Team Dynamics - Conflict Resolution Strategies

Team Dynamics-Conflict Resolution Strategies

Abstract

This essay will explain some of the different types of conflicts that occur in groups and teams assigned to work collectively on common goals or objectives and many of the different strategies that experts recommend to resolve these conflicts. The two main conflicts examined are interpersonal conflict, conflicts that arise from clashing personality styles as well as conflicts of interest. The next topic explored is intrapersonal conflicts or conflicts that are a result of cultural or sexual diversity. The resolution strategies examined are negotiation, mediation, and arbitration.

Team Dynamics-Conflict Resolution

Introduction:

Individuals assigned to teams for the purpose of completing work or academic objectives should be aware of the various types of conflicts they may encounter and the strategies they may employ to overcome them. Conflict can and does occur in all types of social settings and is a normal and necessary part of every society. The use of teams and groups in corporate and academic environments is more prevalent today than ever before. John Ford, President for the Association for Dispute Resolution of Northern California says: “The use of teams represents an important change in the way we work. The theory is that through the interdependency of the parts greater productivity is achieved by the whole.” (Ford, 2001, 1)Sources of conflict are numerous, as are the many varying ways to solve them. The purpose of this essay is to bring to the attention of the reader the various existing sources of conflict prevalent in work, study group and team environments and the various methods of resolving these conflicts. “Conflict is defined as an incompatibility of goals or values between two or more parties in a relationship, combined with attempts to control each other and antagonistic feelings toward each other”(Fisher, 1990).

1. Types of Group Conflicts.

A. Interpersonal Conflicts.

Interpersonal conflict is very common between two or more persons working together. People often have very different personality styles, work ethic, different goals or different approaches to the same goal. Sometimes being very similar in style and strength of personality can in and of itself create conflict, especially if each person is very dominant and accustomed to having his or her way. This type of conflict of interest is of a personal nature and can result in a great deal of frustration.

Interpersonal conflicts were explained, conflicts occurring when the actions of one person attempting to maximize his or her goals prevent, block or interfere with another person attempting to maximize personal goals. (Common examples among students include control over resources (“I want to use the computer now!”), preferences over activities (I want to eat outside on the picnic bench, not in the cafeteria!”), and a range of relationship issues that often result in name calling, insults, threats or physical aggression (you are a real jerk!”) (Johnson & Johnson, 1995)

B. Intrapersonal Conflicts.

Intrapersonal conflicts are often the most difficult for the individuals involved to comprehend, or to get past, because the source of the conflict stems from within, inherent in the individual. Our nationality, ethnic background, religious background, our sex, and even our age all factor into the equation. Intrapersonal conflict can result when someone is working alone or in a group. “Intrapersonal Conflict occurs within us: when we are at odds with ourselves, when we are torn between choices we need to make, when we are frustrated with our

goals or accomplishments. Conflict with ourselves very often leads to conflict with others.”(Pearl & Assc., 2003-2007)

Most western cultures emphasize individualism while most of the rest of the world emphasizes collectivism. How often are you at opposite ends of a opinion with your father or mother? Aren’t these the people to whom you are most similar. This is an example of how age differences can play a major role in group conflict. Whole sections of bookstores are dedicated to helping husbands and wives avoid conflict by better understanding each other.

Individuals find that it is very difficult to focus resolving a conflict among them when they can’t see the root of the problem is inherent in the way they are. This can lead to a great deal of frustration and finger pointing, all the while blaming the other person for his or her inflexibility. Other team members must be able to step in and help resolve this conflict amicably. Tolerance and acceptance of others are traits that simply must be learned if individuals are to succeed in a group environment.

2. Conflict Resolution Strategies.

A. Negotiation.

Negotiation is the most common and practical way to approach any differences of opinion that team members encounter. Common ground can usually be found and if individuals can step back and agree that the problem is not personal then some sort of agreement can usually be found. Randy Kerr explained the subject; “ Although there are common patterns, there is no one best way to deal with conflict. Disputes arise for different reasons and every team is unique. Varney (1989) proposes that negotiation is the most effective response to conflict when both parties involved stand to gain something. Each individual has some power and interdependency. Negotiation offers flexibility and viability where as other responses such as Avoidance, Confrontation, and Diffusion may lack. The process of negotiation involves listening to both sides, seeking out common areas of interest and agreement, and building on them so that individuals can understand each other's