Conflict is associated with antagonism, destructiveness, violence and uncomfortable behavior. Conflict is divisive in nature. Conflict among teams serves to erode the relationship of the group.
Conflict is associated with antagonism, destructiveness, violence and uncomfortable behavior. Conflict is divisive in nature. Conflict among teams serves to erode the relationship of the group. Conflict is threatening and causes stress to the individual or individuals experiencing the conflictive behavior, whether it is caused by the individual or individuals or is directed at those individuals. To resolve conflict before it escalates, one must understand the nature of what is behind the conflictive behavior and seek to mediate and prevent difficulties from occurring before escalation takes place. This essay will show the cause and effect of conflictive behavior in teams and how conflict can be effectively resolved.
Conflict is in itself inevitable in group relationships. People have different thought processes and opinions. They have different likes and dislikes, different philosophies and different religious beliefs. People have different ideas about the right and wrong way to do things or about right and wrong in general. All of these collective aspects of the individual personality can cause conflict when groups of people come together.
Conflict according to Mayer (1989) can be a source of, joy or pain, a burden, a blessing or curse, a gift or a torment, depending on how it is handled.
There are quite a few factors that can affect the productive behavior of a group. Common pitfalls according to Capezio (1996 p. 71) are a lack of principles for effective teamwork, having ineffective meetings, inability to give effective feedback, not having a climate for mutual respect. Capezio states that often teams are put together without considering what will determine their success.
Two teams have formed and are meeting to discuss and plan an assignment. Team A has decided to meet at a night club so that they can have drinks while discussing the assignment and charter. Team members Abby and Bob arrived early and have already had a number of beers and are now a little bit tipsy. Connie and David arrive and are a little disgusted to see that Abby and Bob are a little buzzed and wonder if they will be up to having the meeting.,
They state they are fine. David is a little perturbed as he wanted to meet at the library since he needs to get a good grade to keep his scholarship and wanted to get down to the business of studying. Evan and Francesca arrive late but the team goes forward with their plan for the assignment. David takes the lead and gets down to business, he suggests that they state their strengths and weaknesses and assign tasks. They simply put on their charter that they want to assist each other in getting the best grade possible but do not lay out a plan of action. Their first draft is due in two weeks. Francesca says she is good at research so she has volunteered to do the research for the team. David wants to write the paper and does not want the help of the group. He says he always gets good grades especially in writing so he will do the paper. He wants the topic to be on Computers in the workplace.
Francesca thinks, “Boring!” He then tells Abby and Bob that they can do the research for the paper completely ignoring the fact that Francesca has already volunteered to do it and then assigns the outline for the draft to Connie. David has taken on a leadership position within the group. Abby and Bob are ordering more drinks and are not really paying attention to what is going on in the meeting. Francesca has nothing to do but doesn't say anything. They have not taken notes and have not written down phone numbers or email addresses.
David says he will get copies of the charter and the log to all of them when they meet in class but that he should have the research no later than Wednesday of the upcoming week. When the group shows up for class, David makes sure to give the copies of the team charter and team log to the team members and asks Abby and Bob how the research is coming. Bob just smiles and says, “It's coming.” By Wednesday David checks his computer and has seen no research. He emails Abby and Bob and copies the rest of the team. He sends the message in capital letters so it appears that he is yelling.
Abby doesn't appreciate the tone of the email so she just quickly emails David that she is working on it! Bob totally ignores the message. It is now the Saturday before the draft is due and David has not received anything. Connie says she cannot do the outline because she has not seen any of the research. David quickly looks up some information and emails it to Connie. Connie stays up late reading the research and does the outline and emails it to David. It is not what David was looking for so he completely changes the outline and writes the paper. He is mad that Abby and Bob have not participated and sends the paper over to without their names on it
Teams need to discuss before hand situations that have previously caused conflict within the group and set down guidelines and develop principles within their charter to prevent escalation from occurring and establishing an atmosphere that promotes mutual respect within the group.
In situations where teams may need to address issues of conflict, teams need to focus criticism on the behavior and not on the individual. They should acknowledge the concern and seek to resolve those issues for the benefit and success of the group. They should communicate with respectful language and avoid name calling, or pointing a finger of accusation at another member. They must consider the common goals set within the charter governing how the team should behave as a whole and come to a mutual agreement that would conform to the set guidelines of the charter.
When teams agree to a standard set of principles that will govern the way they behave as a group and abide by those guidelines they may be able to prevent escalated behavior before it ever happens. By acknowledging problems that have occurred in the past and seeking to implement ways to prevent and to resolve issues is the first step in a successful team relationship.
