Conflicts situation can happen at any time. There are many different ways to handle conflict situations. To strengthen our skills in responding to conflicts situation we must understand the various conflict management style. The five styles of conflict management style include: Competing, Avoiding, Accommodating, Collaborating, and Compromising. The competing style is like a shark, a competitive approach to ensure only your views counts. Avoiding is like a turtle, avoiding every situation and giving up. Accommodating is like a teddy bear, working against your own goals to move forward. Collaborating is like an owl, working together with your partner to achieve both your goals. Compromising is like a fox, negotiating half your goals in order …show more content…
This conflict management approach is a win-win resolution. It is based on the belief that is possible to think creatively to resolve a conflict that satisfies everyone involved without exception. Collaborating connects greatly to my temperament style of a relater. As a relater, I’m interested in building a strong relationship and am non-confrontational. That’s ties into being a collaborator because I like to resolve a conflict in the least confrontational manner. By listening to everyone’s opinion and discussing their ideas. We can come up with an agreement, that ensure everyone fully gets their needs met. The goals of members are achieved and a positive relationship is still …show more content…
When everyone is working hard to achieve the same goal there will be no other conflicts. A positive relationship can be built through problem-solving conflicts. With a strong relationship among team member, there is trust. Everyone can feel comfortable openly expressing their opinions and ideas. When you collaborate everyone will be on the same page and fully committed to success of the group. A major disadvantage, it takes a lot of time to collaborate. I would need to be patient and listen to everyone opinions and ideas. Everyone needs to be cooperative or this approach can go on forever. When you’re short on time this management style can be a major disadvantage.
In addition to collaborating and compromising, the style I would like to use is accommodating. I believe that building and maintaining a positive relationship is most important in team work. I’m willing to sacrifice my goals so that the needs of the other person can be met. My long-term objective is more important than winning. I would be working with this person again, so keeping peace is essential towards harmony within the team members. If they remember that I gave in and let them win, they might reciprocate in the
This involves working together to generate win-win alternatives for resolving issues (Robin, 2002). Collaborating involves high to moderate skill levels of parties, clear clarity of both goals, strong status of relationships, Win-Win attitude toward authority, low concerns for formalities and traditions, and a high self-concept.
After many discussions with peers, I have found that for a team to work collaboratively there are some key qualities that are needed, which include:
This means the collaborative leadership approach can produce better ideas and more creative ideas. The team the team will feel involved in the process and like they are actually needed. As they are more involved and committed to the task, they are more likely to care about a successful end result. This ultimately produces higher productivity and increases group cohesion.
In several occasions, conflict occurs in the communication of one or two people. Several people have thought of conflict as cases involving pouring of furious anger in a communication process. Nonetheless, conflict is the misinterpretation of an individual’s words or values (Huan & YAzdanifard, 2012). Conflict can also be due to limited resources in an organization (Riaz & Junaid, 2010). Conflict may as well arise due to poor communication or the use of inappropriate communication channel of transmission of information between the involved parties. Management of conflict has various conflict management styles that include avoidance style, forcing style, passive-aggressive style, accommodating style, collaborating style and compromising style. Workplace conflict comes in two different kinds: task involving conflict, which focuses on the approaches used in resolving the problem and blaming conflict that has the aspects of blame and never brings element of resolving problems between the conflicting parties. In the perception of several individuals, relationship conflict is negative.
Denhardt et al (2016) came up with some useful suggestions to keep in mind when approaching collaborations, communication and teamwork: have clarity on the goals of the team; that means come up with a clear teams mission, vision, and goals that outline each individual purpose and task. Clearly communicate and define the roles, actively listen to other members of the team and have formally designated roles for each team member (Denhardt, Denhardt, & Aristigueta, 2016). Have a reason to listen and suspend judgement. Having a reason or purpose to listen increases motivation to listen well and find a reason or purpose to listen will help focus on all of the other principles and techniques (Denhardt, Denhardt, & Aristigueta, 2016). Other things to consider are: resist distractions wait before responding and think before you speak. These are effective communication approaches that each person should take while in an individual/group collaboration. Nonverbal communication is another approach during collaboration. Body language can be a key that sends a message to your collaboration group without you even knowing it. Nonverbal communication is becoming an especially important topic as people from different cultures interact more frequently and has different culturally approved ways of expressing themselves nonverbally (Denhardt, Denhardt, & Aristigueta, 2016). To be a successful collaborative management in the workplace, you must actively communicate with your team members and be open to new
Likewise, the conflict should be acknowledged as soon as it is seen and prepare for the resolution. During such time, the discussion about it plays vital role towards resolving the conflict. In order to maximize team efforts, teammates must cooperate with each other and try to resolve conflict with proper and transparent communication. While resolving a conflict, it is also important for the teammates to remember why they are together in the first place and follow their best foundational strategy.
