Conflict (conflicted)
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Conflict (conflicted)

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    Conflict (conflicted) Conflict (conflicted) Presentation Transcript

    • Conflict By team “Conflicted”
    • Conflict Can Be Healthy! • Normal part of a team’s activity • No conflict may actually be a sign of a problem – Unhealthy agreement – Domineering leader – Routine work without quality improvement – Defensive avoidance
    • Life Stages of Team Conflict Initially, little conflict as team members are polite and try to understand other’s positions As team sorts out roles and rules, conflicts develop about operating rules and status Once team is task oriented, conflicts arise about how tasks should be performed Little conflict at the final stages of a project since members are focused on implementing decisions made earlier
    • Sources of Unhealthy Conflict • Organizational – Competition over scarce resources – Ambiguity over responsibilities – Status differences among team members – Competitive reward systems
    • Sources of Unhealthy Conflict • Social – Leader with poor facilitation skills – Poor group norms – Team members are dissatisfied with the team process – Personality differences
    • Benefits of Conflict • Benefits of multiple perspectives • Can be used to move the team to understand an issue more thoroughly, generating creative new ideas
    • Problems with Conflict Creates negative emotions and stress Interfere with communication and coordination Damage social relations and team cohesion Diverts attention from task
    • Productive or Not • Productive “task” conflicts are about nonroutine task issues and ideas • Unproductive “process” conflicts are about emotions and personal relationship issues around routine tasks
    • Conflict Resolution Approaches
    • Formal Conflict Resolution Methods • Negotiation • Mediation • Arbitration
    • Negotiation… …is bargaining by which two sides exchange offers and counter-offers to find a mutually acceptable agreement
    • Success in negotiations depends on whether sides view situation as win-lose or win-win
    • Win-Lose Participants believe what is good for one side is bad for the other Results: Tactics: Standing tough Reciprocal trading Worst: breakdown Best: compromise
    • Win-Win Participants believe that a mutually satisfying solution is possible Tactic: Integrative bargaining Result: Integrative solution
    • ARE THIRD PARTY NEGOTIATIONS
    • Third party acts as a facilitator
    • Third party has power to impose solution
    • Conflict Resolution Approaches
    • Tips for Avoiding Unhealthy Conflict Develop psychological safety Define and rotate roles Cultivate a shared identity Create clear goals requiring task interdependence Establish positive group norms Allow enough time to work toward a collaborative solution
    • Managing Team Conflicts Separate people from the problem Focus on shared interests Develop many options Evaluate options based on objective criteria Try again