Question

Create a powerpoint presentation on Learning Together and managing group conflict.

Answer 1

Ans.

General strategies for managing conflict

Providing a time for people to speak when the group is together can be helpful. ... If the conflict has become too big, it's sometimes best to stop the meeting. Conflict might be better dealt with just between the people concerned or using an outside facilitator.

However, team member conflict can lead to tension and confusion about team roles. Conflict may also increase employee anxiety, decrease job satisfaction and damage relationships. As a result, conflict negatively affects individual and team performance, and decreases the productivity of the team.

Kenneth Thomas and Ralph Kilmann developed five conflict resolution strategies that people use to handle conflict, including avoiding, defeating, compromising, accommodating, and collaborating.

Common Types of Team Conflict

Conflict is a common occurrence on teams. Conflict itself can be defined as antagonistic interactions in which one party tries to block the actions or decisions of another party. Bringing conflicts out into the open where they can be resolved is an important part of the team leader’s or manager’s job.

There are two basic types of team conflict: substantive (sometimes called task) and emotional (or relationship).

Substantive conflicts arise over things such as goals, tasks, and the allocation of resources. When deciding how to track a project, for example, a software engineer may want to use a certain software program for its user interface and customization capabilities. The project manager may want to use a different program because it produces more detailed reports. Conflict will arise if neither party is willing to give way or compromise on his position.

Emotional conflicts arise from things such as jealousy, insecurity, annoyance, envy, or personality conflicts. It is emotional conflict when two people always seem to find themselves holding opposing viewpoints and have a hard time hiding their personal animosity. Different working styles are also a common cause of emotional conflicts. Julia needs peace and quiet to concentrate, but her office mate swears that playing music stimulates his creativity. Both end up being frustrated if they can’t reach a workable resolution.