Teamwork and Conflict management (Gr11 and G12)

Conflict management definition

The use of processes, tools, and skills to find creative and respectful ways to manage disagreements and disputes

What is the connection between teamwork and conflict management?

There is a direct link between effective team management and the need for conflict management. The better a team is managed the lesser chance that there is for conflict management

Results of good communication:

1. Fewer misunderstandings

2. Ability to nip problems in the bud

Conflict can arise from the allocation of workload for the following reasons

1. Role overload

2. Role conflict

3. Role ambiguity

(Conflict from the allocation of workload) Role Overload

When one member of the team takes on / is assigned more work than they can cope with, this leads to conflict as said employee can become stressed and lash out at others in the team

(Conflict from the allocation of workload) Role Conflict

When more than one member wants to play a certain role in the team

(Conflict from the allocation of workload) Role ambiguity

When there is a lack of clarity between the roles that members are expected to play. When people do not know what their responsibilities and duties are work may not get done and there is nobody that can be held accountable

What is synergy? (teamwork)

When a person can do more work in a group as opposed to by themselves, a team has synergy when they achieve more together than individually - you are able to reap more benefits

Conflict definition

Difference of opinion / emotions that people experience due to a dispute over a particular issue

(Types of conflict) Functional conflict

Non-aggressive conflict that stimulates creativity and further discussions - by the end of the dispute positive results are produced

(Types of conflict) Dysfunctional conflict

Aggressive and discourages creativity - communication tends to break down and it disrupts and hinders productivity

Advantages of functional conflict

1. Creates an awareness of problems

2. Stimulates creative thinking

3. Helps to create a better understanding of the problem

4. Leads to collaboration

5. Motivates people to get involved

Disadvantages of dysfunctional conflict

1. Hampers productivity

2. Lowers staff morale

3. Leads to inappropriate behaviour (which can negatively impact professionalism)

4. Leads to feelings of frustration and confusion which impacts productivity

(Reasons for Conflict)

(Reasons for Conflict)

(Reasons for Conflict)

(Reasons for Conflict)

(Reasons for Conflict)

(Reasons for Conflict) Change

Change leads to uncertainty and makes employees stressed

(Reasons for Conflict) Inclusivity and cultural diversity

Due to ignorance of some employees having a diverse workforce may lead to conflict - different backgrounds may hold different values

(Reasons for Conflict) Lack of and poor communication

Conflict arises as a result of uncertainty which comes with poor communication

(Reasons for Conflict) Limited resources / Resource allocation

Insufficient / unequal distribution of resources will cause stress amongst employees as they will be unable to do their jobs

(Reasons for conflict) Difference in personalities / Personalities and Emotions

Different personality types react differently to situations

(Reasons for Conflict) Values and Ethics

Personal sets of beliefs that are linked to culture/religion differ between people and thus conflict will arise when those beliefs clash

(Reasons for Conflict) Inner conflict

Internal and personal issues that people have that will impact their performance (jealousy, sensitivity, insecurity, people pleaser, etc)

Management of Conflict in the business

1. Managers must have conflict resolution skills

2. Managers should have emotional intelligence

3. Managers must keep their emotions in check

4. Clear communication

5. Open-mindedness

6. Cultural acknowledgment and acceptance

(Conflict management tools) Devil’s advocate

Stimulating functional conflict

(Conflict management tools) Negotiation

The concerned parties talk amongst themselves to sort their problems

(Conflict management tools) Smoothing

Focus is placed on what the conflicting parties have in common

(Conflict management tools) Forcing

A person in authority forces a solution on the party concerned

(Conflict management tools) Avoidance

Pretending that the problem does not exist

(Conflict management tools) Compromise

Mutual give and take - both parties will leave with a version of what they wanted