According to the survey that I completed in “The Conflict Style Assessment” found in the Conerly article my style is that of Confronting. I will agree in some degree with the style because I do place a high value on relationship goals and I am assertive and cooperative (Conerly, 2004). I believe it is important in a work environment for people to work as a team. As much as I understand that everyone may not like each other, I believe it is important to be respectful of all parties concerned and get along. I also believe if given an opportunity most people will be able to see the good in others and forge a relationship of some sort.
Instead of fighting, ignoring, or insulting one another, the employees learn how to collaborate, which in turn helps to build better and stronger relationships (Choi, 2013). Conflict management behaviors might lead to an increased understanding among employees. Individuals can move past personal opinions or emotions to make impartial decisions. The skill encourages profound understanding of situations that occur in the
When a team must work together to solve a problem, it can be very helpful to understand how people typically face conflict. Different people may have their own unique ways to solve issues, and this can be used to the team’s advantage when working together. Certain problems may be viewed as overwhelming to one person, but the other may feel confident in a good fix for it. Knowing what exactly each person can bring to the table to solve a problem will be very
The first, Collaborative is “Trying to find a solution in which the needs of both or all parties are completely met.” Secondly, Compromise definition is “Trying to find a middle position in which all parties give a little to gain something.” Through these two strategies the conflicts turned out to be a positive addition. Our team was not afraid of it; therefore more ideas and thoughts were able to reach out for a group decision. We were a group of people with a vision working towards a common goal. The building of our team was complicated. We negotiated roles and tasks according to our strengths and interests.
For a leader to be effective, one must be able to build relationships between different parties. In order to build a good rapport, one must be able to recognize the strengths and weaknesses of those involved, and within oneself. Acknowledging these differences will allow for a better collaboration between team members. A leader must also have the ability to put conflict resolution theories into practice. Allowing differing points of view may challenge the original idea and will make for a more thorough decision making process.
Though, the mediators have been trusted and allowed to the political, business, cultural and academic mediation process. However, the process of mediation integration still requires deeper attention and required more actions. It is argued that conflict resolution tools, concepts, techniques, process, steps, and inclusive policies are needed to assess the overall conflict resolution integration of the conflicting parties in the resolution process. Conflict resolution process requires a skilled mediator. A good communicator can play a role of skilled mediator who encourages the conflicting parties to talk about conflict issues and interests.
You also need to practice active listening, to ensure that you fully understand the position of those involved in the conflict, whether you are an active participant, or a potential mediator. It’s also helpful to understand and recognize emotion in both yourself and others. Emotions are never good or bad, but simply appropriate or inappropriate, and it’s useful in managing conflict to help others recognize when emotions are inappropriate, and when it’s fine to express
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
It requires open communication to uncover issues and concerns resulting in conflict, as well as alternative solutions. Collaboration requires strong commitment and honesty from all parties to be successful in overcoming conflict. Therefore, managements role is vital in uncovering concerns in a friendly manner that can encourages communication to unite different perspectives on a problem (Huebsch, n.d.). In addition, collaboration fosters consideration of concerns on the subject of controversy by repairing relationships, including the work relationship between Devin and
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).