Conflict Resolution

Conflict Resolution

Throughout life people should consider developing integrated conflict management systems to prevent and resolve conflict and provide practical guidelines for designing and implementing such systems. The principles identified in this document can be used to manage external conflict with customers, clients and the public. Better understanding of people's personality types is the first step in resolving conflict. Group participation is another area that deserves attention. Understanding the objective of the group will also help to strive towards a common goal, and help to dissolve conflict.

Personalities enter into play in all aspects of life, from the most innocent playground activity in kindergarten to corporate board meetings. Our personalities influence our choice of friends, our job choices and how much we succeed in those jobs and our lives. Personalities are as individual to each of us as our faces, probably more so. Identical twins can have the same face, but their personalities are always unique. We all know someone who is easy to get along with. Those are the people that have a lot of friends and always seem to be in a good mood. Everyone has had a friend or co-worker who is difficult or who always seems to be mad at someone. In a work setting most conversations about people revolve around personalities. Personalities are usually afforded equal standing as job knowledge or technical skills. For example; you will hear, "he's a great worker but what a jerk to be around," or, "she doesn't really know her job very well, but she's a really nice person." Job performance is important but you will almost always here a personality qualifier. Everyone's individual personality comes into play when people get together in groups. Throw in the stress of schoolwork, odd hours, and deadlines, and you have the potential for conflict. Conflict is detrimental to a group's ability to work together. Although conflict can never be completely avoided, most personality differences can be worked around if you know how to identify them, understand how they affect the group and learn methods to avoid them. Thompson, Aranda, and Robbins (2001) write about two main types of conflict. The first type of conflict is; emotional conflict, or sometimes called A-type conflict. This conflict can threaten productivity. These personality types can take over a group. They bully the other members into accepting their point of view. They can be overbearing, or use anger to overwhelm any opposition to their ideas. They can be so opinionated that no one else has a chance to speak up or get their point across. The next type of conflict is; cognitive conflict, or sometimes called C-type conflict. This conflict usually revolves around the merits of ideas or plans. Although disagreement can occur, this type of conflict can be used to stimulate creativity. Looking at a problem from different points of view can assist the whole team in problem solving. The method is to attack the idea not the person. This type of conflict usually benefits team functioning. The goal is to turn A-types personalities into C-types. There are several different ways of achieving that goal. To start with, each team member must agree on a common plan. Duties should be divided evenly and all team members must hold each other accountable for their share of the work. If there is conflict, it must be talked about openly. Not all conflict will be avoided and in a group setting total unanimity does not always happen. Sometimes the minority opinion does not prevail and that person must go along for the betterment of the whole group. The goal of any group is to resolve the issues before it. If the individual members of a group can manage conflict, they can turn that conflict into productivity and accomplish their mission in a healthy, expedient manner. Thompson, Aranda, and Robbins (2001).

Participation inside a group is the building block to accomplishment. I have researched some key points regarding the use and applicability of participation. At first many of us are hesitant to assert our ideas. We feel project concerns that our feedback may be perceived as inadequate or not good enough. The truth is, there are certain projects and decisions that are most effective when a group decision is involved. The idea of complexity is also an element that should be taken into consideration when involving a "group decision." A group leader who has an affinity for an autocratic style of leadership will be unlikely capable of supporting or applying the role of a participative management. More than just likely, he or she will possess a mindset of "What I say goes." Though he or she may consider themselves fair. Anything can be accomplished through teamwork and group fortitude. Unshared information or unique information vs. shared information. Researchers, Larson, Foster-Fishman and Franz conceived this concept. It bore the idea that group decisions and discussion were established on shared information between members which can be defined best as information every group member has. The information, which is most unrevealing to others by group members, is unshared or unique information. The idea is that unique information is anomalous and sets the stage for a more profound discussion, thus providing a more stimulated, learning atmosphere. The result is effectiveness (Thompson, Leigh, Eileen Aranda and Stephen R. Robbins 37). In order for this concept and study to work, participative leaders must allow much of the discussion to be comprised of shared information. A specific managerial aspect is necessary for this study to be effective. Firstly, information between group members must be ascertained, i.e., participation within group discussion is where it stems from. Secondly, it is imperative that the compilation must be managed so the focus is able to converge on the main topic of discussion.

An important issue in dealing effectively with conflict resolution is the establishment and maintenance of common goals. Common goals establish vision for leaders to disseminate among the group. They also bring different individuals together and let them utilize their own strengths and skills to achieve these common goals. Without them the team will not be able to focus on central issues, groups will not