Conflict Resolution Strategies

Conflict Resolution Strategies

Conflict Resolution Strategies

Conflict Resolution Strategies

The aspects of team dynamics, have always presented different views and opinions among group members. More so, within a group setting, you have different personalities resulting in a wide array of ideas, thus creating conflict. Conflict is inevitable and at times stimulates beneficial or creative thinking (Porter, 2003). Furthermore, when faced with conflict, we try to develop strategies that will serve as a resolution.

Conflict is defined as competitive or opposing action of incompatibles (Merriam-Webster Incorporated, 2007). As stated, everyone within a group is different and has their own interpretations on various subjects and topics. From my personal experience working in a team atmosphere, it is too often that group members, will contribute to a project or discussion their ideas, but fail to incorporate the ideas of others due to a central misunderstanding. Conflict can arise when the original agreement to work together does not address enough specifics about how and when team members will accomplish individual tasks (Porter, 2003). It is because of that fact; we will at times often allow ourselves to become overwhelmed with team dynamics.

Granted, to create an effective resolution for a conflict, you must first be able to understand the conflict at hand. When a conflict arises within a group, we tend to often stray away from the problem rather than attack it. One way to properly assess conflict is the method of the four “R’s”, reason, reaction, results, and resolution (Engleberg, Wynn, & Schuttler, 2003). According to Engleberg, these four steps can effectively lead group members towards properly breaking down and creating positive solutions for a conflict. Moreover, although there still may be challenges with this process, the ability to use this method can indeed be extremely beneficial to all members within the group as it pertains to team dynamics.

Furthermore, conflict resolution has its negatives as well. First off, when dealing with teams each individual has their own emotions regarding certain topics. Moreover, these same emotions can affect one’s decision making as well as their rational thinking ability. Most can relate to making a decision based on your emotions rather than your actual knowledge of the specific topic or subject thus, creating more issues amongst group members resulting in an overall ineffective project/assignment. Secondly, when conflict arises amongst group members, there is usually a lack of communication. Communication is indeed one of the most intricate assets for a team to obtain. Once you cut off that avenue of communication, a team’s ability to provide a great project/assignment is immediately hindered. More so, you sacrifice the grade of a team with a selfish mindset.

Moreover, there are different styles to conflict resolution. In a team dynamic, you can get a variety of ideas from the group individuals. The Thomas-Kilmann Conflict Mode Instrument has five styles, competitive, avoidance, accommodative, collaborative, and compromising (Scott, 2008). According