When it comes to friends and family there is a concern about hurting others and disturbing relationships so avoidance is seen as the best option. On the other hand, the lack of communication may harbor resentment between two individuals and increase the original conflict. As a whole, avoidance occasionally works well in long-term friendships or with close family members because there is more attention on building the relationship than fighting. But
However, the project manager should concentrate on applicable constructive conflict management style, which when properly managed the team members’ modify and “grow individually from the conflict involvement of the person affected by the conflict is bigger, coherency is formed amongst team members and solution to the problems are found” as postulated by (Ohlendorf, A. (2001)) Furthermore, destructive conflicts also occur when decisions are not yet possible on some urgent situation an... ... middle of paper ... ...flict can be constructive and healthy for an organization as it helps in developing individuals, and improving the organization by on the individual assets of its members. This happens when interdependent members and view each other as being at fault and whose actions have caused the project some setbacks. Constructive conflict that is positive allows the following benefits to abound during projects life cycle: 1. It helps in developing individual and improving the project by building on the individual assets of the team; 2.
Conflict and conflict resolution both are essential part of goal setting process and can affect the final outcome. Integration style is desirable approach for solving conflicts in conflict management. Integration style for solving conflicts means the best decisions with improved level of satisfaction of m... ... middle of paper ... ...rs but the goal is not achieved until each member has completed his part. The Factors that influence teamwork are impacted trust and have an impact on trust. When communication breaks down, trust is reduced and communications can help to build trust (Rocco, Hofer, and Herbsleb).Research shows that conflict has a negative impact on performance.
The way people view the conflict will determine whether the resolution will negative or positive consequences. Working in supervisory and managerial positions I do view problems as something to be solved and wanting to be a perfectionist I can spend some looking for the best resolve, one that will have everyone happy and enjoying working with each other. The reality is that that is not the case in many situations and time can be lost looking to build a relationship where there will never be one. Conflicts styles that are difficult for me to work with are those that resonate from a point of fear. When someone attempts to use force to initiate and conclude a conflict.
Conflict is part of the normality and is manifested with varying degrees of intensity, occurring when people feel they have created inconsistencies between their goals, aspirations and expectations (Cojocaru, C 2010, p.429). Conflict is unavoidable whether it is in the workplace, or in social life. Hatch and Cunliffe states that learning to deal effectively with conflict and making it functional is a critical investment for good intrapersonal and interpersonal relations in organizations well as setting the tone for a positive climate and culture for success (cited in Judonoo, E & Schroeder, K & Boysen-Rotelli, S 2012, p.52). It is beneficial for organisations to promote a culture of healthy conflicts by creating the right atmosphere. This is the best approach for organisations as conflict will occur regardless, in which time and money are spent in resolving them.
Partners will have multiple interests. Interests involving important human needs (such as security, economic well-being, a sense of belonging, recognition and control over one's life) are difficult to negotiate. If the conflict is understood, it can be effectively managed by reaching an agreement that meets both the individual's and team needs. I think that this is an excellent way of reaching an agreement. In conclusion, understand conflict is the first step to effective conflict management.
Adolescence, 43(171), 441-448. Retrieved from Academic Search Complete database. Snowman, J, McGowan, R, & Biehler, R. (2009). Psychology applied to teaching. New York: Houghton Mifflin.
We are a society of individuals working together to achieve common goals. How we handle conflict determines whether the outcome is a negative or a positive one. If properly handled, conflict may lead to growth, maturity, and understanding of one another. If not, conflict at school could lead to broken ties, at home to hurt feelings, and in the workplace to discouragement. These negative outcomes may be avoided when conflict is handled properly.
Challenges of Conflict Resolutions When a conflict arises in a team environment, and the odds are it, will how the team handles the conflict, will either result in a positive or negative outcome. Conflict in itself is not the problem. It is rather, our reactions to it that determines the impact, and thus cause us to characterize it as a negative experience. Conflict or divergence can be destructive or it can be constructive. (Porter, 2003, 1) Most of the time a conflict occurs when a member of the team disagrees with the other members.
When managed correctly functional conflict helps managers anticipate and solve problems, feel confident and strengthen relationships. Dysfunctional conflict is a confrontation or interaction between groups that harms the organization or the achievement of organizational goals (Kumar, 2009). Cunningham is faced with a functional conflict. The conflict created by the merger that Cunningham is faced with can create positive consequences for both Synergon, and Beauchamp. Cunningham must solve the problems between the two companies and make it acceptable to all parties involved.