might support to state issue, problem, impact, and relationship.
Each person has different personality and point of view. Being active listener and open-minded are necessary. Conflicts are unavoidable when we work with other people. Conflict can be classified into constructive conflict which can improve teams’ decision quality and destructive conflict which occur when two people or group of people debate based on emotion. A good project manager should be a person who can understand both side and resolve the conflict.
(Wilmot & Hocker, 2011 p.144) advises that developing a repertoire of diverse styles and tactics may require some stretching of one’s comfort zone. Conflict communications skills Effective conflict resolution with respect to communication can be achieved through conscious awareness of how you listen, summarize, question and interact with people. to begin I respect everyone that I come in contact with and during a conflict resolution session this is somewhat challenging, but when you are in a dispute you could actually dislike the other person. It is important to threat that other person with some respect if within yourself that person does not deserve it. This approach softens the time that I am engaged with the person, and knowing that the issue at hand could possibly affect more than just who is in the room is all the more reason to be mindful of how I treat that person.
Commitment is the one core value that will help all parties (involved in conflict) reach a solution in a timely manner. When someone shows commitment by putting forth time and effort, that person can then be counted on to reach goals set by themselves or others. Being responsible for your actions is arguably the most difficult core value to maintain. Admitting mistakes and willing to take responsibility is something a great deal of people have trouble with. People fear the consequences that go along with making mistakes.
How you choose to accept both forms of criticism depends heavily on you but also on the person giving the criticism. Some people are naturally very critical and may be unware of the criticism that they are giving. Acceptance means to give consent, believe or come to recognize. It is important to realize that acceptance is a crucial part of criticism. How you choose to accept the criticism that you are being giving will determine how beneficial it will be to you and also your ability to work in the work place with that person .You need to have high self- esteem and feel positive about yourself and your abilities to be able to receive the criticism especially if it is negative.
In this paper we will be exploring the different types of conflict in some situations, some different strategies to dealing with conflict, and some strategies in dealing with conflict as a leader. By the end of this report, you should be able to successfully navigate or mediate a conflict while disarming the situation. Phenomenon Conflict resolution is a process in which interpersonal communication is used to allow two conflicted parties to reach an amicable and satisfactory point of agreement. There are some important things to keep in mind before diving head first into a conflict. There are plenty of different conflict styles (someone’s preference for how they have a conflict).
To be an effective part of a team, understand that conflict will arise and members will need to be able to manage it as part of their responsibility to the team and to ourselves. Managing the conflict early can be very beneficial to the team attaining its goals and can greatly enhance the relationship of the team members. Some teams choose to ignore conflict when it occurs. They may view it as only negative and be fearful to con... ... middle of paper ... ... it within the team avoiding or postponing can be appropriate. (Porter, 2003) Now that we have defined conflict, looked at the different reasons conflict occurs and the positive and negative aspects, and some strategies to manage conflict, we can have a better understanding of potential causes and signs of conflict.
However, looking back, I can see how a lot of the conflict could have been very useful. I can see that relationship conflict is never good because all it does it make people dislike each other. I can see how task conflict can be good if it is about choosing the best task, and I can see how process conflict can help improve process by people discussing processes. In the future, I will use my knowledge of the different kinds of conflict and the potential benefits of task and process conflict to help improve the way I or a company does things. For example, if an employee has a process conflict with me, I will listen to their points and discuss the pros and cons of the different processes with him or her.
Recognizing this fact can help free us from the negative conclusion that conflict is a signal of failure. It is actually a signal that change is needed, and even possible. The ability to manage conflict is probably one of the most important social skills an individual can possess. There are several styles of conflict management that people use, some of which are more effective than others. COMPETING - An individual pursues his or her own concerns at the other person's expense.