MULTI 1ST

Conflict

is the process by which people or groups perceive that others have taken some action that has a negative effect on their interest. Conflict is a normal part of a team’s life.

Legitimate conflicts

are caused by a variety of factors

Hidden conflicts

that are not really about the team’s task may spring from organizational, social, and personal sources

Productive conflicts

directly addresses the issues in which people have differences of opinion or points of view without devolving into personal attacks

Unproductive conflicts

frequent, repetitive arguments that are not resolved and that leave both parties feeling more angry and frustrated.

Task conflict

also called “content conflict”

Relationship conflict

is detrimental regardless of the type of task a team is performing (Jehn, 1995).

conflict resolution approaches

available to teams vary, depending on the team members’ desire to be assertive and cooperative.

Integration

concern about one’s own outcomes

Distribution

concern about the outcomes of others 

Avoidance

This approach tries to ignore the issues or denies that there is a problem.

Accommodation.

Some team members may decide to give up their position in order to be agreeable.

Confrontation.

Acting aggressively and trying to win is one way to deal with a conflict.

Compromise

One way in which to balance the goals of each participant and the relations among the teams is for everyone to “give in” a little. 

Collaboration

When both sides of a conflict have important concerns, the team needs to search for solutions that satisfy everyone.

Compromise

works somewhat better because everyone wins a little and loses a little.

collaboration

team members search for the alternative solution that allows everyone to win.

Mediators or facilitators

can help teams to manage their conflicts by controlling communications and building trust.

 Preparing for conflicts

means developing approaches to identify conflicts in early stages and creating an environmentthat supports constructive controversy so that disagreements can be expressed. 

Preemptive conflict management strategies

include The development of cooperation and trust-building among members, team contracts that identify how to handle difficult situations, and the development of norms for managing communication within a team

Facilitating Conflicts

Successful conflict management requires developing trust among participants (Ross & Ward, 1995).

Outside mediators or facilitators 

can sometimes be helpful for managing team conflicts when the issues have become too emotional.

Negotiating Conflicts

Negotiation or bargaining is the process by which two sides engaged in a conflict exchange offers and counteroffers in an effort to find a mutually acceptable agreement

A win-lose perspective

 is based on the belief that what is good for one side is incompatible with what is good for the other.  

A win-lose perspective

It is also known as “Distributive Bargaining”

Win-win perspective,

participants believe a solution that satisfies both sides is possible.

 Integrative agreements

are more rewarding than compromises and improve ongoing relationships among parties (Pruitt, 1986)