Conflict And Resolution Within A Work Group

Conflict and Resolutions Within a Workgroup

Effective communications is defined as the successful exchange of information between individuals. An effective communicator is successful in establishing an active two-way link with another individual or group. When people work in groups, there are two quite separate issues involved. The first is the task and the problems involved in getting the job done. The second is the process of the group work itself: the mechanisms by which the group acts as a unit and not as a loose rabble. However, without due attention to this process the value of the group can be diminished or even destroyed; yet with a little explicit management of the process, it can enhance the worth of the group to be many times the sum of the worth of its individuals. It is this synergy which makes group work attractive in corporate organization despite the possible problems (and time spent) in group formation (Blair, 2004).

Conflict and Causes of Conflicts

Conflict is any situation in which individuals or groups do not agree. Individuals or groups have different ideas, interest or goals and can not compromise because the opposing parties have strong beliefs that they are very different from each other. People have different views on many different subjects; therefore, when interests are threatened, conflicts arise. There are two types of conflicts: positive conflicts and negative conflicts. A positive conflict is where the outcome of the conflict results in a positive solution. If the conflict creates better decisions, develops shared ideas, and personal growth and change, it is considered to be a positive conflict. Negative conflict is where the outcome of the conflict creates a destructive result. If the conflict creates unresolved anger, personality clashes, low self esteem or low self confidence and unresolved issues, it is considered a negative conflict.

Sources:

Limited resources: The causes of conflict within a company could be contributed to several different factors including limited resources, differences in goals or objectives and miscommunication. Limited resources within a company could cause conflict between departments. Each department needs a certain amount of money to function properly. For example: the nursing budget is higher than the housekeeping budget because the hospital needs more nurses to take care of the patients. The administration department's budget is high because most of the administrator's (COO, CEO, CFO) and directors have increased salaries. Therefore conflicts could arise when the nursing department needs more money for staffing and the administrators want a 5% increase in pay but there is only a certain amount of profit at the end of the quarter.

Another conflict within an organization could be differences in personal and /or professional goals and objectives. If there is a committee having a meeting about a fund raising project and there are different ideas of how to raise the money, conflicts can arise. Or if there is a team working together on building an extra wing to the hospital and the Chief operating officer does not show up to meet the contractors, this will cause conflict between the building committee, the contractors and the finance department. If all of the members in the committee are not doing their part in the group, this will cause conflict. It could also effect the proposal that was original agreed upon.

Miscommunication: Most of the time conflicts arise due to miscommunication. People do not take the time to listen and clarify what is being said therefore, things do not get done properly. People say one thing but mean another. Communication can be different between cultures due to different languages. Miscommunication can occur between an educated person and an uneducated person resulting in conflicts.

Personality conflicts: Another source of conflict is people having different personalities. Individuals have different attitudes, values and perceptions. (EX) Roommates could have conflict due to the fact that one roommate is a clean freak and the other roommate is a slob. Differences can occur with religious beliefs, family values, and work ethics. (ex) Employees are required to work every other weekend but one employee works Saturdays only. She is Baptist and her belief is that they do not work on the 7th day. This could cause a conflict among the other employees because they want Sundays off too.

Solutions: Management conflict

Once a conflict has been identified, knowing how to manage the situation is half the battle. Conflicts can not always end in resolution but recognizing the conflict and learning ways to live with it helps to minimize it. Learning a strategy to help deal with a conflict should it arise, helps you focus on your goal and /or what goal you hope to achieve using your management skills. Knowing the nature and importance of your goals will help you decide how to handle the situation.

There are five different strategies that can be used based on goals and relationships.

1st avoiding: You choose not to deal with the entire situation. This strategy is only effective if the conflict is minor and can be resolved itself. Avoidance can be dangerous if the situation deserves attention but does not get the proper attention. Avoidance can also cause conflicts to be more difficult at a later time and avoid a "lose, lose" situation.

2nd Accommodating: Using the accommodating strategy is appropriate when the relationship is more important than the conflict. (ex) The kids want to go bowling instead of going to the movies even though the movies would be cheaper. So you give in to avoid conflict. It is okay to give in but later use it to your advantage. "I did this for you, now you do this for me."

3rd. Compromising: "Splitting the difference" This strategy helps you get half of what you want and the other person gets half of what they want. "Win some and Lose some" effect. You agree to accept that sometimes you get what you want and sometimes you do not.

4th Competing (forcing): Using the "competing" strategy, you do whatever it takes to win even if it damages the relationship. "I win, you lose" effect. This strategy is acceptable to use when an organization's welfare is at risk. (ex) A car sales person telling a customer that today is the last day of this sale and if they wait until tomorrow, it will be too late. If happens to be the end of the moth and the company has not met its quota. The buyer feels pressured. In this case, the forcing approach does not always work and more successful sales people