conflict resolution

Examples of conflict resolution in the following topics:

• Team Conflict Resolution and Management

  • Some ways of dealing with conflict seek resolution; others aim to minimize negative effects on the team.
  • The way a team deals with conflicts that arise among members can influence whether and how those conflicts are resolved and, as a result, the team's subsequent performance.
  • Teams use one of three primary approaches to conflict resolution: integrative, distributive, and mediating.
  • Integrative approaches focus on the issue to be solved and aim to find a resolution that meets everyone's needs.
  • Because conflict management seeks to contain such disruptions and threats to team performance, conflicts do not disappear so much as exist alongside the teamwork.

• Team Building

  • The purpose is to create a cohesive group from a set of individuals and avoid common pitfalls that can undermine a team, such as conflict, miscommunication, and lack of trust.
  • Sometimes teams recognize that members are missing abilities that make collaboration easier, such as problem solving or conflict-resolution skills.

• Matrix Structure

  • This increase in complexity can result in a higher manager-to-worker ratio, which can in turn increase costs or lead to conflicting employee loyalties.
  • Blurred authority in a matrix structure can result in reduced agility in decision making and conflict resolution.

• Styles of Interpersonal Conflict

  • Team conflict is a state of discord between individuals that work together.
  • Conflict is a feature common to social life.
  • Substantive conflicts deal with aspects of a team's work.
  • Other substantive conflicts involve how team members work together.
  • Explain the distinction between substantive and affective conflicts and between intra- and inter-organizational conflict

• Constructive Team Conflict

  • Teams may use conflict as a strategy for continuous improvement and learning.
  • Conflict can uncover barriers to collaboration that changes in behavior can remove.
  • Team members and others can follow a few guidelines for encouraging constructive conflict.
  • This helps people view conflict as acceptable and can thus free them to speak up.
  • Explain how conflict can be used as a strategy for improving team performance

• The Impact of Interpersonal Conflict on Team Performance

  • Conflict can have damaging or productive effects on the performance of a team.
  • Conflict occurs often in teamwork, especially during the storming phase of team development.
  • While at first we might think of all conflict between team members as undesirable and harmful, the process of resolving conflicts can actually provide benefits to team performance.
  • While sometimes conflict can lead to a solution to a problem, conflicts can also create problems.
  • Analyze the way in which conflict can both help and hurt a team's performance

• Common Causes of Team Conflict

  • Team conflict is caused by factors related to individual behavior as well as disagreements about the team's work.
  • Conflict between team members comes from several sources.
  • Competing interests: Conflict can arise when people have mutually incompatible desires or needs.
  • Behavioral differences and personality clashes can cause conflict even among friends.
  • Identify the causes of conflict within an organization as a conflict manager.

• Ethical Conflicts

  • Discuss the innate contradictions that often arise in an ethical dilemma, where two or more different moral imperatives conflict

• Hazards of Teamwork

  • While conflicts are a common aspect of working together and can even be beneficial to a team, they can also negatively affect team performance.
  • For instance, conflict can delay progress on tasks or create other inefficiencies in getting work done.
  • As a result, conflicts may be more likely to arise and more difficult to resolve.
  • Outcomes can suffer if team members value conflict avoidance and consensus over making the best decisions.

• Group Conflict as a Barrier to Decision Making

  • Encouraging constructive disagreements and even conflict can result in more-creative ideas or more solutions that are easier to implement.
  • By isolating themselves from outside influences and actively suppressing dissenting viewpoints in the interest of minimizing conflict, group members reach a consensus decision without critical evaluation of alternative viewpoints.