My main conflict management style is collaboration. Collaboration entails working with parties to come up with a mutually friendly resolution. The win-win method could help reduce tension and advance morale through stressing the importance of every worker’s perspective. Collaboration can promote teamwork and innovation. But, it might take considerable effort and time to attain an applicable solution.
roject team conflict can be healthy because it tends to strengthen the team after it is resolved. Conflict forces people to confront a situation, identify causes, and look for solutions. Understanding the nature of conflict and how to resolve it is just another tool that should be in every project manager's toolbox. Nature of Conflict The BussinessDictionary.com defines conflict to be, "Friction or opposition resulting from actual or perceived differences or incompatibilities." In other words, conflict is a disagreement where the parties involved perceive some threat to their needs, interests, or concerns resulting from: * Varied perspectives on the situation * Differing belief systems and/or values * Differing interests and/or objectives
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.
In identifying strategies to be used to develop the most effective teams, Nurick (1993) suggests that informed selection, skill development, conflict management and leadership appreciation are crucial in the foundation of team development. Interpersonal skills are important when considering potential team members. Since in most cases teams are assembled based on individual technical expertise, team members must be open and tolerant to receiving new information. They need to be able to have an appreciation for a variety of perspectives. These interpersonal skills will be valuable in minimizing team conflict and supporting the need for mutual respect.
It increases team member involvement by allowing each member to speak his or her opinion or idea and evaluate the opinions or ideas of others. People change and grow personally from dealing with this type of positive conflict and team cohesiveness is created. Ultimately, “C-Type Conflict” results in a solution to the problem or agreement amongst team members. If managed poorly, conflict can be destructive to the team. Theorists have labeled this type of conflict as “A-Type Conflict or affective conflict” (Amason, Hochwarter, Thompson & Harrison 1995, p. 24).
Conclusion Project team members have multiple loyalties and if the team is not cohesive, these divided loyalties can be harmful to the success of the project. However, the variety of team building techniques can be undertaken to help make teams in working environments more cohesive and successful. The seasoned and successful managers and leaders will continually analyze the team; determine which of Tuckerman’s phases the team is in, as well as the needs of individuals, so that effective team building techniques can be employed appropriately (Davey, Karen).
2.1) LITERATURE REVIEW Team conflicts: Conflict is a basic aspect of teamwork (Levi, 2001), since the number of decisions that a team needs to make often evokes feelings of discomfort and stress. Conflict very often arises from a clash of different working style, ideas, interests, needs, and wants. Team conflicts can be due to high stress level. It has been experienced that in teamwork there can be conflicts and conflicts creates dissatisfaction among the employees. It is important that conflicts be addressed in such a way that it has adverse effect and it is very important to address the conflicts on the spot otherwise it would be difficult to handle the conflicts.
DiSC Profile provides an overarching view of the styles assessed during the individual analysis and associated organizational and team benefits to understanding the styles of individuals within the construct of teams (DiSC Profile, 2013). Increase self-knowledge: how you respond to conflict, what motivates you, what causes you stress and how you solve problems Learn how to adapt your style to get along better with others Foster constructive and creative group interactions Facilitate better teamwork and minimize team conflict Manage more effectively by understanding the dispositions and priorities of employees and team members Team Results The overall results were individually taken and based off of a personal perception and point of view. Completing the DISC assessments for our team I found that between the four members we are split between “The Producer (Ds)” or Dominant Style, and “The Impresser (Ic)” or Interactive Style. Dominance Emphasis on shaping the environment by overcoming opposition to accomplish results • Priorities • Getting immediate results • Taking action • Challenging self and others• Influence Emphasis on shaping the environmen... ... middle of paper ... ...team made up of Producers and Impressers is a strong capability that can enhance a team capability to build on goals and achieve outstanding results. A marriage, or merger, of both styles will complement each other’s abilities.
However, establishing a good forum to address any doubts and concerns within the team can lead to a better project experience overall. But what are the right types of questions to ask during a team project? Before even contemplating the type of questions, one needs to realize that any, or at least most questions relating to the project at hand can help the leader get acquainted with the individual learning and working styles of each member. Gaining individual understanding will obviously further enhance knowledge of the group dynamics, which, in turn can aid a team with the responsibility to support the organization. In essence, it can be a leadership development tool.
However, many strong leaders today are looking at resistance as a learning tool and form of feedback. If feedback is used correctly it can be used to manage the change process productively and positively. Communication about the impending me... ... middle of paper ... ...ace culture values worker health and psychological needs, there is enhanced potential for high performance and improved well-being. Employees who feel valued will work harder, motivate others, and help increase support throughout the merger. Those in the organization tasked to lead employees through a merger should be transformational leaders and understand what causes change, why individuals resist change, how to decrease dysfunctional conflict, emotionally support their employees, provide transparent and consistent information in a timely manner, and build trust and support.