Second, the team needs to work out some complex issues. In this case, identity-related are involving: the cross- functional team members are geographically dispersed and have different background. According to the “Managing Conflicts in Organizations”, compromising approach is better when a conflict has identity-related factors as a cause. All in all, compromising is the most appropriate response in Lauren’s case. Compromising approach is best to work under the time pressure and can also achieve consensus to complex issues.
Personality clashes can cause inevitable conflict especially between individuals. As well as between nations when two different leaders have differing personalities. People have to accept and understand each other and their personalities as well as help each other with problem solving. Poor performance conflict you’ll typically find in a work environment although it can be
However, solving a problem requires that one take some action to correct the problem. Decision-making is not just about solving problems. Decision-making can be applied to many situations, including problems. So differentiating between decision-making and problem-solving means looking at the focus of what is being done. Problem-solving is focusing on finding solutions, while decision-making is focused on determining which solution to choose.
A team cannot be effective if there is confusion and chaos in the tasks. Each person's contributions are important, so each person needs to know what is expected of them at all times. It is also important for the team to be organized, so that at any given time they can meet to discuss the project at hand and see the progress that is being made my each individual team member and to see if any changes should be made. If there is a lack of communication or if confusion runs amok, then the effectiveness and efficiency of a team will be negatively impacted. "Almost
Abstract (Thesis) Even though team conflict will always arise due to differences in work habits, and personality types, communication issues, and can result in disharmony and cause a distraction for the team, team conflict should be seen as a positive thing. It should used as a forum for open discussion and can start the flow of creative thinking. Differences in personality types in team members can help in organizing tasks assignments, which can help avoid conflict. Team management strategies can organize your team to help them work thru any problems more effectively. No matter how diverse the team members may be or how difficult the task or project may be, conflict no longer has to be the downfall of your team’s success.
The main sources of conflict are emotional conflicts which are generally based on misunderstanding, and may be characterised by anger, fear, or other strong emotions which can cloud judgement and issues. Value based conflicts can erupt when both parties involved have different beliefs and views, it is sometimes difficult to accept this. Needs based conflicts can happen when both parties have different needs or both parties have the same needs but insufficient resources to meet them both fully. The employee will feel unheard and possibly loose trust in there supervisor or manager. Leaving the employee feeling unheard and distrusted will cause further conflicts in the future as the employee has learnt not to trust, confide or to talk to their manager /
But, if we suspect, because of our own insecurity, we are bound to create serious problems in our own relationships. Attachment There is a big difference between real love and emotional attachment. When we have emotional attachment to someone, we need their attention and presence. When we have excessive attachment to others, we can easily become jealous and demanding. Often attachment occurs out of a sense of insecurity; if this is the case we need to develop self belief and inner confidence, we can’t just rely on other people to provide that.
However, its proper management and transformation are essential for peace, progress and sustainability of teamwork. Conflict occurs with two or more people who, despite their first attempts at agreement, do not yet have agreement on a course of action, usually because their values, perspectives and opinions are contradictory in nature. Conflict can occur within oneself when one is not living according to his/her values, when one’s values and perspectives are threatened and when there is discomfort from fear of the unknown or from lack of fulfillment. Conflict management is something that is necessary to teamwork and everyday life, and if conflicts are properly manage they can provide members of a conflict with a valuable learning situation and change. Conflict is an opportunity to change (Positive or negative), Chinese adage.
How an individual deals with the conflict is what determines whether individuals will resolve the conflict or be torn apart. Poor communication skills, disagreements and misunderstandings can lead to the breakdown of constructive communication. A few things I must try to remember when my goal in a conflict is to resolve the conflict constructively, are: to stay focused on the issues at hand, listen carefully in order to grasp the full issues of the conflict, try to see the other individual’s point of view, be able to admit mistakes made by self, try compromising solutions, take a time-out when needed and most of all- ask for help when needed. These are a few things that I have learned in this communication and conflict class that I will remember to use to communicate constructively in a conflict. Wilmot and Hocker, 2007 states important practices that will enhance constructive conflict are: the dialogue process- one constructively confronts the other so that the answer to a conflict emerges between the conflicting parties; fractionation- conflicts can be broken down into smaller more manageable ones; reframing-look for constructive ways to describe or frame whatever is going on, with the goal of changing Communication and Conflict 2 perceptions and positions from negative and fixed to positive and flexible (Wilmot & Hocker, 2007).