The increasing importance of work teams demands effective team dynamics. One of the most critical team skills is the ability to resolve conflict in a constructive and productive manner. When teams learn to manage their own conflicts, both productivity and member interaction are enhanced. From improving communication skills and learning problem-solving techniques to learning how to utilize feedback and mediate, teams that can constructively self-manage conflict will be much higher performing than teams that lack such skills and techniques. This analysis will discuss conflict management in teams, including the benefits of and strategies for managing conflict in a successful manner.
When managed constructively, Bowditch and Buono (137) argue that the following outcomes can arise from conflict: new ideas for changing processes, continuous solving of problems, greater chances for workers to add to their capabilities, and increased innovation and creativity. These benefits seldom materialize for many teams because conflict is avoided, viewed as negative, or poorly managed. When conflict is avoided or dealt with improperly, resentment and tension grows among team members in ways that undermine team cohesion and productivity. McDaniel, Littlejohn, and Domenici (69) claim that "high performing" teams are capable of mediating their own conflicts while improving productivity and strengthening relationships.
Conflict management techniques that have been most effective in resolving team conflict include sound communication skills, problem solving techniques, mediation, intervention, and feedback (How 1). Sound communication skills can prevent conflict or "destructive escalation" (How 1). For example, personalizing of issues by blaming them on others rather than on actions, behaviors, or situations increases group conflict or escalates a conflict situation. In many instances, poor li
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