Team Conflict Management Shiqi Wu National University Understanding that a conflict could be good or bad for the group, depending on the type of the conflict, is the first step in managing conflicts for the team, or for the group. It is important for the group leader, and for the entire group, to develop a strategy for managing their conflicts, in order to ensure that the group is bay to stay objectively fixated on their goals, and that the relationship between the members is able to inspire loyalty, collaboration, and the much essential team spirit in all of the members. For this reason therefore, the following is a research paper on managing team conflicts. In writing the research paper, I will read the class course text, and other scholarly sources which will act as the secondary sources of information. What is a Group Conflict? Conflict is defined as the process through which, we perceive other people to have acted in a manner that does not safeguard our self-interests. Group conflict refers to such a disagreement when it arises amidst the group members. Formed in order to achieve similar goals, a group refers to an association of typically more than two people, brought together by the need to see a project reach completion, or to achieve certain things which are called goals, and which are the common unifying factor for all the team members. In order to attain group goals, it is important to have clearly defined objectives, and to have a well-defined means for managing the wrangles that may arise in the group for one reason or another. These wrangles are then called the group conflicts, and they can be dangerous if they are not handled soon enough. Types of Conflicts In a group setting, and in typically any other kind of a setting where a conflict can occur, there can be two kinds of conflicts. These are; healthy or unhealthy conflicts (Münster, 2007). These groups of conflicts become an important tool later on, when we are interested in finding a solution for the conflict beign faced. Caused by different reasons, the two kinds of conflicts are different. The healthy kind of conflicts is caused by different approaches to tasks by the team member (Floyd, 2000). This is a healthy conflict since, its solution typically ends up beign beneficial to the team members. It ends up bringing them closer, as they attempt to find solutions to the problem at hand. On the other hand, an unhealthy conflict is one that arises from personal sources, and which is typically a little bit more dangerous and more difficult to address as compared to the healthy kind of a conflict. With an unhealthy conflict, it is more difficult to contain it since, it requires addressing issues to do with the personal nature of the people, and motivating them to be more trusting in the other people (Simons, 2000). In so doing, the response to this kind of a conflict is not only complicated, but also takes up much time. Left unresolved however, this kind of a conf ...