Conflict Resolution

Abstract

If a team conflict can be resolved, this team can accomplish many tasks and obstacles. Many types of conflicts and steps to resolve the conflicts are analyzing, preparing, choosing the best strategy, and the general processes of conflict resolution are all steps to resolve a conflict carefully. Resolving a conflict is in the best interest of a team to keep the team together and help build team cohesion.

Conflict Resolution

Attila the Hun achieved much in his reign as King, conquering most of Europe. Upon Attila's death, his sons fought over who would become the new king, resulting in chaos. This chaos was exploited by the Ostrogoths and Germanic tribes, which led to the fall of the Hunnish Empire. Without conflict resolution, no matter what was accomplished previously, the greatest achievements can fall apart.

WordNet Search defines conflict as "an open clash between two opposing groups (or individuals)", depending on whether the conflict is resolved or not. When conflict in a team happens, the conflict is usually a conflict of interest or ideas. When this conflict is resolved, new ideas are set into place, and more can be accomplished. If Attila's sons had worked together to hold the empire together, they could have accomplished much more. The world would be drastically different today if this had happened. If team conflicts are not resolved the team, like the Huns, can fall apart. The Huns could have accomplished substantially more if this dispute had been resolved quickly. This axiom holds true with all team conflicts. If a team can resolve situations, they grown stronger, and the possibilities for the team are endless. Every team will have some type of conflict, good or bad, but resolution of the conflict is one key to keeping the team together.

Often in life, one will come across conflicts. A few examples of conflict types are a member versus another member of a team, a member versus the whole team, or a team versus another team. A type of conflict that happens frequently takes place between two members of a team. The possibility of this type of conflict occurring is greater in larger groups because of the many different views individuals have. With so many different perspectives in a team, some team members are bound to have opposing views. Another example of conflict is a team member versus the whole team, which happens when a single person has an opposing view from the rest of the team. The member has to have strong arguments to convince the group and the larger number of people with opposing views. The last example is group versus group conflict. A common example of this type of conflict can be seen between two rival gangs. The gangs usually contend amongst one another for reasons varying from turf possession to women problems. All types of conflicts have reasons explaining how, and why, they come into play. The groups, teams, or individuals reactions and resolutions to the problems determine whether the result of the conflict will be positive or negative.

Of the different conflicts, there can be multiple reactions. As stated in the previous paragraph, arguments vary depending upon the conflict. With one member versus another member, each member's views and coping methods may differ. Each member may have a different way of coping. These coping methods range from quietly trying to discuss the issue through negotiation all the way to a complete loss of temper. The result will also be a mixture of outcomes depending on the variables listed before. In a perfect society, two opposing views, between two groups, team members, or even a team and a team member will result in peaceful talks where the parties involved observe the conflicts and their ultimate outcomes. By knowing and understanding what the ultimate resolution should be, and their opponent's views, the two sides could discuss and compromise until the goal is reached. We do not live in a Utopian society, so peaceful resolution often does not work. However, even without perfect reactions from both parties, each must somehow come to an understanding of how to resolve the problem with a solution that will satisfy each other's needs. Who the conflict is between does not make the final resolution; what matters is how the teams and individuals react and overcome their differences to see the greater good.

Before being able to come to a group resolution, the group must understand the concerns and ideas of each of its members. Resolving Conflicts on the Jobs, a book written by Wisinski in 1993, relates a model that can be used to identify and address these individual concerns as a group. Using the A-E-I-O-U model as a siphon, the group can filter out a suitable solution. The A-E-I-O-U method consists of the following:

A: Assume that the other individuals have good intentions.

E: Express the feelings on the topic.

I: Identify the events or actions wished to happen.

O: Outcome Ð'¬Ð'¬-- clearly explain the outcome that is expected.

U: Understanding -- the agreement should be understood, and committed to, by each member of the team. (p. 27).

For the A step, each of the members could agree on the following statement: "Each of us wants the group as a whole to achieve success." For the E step, each of the members should listen to the other members answer the following question: "What feelings do I have about the conflict and why?" For the I step, each of the members should answer the following question: "What events or actions do you want to see happen right now?" For the O step, each member should answer the following question: "What is the end goal that you want and why?" For the U step, each of the members should attempt to understand the questions previously asked. Then he or she should try to reach an agreement on the best solution. As the final part of the U step, each member should actively agree to the resolution.

When the conflict has been analyzed and resolution has been prepared, a strategy must be chosen to resolve a certain type of conflict. There are five conflict management strategies according to Dr. Thomas J. Hoban, an associate Professor at North Carolina State University. The five strategies are avoidance, accommodation, competition, compromise, and collaboration. The groups involved have to decide which strategy to use once they understand the conflict. Certain strategies are best for certain types of conflicts.

When there are many different issues at one time, a team might avoid the less important conflicts so that