Conflict Resolution
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The advent of groups or teams in the workplace necessitates conflict resolution strategy as conflict will often arise intra- and inter-team. However, conflict often connotes something that is detrimental or should be avoided. Conflict is often thought of as a chaotic process of arguing, fighting, name-calling and stress. While conflict can engender negativity, there are also many positive benefits which may arise from conflict when conflict resolution strategies are designed well and implemented properly by group members and/or their supervisor. While there are many pitfalls that lie in wait during conflict, by identifying different strategies/theories of conflict resolution and by identifying those conflicts early groups will often benefit in a variety of ways from conflict that is effectively resolved. This analysis will look at different conflict resolution strategies/theories in an attempt to determine which are most effective for resolving group/team conflict. Before looking at these different models, we will review the different conflict orientations of different people as understanding them is often a key to effective conflict resolution and useful for determining which conflict resolution strategy/theory should be applied. A conclusion will address which manner of conflict resolution seems to be the most effective for resolving group/team conflict.
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ps identify potential problems resulting from procedures, assignments, and responsibilities in groups. By allowing conflict to surface in a group, the group might find that the specific rules and procedures for doing things might not be best suited for the group members. Allowing conflict will allow a group the opportunity to change itself to obtain a better functioning group” (Using 1-2).
One of the most conventionally used methods of conflict resolution is the mediation process or strategy. Mediation theory rests upon a neutral party being able to diminish group tension by helping opposing group members define issues, examine solutions, and work towards an agreement. All members of the group agree to speak only to the mediator at the beginning of mediation. Other group members are not permitted to interrupt until it is their turn to talk to the mediator. Inflammatory statements and defamation of other group members is discouraged. One of the biggest uses of mediation is so that individual group members can define the issues that result in conflict without the normal tension and stress because of the ameliorating effect of a neutral and impartial third party. Issues are typically defined in the mediation process as foll
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Some common words found in the essay are:
RESOLUTION Conflict, Albrecht Albrecht, Approaches INTRODUCTION, Social Conflict, CONFLICT ORIENTATIONS, conflict resolution, MODEL Self-concern, Competitive Conflict, conflict orientations, Compromising Trying, emphasis relationships, CITED Conflict, Collaborative Trying, resolution strategy, emphasis task, model conflict resolution, dual-concern model, integrative conflict resolution, conflict resolution strategy, model conflict, integrative conflict, raise awareness, dual-concern model conflict, emphasis task emphasis, task emphasis,
Approximate Word count = 1616
Approximate Pages = 6 (250 words per page)
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