TEAM CONFLICT RESOLUTION

Team Conflict Resolution

Table of Contents

Introduction3

Types and Sources of Conflict4

Emotional Conflict is A-Type or Affective Conflict4

Anger5

Individual Interests5

Personality clashes7

Cognitive conflict is C-Type conflict7

Depersonalization8

Project or Idea Oriented9

Creative9

Transforming A-Type into C-Type conflict10

Agreement upon a common goal11

Homogeneous thinking is not mandatory11

Overcome individual interests12

Setting a time and place for conflict13

Planning Sessions13

Team member expectations13

Conclusion14

References16

Team Conflict Resolution

Introduction

Human behavior has been on the forefront of each persons mind when confronted with conflict, its resolution or management. Each individual will handle conflict in a different way. Our approached may be altered by our paradigm or approach to conflict. Some people view conflict as disagreement, inconsistent worldviews, feelings or behaviors. Lines can be drawn in a defensive manner if an individual believes they are being challenged in their beliefs and may try numerous behaviors in an attempt to gain a feeling of power, safety or control (Miall, 2001).

To be enriched through the experience of conflict one has to assess the tools that separate the many complex interactions that make up a conflict, which can assist an individual in defining the root of a conflict and offer a firm understanding of each participant behavior (Broom, 2002).

Some conflict assumptions are not always obvious to the participants involved and may be denied completely; consequently, assumptions can befit as well as hinder our ability to identify what lies behind a conflict or mask its probable resolutions. Tools that can encourage successful resolution may include, critical thinking, team learning, planning, objective negotiations and common goals. These tools should be practical and readily accessible to accommodate and satisfy each team members learning style and individual approach in handling potential conflicts (Mayer, 2001).

It is important there is not admission to conflicts acceptance, absent of resolution, through denial or non- communication. Bear in mind, conflict is inevitable and will exist in all areas of life. Following we will describe the possible types of conflict one may encounter and whether the resolution is productive. If unproductive, tools to transform it.

Types and Sources of Conflict

Origination of a team should take into consideration the nature of conflict and the dynamics of how conflict unfolds. In turn, team member's personalities should be taken into considered in the development phase of a work team. Conflict may be viewed as affective or cognitive. These two types of dimensions can help us understand the complications of conflict and why the can proceed in contradictory directions (Axelrod, 2004).

Emotional Conflict is A-Type or Affective Conflict

Emotions generally fuel conflict and can be brought on by particular interactions, participants, previous experiences or unresolved trauma. Emotions may rule behavior and be a source of power in attempts to resolve conflict; moreover, a display of raw emotion may ignite a conflict. In this type of circumstance, it may be best to refrain from particular interaction until a more appropriate time presents itself (Fearon, 2004).

Anger

Anger can be identified through one's reaction to what they are seeing, hearing or feeling (i.e., fear, hopelessness etc.) and if we experience one or all of these in regard to another individual or situation we should ...