Conerly (2004), further states two things attribute to the way conflict is managed. One is the importance of meeting your own goals and the other is the importance you attribute to relationships and wanting to get along with others.
When dealt with properly, conflict resolution can give rise to a cohesive and productive team. What Is Conflict? Conflict, as defined by Merriam-Webster Online Dictionary, is "a competitive or opposing action of incompatibles: antagonistic state or action (as of divergent ideas, interest, or persons), Mental struggle resulting from incompatible or opposing needs, drives, wishes, or external or internal demands."
A group can only be called a team if the members are actively working together toward a common goal. A team must have the capability to set goals, make decisions, solve problems, and share responsibilities. For a team to be successful, trust must be earned between its members by being consistent and reliable (Temme & Katzel, 2005). When more than one person is working on a particular task, inconsistent views or opinions commonly arise. People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always see eye to eye. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008). In some situations, conflict can be more constructive than destructive. Recognizing the difference between conflict that is constructive to the team and conflict that is destructive to the team is important. Trying to prevent the conflict is not always the best way to manage conflict when working within a team setting. Understanding conflict, what causes it, and how to resolve conflict effectively, should consume full concentration.
Thomas, K. W. (1992). Conflict and conflict management: Reflections and update. . Journal Of Organizational Behavior, 13(3), 265-274.
In order of being able to analyze the sources of conflicts regarding the clothing manufacturer, I will present the Conflict Process Model according to McShane and Von Glinow. Therefore, I will first define what conflicts are, and second present the different sources of conflicts and carve out which conflicts are involved regarding to the given case. The third step is to explain two different strategies to minimize these conflicts in future. Finally, I will provide a recommendation and conclusion.
Working in teams provides an opportunity for individuals to come together and establish a rapport towards others within a group. Teamwork is classified as people with different strengths and skills who work together to achieve a common goal. When a team works well, specific objectives are fulfilled and satisfied. Teamwork plays a crucial role in implementing and fulfilling a common goal in a team project. Each member plays a role and takes on different responsibilities combined together. In different stages of teamwork, conflicts and arguments may occur for as members have different standpoints which need to be harmonized within the team. The key to having an effective teamwork is to explore each member's unique abilities to motivate them.
Conflict is unavoidable and connected to a world where different ideas and opinions are challenged. Negative conflict occurs when voices are not expressed appropriately, discussions are not in control or different parties reject moving forward with a solution. There is difficulty resolving disagreements because there are multiple reactions to disputes. However, a positive conflict supports debates without a destructive outcome. They improve communication, introduce principles that are important to others, and reduce chaos. On the other hand, the approach that a person uses to address conflict dictates the outcome they receive. Methods for resolving conflict include avoiding the problem, smoothing out a situation, competing against the ideas
This elasticity in your approach to choosing which conflict style is best for the current situation is a key to managing conflict. No one style of conflict resolution will work all the time when addressing issues. You must remain flexible to other people’s wants, needs, direction, criticism, schedules, moods, temperament, and a myriad of other things in life. If there is one thing in life that will never change it is the fact that everything is going to change! There is nothing you can do to stop it, so the quicker you learn how to adapt to the changes the better off you will be. The ability to change your approach to dealing with conflict better prepares you to face the interpersonal challenges that will eventually come your way. I believe it is important to also remember that you cannot win every battle with every person you encounter. Knowing that you cannot fix or solve every problem with everyone is very helpful in reducing stress and managing difficult situations with others. My father dislikes when I use this cliché but sometimes, it is what it
Rahim (2002) differentiated person’s perception towards handling a conflict into two: “concern for self and concern for others” (p. 216). Further, the study explored two types of conflicts and observed that most conflicts arise during the decision-making process. Dysfunctional conflict, which hinders team performance and interpersonal relations due to individual’s self-interest in implementing particular decision. Functional conflict serves organization purpose with employees involved in the conflict regarding which proposal to implement (Rahim, 2011).