Conflict management
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CONFLICT RESOLUTION IN THE WORK TEAMS
WAYS MANAGEMENT CAN RESOLVE CONFLICT
A survey of Kellogg executives and managers revealed team conflict as their top concern for team management. They referenced hostility, poor job performance and team disillusionment as a result of improper handling of conflict. The same principles used in preventing conflict can also apply toward resolution by employing the following three methods: 1) seeing conflict as unavoidable yet normal and healthy aspects of work team development; 2) transforming conflict into an opportunity for personal growth and increased productivity; and, 3) compiling a record of past occurrences to use as a building block to establish confidence in preparing for more difficult situations, should they arise.
Management should adopt the philosophy that conflict between individuals, particularly team members who work closely together for extended time periods, will arise. An increase in stress related to the workplace, personal obligations, and financial problems has caused a surge in the number of cases of work-related violence. Therefore, conflict should not be treated lightly unless the parties involved have reached a mutual understanding. The main goal while viewing conflict as part of the norm, should always result in a successful resolution.
Transforming conflict into an opportunity for personal growth allows each team member to depersonalize the conflict and instead place their focus on the relationship itself as the culprit rather than the behavior of any one individual. This results in each team member assuming responsibility for what he/she can do to improve the relationship. Playing the "Blame Game" by placing blame on one team member will only exacerbate the problem and possibly cause the conflict to resurface later in a more destructive form...