Discuss conflict resolution in team settings. Select two theories/styles of conflict resolution & which one would be most effective in team environments?
Let's take a closer look at the questions in relation to the attached article and other external sources. I also attached a supporting article discussing the two theories in more detail.
Overall, theories and conflict resolution styles are ideally used differentially based on the situation, and no one theory is rigidly used in all situations. However, like individuals, organizational style of conflict resolution often emerges.
1. Discuss conflict resolution in team settings.
In the article attached, teams are reported as being an essential aspect of the workplace where change is constant, and where a lone individual can no longer do it alone.
The author investigated the relationship between group/team development (forming, storming, norming and performing) (Tuckmn, as cited in Choudrie, 2006), conflict and communication. Communication is essential for team development, and acts as a deterrent for conflict, as well as a way to address conflict and problems that arise in the group. When considering conflict in teams and conflict resolution techniques, it is also important to consider the stage of group development, as some conflict is expected during the forming (resistance dealt with through education and orientation) and storming stage (conflict over differences in personalities, ideas and positions on how the work should be approached and differences in ways of doing or approaching things, ideas were seen as unrealistic, for example-this is referred to the working stage, so conflict in this stage often result in a better understanding of the task; personal issues and conflictalso arise, say if middle managers do not want to corporate with change in fear of having their positions eliminated through the chnage). However, these conflicts need to be addressed through effective communication and conflict resolution techniques. Once the problems and conflict has been dealth with, the team then moves into performing state. In the study by Choudrie (2006), the participants, who were managers, reported that the team had prest weekly meeting times scheduled, where team members could express problems, which was one way of conflict management.. The conflict resolution process need to be internalized by the perfuming stage in order to proceed and get the project completed on time (see Choudrie, 2006, p. 67-71).
According to the article, two types of team conflict have been identified in the literature; affective and substantive: the first dealing with the interpersonal conflict between individuals, the latter with task related conflict and to do with work. Another vein of research proposes four domains: cognitive, task-related and socio-emotional (see Choudrie, 2006, p. 67). As well, diversity increases potential team conflict, supported both empirically and anecdotally. A form of conflict resolution must negotiation alternatives and an understanding of differences in expressions, which often leads to multiple perspectives and is beneficial to the team and decision making process. This is considered task related conflict, which is beneficial because it allows the exchange of ideas and assist in better performance amongst team members, as well as enhanced the identification and understanding of task issues' improved group learning and accuracy of situation assessment; promoted the expression of new ideas and approaches; and achieved higher quality decisions because people confronted problems and conflicts depending, on part, on the type of task undertaken (as cited in Choudrie, 2006, which is attached).
2. Select two theories/styles of conflict resolution & which one would be most effective in team environments?
Theories of Conflict Resolution can be used to educate team members about their style of confronting conflict and then use this information in a step-by-step conflict resolving process (as discussed below). Awareness of our own ...
Discusses conflict resolution in team settings, and also selects two theories/styles of conflict resolution and examines which one would be most effective in team environments. Supplemented with a supporting article discussing the two theories in more detail. References are provided.