Conflict Resolution Strategies

Conflict Resolution Strategies
Working in a team environment will bring about its challenges. The main challenge to over come is conflict within the team. Conflicts will happen in a team environment, whether a team is an academic learning team or a business team. However, how the team members handle the conflict, will determine whether the result is either a positive outcome, or a negative outcome and nothing gets accomplished.
Challenges of Conflict Resolutions
When a conflict arises in a team environment, and the odds are it, will how the team handles the conflict, will either result in a positive or negative outcome.
Conflict in itself is not the problem. It is rather, our reactions to it that determines the impact, and thus cause us to characterize it as a negative experience. Conflict or divergence can be destructive or it can be constructive. (Porter, 2003, 1)
Most of the time a conflict occurs when a member of the team disagrees with the other members. If this conflict of interest is not solved, it can bring distractions within the team. The team will lose its focus of what needs to be accomplished. The conflict will eventually cause the team to break apart, and team members will no longer be able to function as a whole. Many companies do not have conflict resolution strategies. Without strategies, not only will the members of the team be affected, but the organization will be affected as well. ?Conflict distracts as organization from focusing on solving problems and causes it to perform inefficiently? (Huber, 2007)
Many times the manager and or team leader does not have conflict resolution skills. This brings about many challenges for team as a whole unit.
Too often, managers treat such disputes as distinct from other aspects of business deal making. Some behave as if resolving a dispute requires a distinct choice: you get your way, or I get mine. (Bordone & Moffitt, 2006)
This way of thinking will not solve the conflict at hand. It does not solve the employee?s needs, and or solve the difference of opinion. The reason for working in a team environment is to develop brainstorming, like the saying goes, ?two heads are better than one.? If the leader only believes that their way of thinking is the only solution to the goal of the team, then that will bring the team down, and there will be no creative productivity from the other members. (Krivis, 2006)
Benefits of Conflict resolutions
Since conflicts are bound to happen in a team environment, what possibly can be the benefits of working in team? Out of conflicts, comes creative, new ides. If there are no conflicts, then the organization would never change. It takes one person to speak out and say, ?what if ?? and challenge the way things have always been done. Understanding the different approaches of conflict resolutions, will not only better the team, but also teaches you, how to handle all types of conflict, whether at work, academic studies, or at home. ?Even though you can?t control another person, you can control your own behavior, and your behavior has a great deal to do with the response you get back from others.? (Adkens, 2006)
How to enhance your team with conflict resolution
Dealing with team conflicts, will enhance the teams performance, to complete the task on hand effectively, in a timely manor. There are many different techniques a team member/manager can learn to deal with team conflicts. Using the norms which were introduced by Bill Huber author of Maintenance and Operations Conflict, will help the members remain objective.
N not a biased interpretation and not personal
O observable, it can be seen can touched
R reliable, two or more people can agree on what took place
M measurable, the parameters can be measured
S specific, it is not subjective.
By staying objective, it leaves all emotions out of the conflict resolution. Without emotions, the team can discuss the conflict at hand and come up with an agreeable solution.
Another conflict resolution process is the A-E-I-O-U model. This model can be found "in the book, Resolving Conflicts on the job, authored by Wisinski (1993) the author developed the A-E-I-O-U model for individual use before engaging in discussions to resolve conflict.: (Porter, 2003, 13 )
A assume other people involved in the conflict mean well
E express your own feelings
I identify what you would like to see happen
O outcome ? express the outcome you would like to see while remaining open to another outcome that may satisfy your needs and concerns
U understanding ? the agreement should be understood, and committed to. By each member of the team (Wisinski, 1993, p27)
With further research, I am sure you can find other models on how to handle conflicts. When you decide on which method to use, then you must know how to proceed with the resolution. Will it be negotiated within the team? will you need a mediator to come in and monitor the negotiations? Or lastly, but not the most desired, will you have a arbitration, someone else making the decision for your team? (Prter, 2003, 14 )
Another good tool to use is the Team Charter. In the charter there should be a section on how to handle conflict with-in the team, or conflict management. In your first meeting, have a discussion on how to handle conflicts, perhaps discuss the models above, and come up with a agreement on how to handle conflicts before they occur. Discussing how to handle conflicts before they occur is less stressful than handling a conflict that has already occurred. With this team charter, when a conflict arises, the team has already agreed upon which techniques will be used to solve it.
Conflicts are situations that occur in a work-place, academic teams, and at home. Learning how to handle conflicts, will only benefit you in becoming a active a team member. Ignoring the conflict is not a solution, ?employees had developed various ways to cope with problems they could not or would not resolve.? (Hoffman, 2006) Often-times, this type of resolution leads to unhappy, unmotivated team members, or worse, a member quitting the team. Although problems that are not solved will hurt the members of the team, benefits of using conflict resolution is powerful. It develops brainstorming, and creative thinking. It develops you as a person whom can deal with different people. But most important, enhances the team when conflicts are resolved properly.

Conflict Resolution Strategies 9.7 of 10 on the basis of 2815 Review.