Team Dynamics: conflict resolution

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Running head: Conflict resolution in teams Team dynamics: Conflict Resolution Marjorie Neal University of Phoenix Team dynamics: Conflict Resolution Team dynamics are the forces that come together but cannot be seen when individuals are placed into teams or groups. There are several dynamics or elements of dynamics that one can look for. Some of those elements include personality styles, team roles, the layout of the work area for the team or the lack of face to face contact that the team has in the case of an online course or professional team working on a project. One must also consider the tools and technology that are available to use for conversation and research, the culture of the organization, and the processes or procedures that the team uses. In order to positively manage dynamics one must determine which ones are at play and what kind of impact they will have on the team environment. Negative conflict should be stopped or redirected so that the impact is positive (Team Technology.co.uk, 2007). Although conflict is a natural part of group work but it can be constructive instead of destructive. Causes of Conflict In the book Interpersonal Conflict written by William Wilmot and Joyce Hocker, conflict is defined as a struggle between two interdependent people who observe goals that are not compatible with one another, resources that are inadequate, and some king of interference for the others involved in the project in meeting their goals (Wilmont and Hocker, 2007). From this definition further explanation of these several types of causes is necessary. First there is the expressed struggle. This struggle centers on the conflict that can or does lead to the episode of the conflict. There is intrapersonal conflict that comes from strain inside that team and is accompanied by interpersonal conflict. Conflict can only happen when those

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