Conflicts And Values

Learning is a odd idea in education, which has experienced a substantial revival in educational practice in the past years. Learning styles vary and change so much it hard to determine which one is the best. The conflicts in team environment have different aspects. The team as to do a lot cooperative learning to succeed in the team goal which is to have team to express thoughts and ideals. There different conflicts that can hinder the team from succeed, which are personality clashes, time management, values and attitudes, miscommunication and goals and objectives

Personality Clashes

People are members of the same team at work do not mean they will get along with one another or they will agree with one another in specific situations. Conflict in teams can be caused by several different reasons. One reason is personality clashes. Members of the same team may not like one another because they do not have the same personality type or same interests. For example I work at an automobile assembly plant. My job is to install a rear piece of molding to the rear right side of the vehicle. Within my plant there are two shifts - a morning and evening shift. I work the evening shift and everyday that I come in to work my work area is not clean. As a part of my personality makeup, I am a very clean person and cannot work in these types of conditions. I find myself always cleaning and I feel like my counterpart reaps the benefits of my labor because he does not clean. This has been an ongoing conflict and I have left several notes for him. He doesn't respond. Upon leaving another note, he finally approaches me between shifts to discuss the issue. In order for us to maintain a good relationship he and I agree to keep the area clean and it is understood that if he doesn't from time to time, I will go ahead and take care of it. One way to resolve this kind of conflict would be to compromise. When you compromise or "split the difference" in a conflict, you agree to give up part of your goal and part of the relationship in order to reach an agreement. This strategy is the political equivalent of "win some, lose some." In other words, you consciously agree to accept that sometimes in the relationship you'll get your way and other times you won't.

Time management

Different people may judge identical lengths of time quite differently. Time can "fly', that is, as long period of time can seem to go by very quickly. Time managing can cause conflict in team environments. There are four solutions to solving time management problems which are: Reminders, Planning and Preparations, Prioritizing and being Proactive. One of the biggest things that time management does is make you a procrastinator. Managing time is very hard sometimes it takes a lot of planning and patience. Time management solution in a team environment takes you using checklist and reminders. Checklist starts writing down every thing that is important which mean to prioritization. When you do this you need to write it down and use reminders, which will help use put everything in prospective. Now it is time to put every thing in and be proactive. being proactive means to execute every thing that helps you to improve you learning skills. One time about three years ago my brother thought that a paper he had to do was so far off that he could wait to the last minute. When that minute came the assignment was overwhelming that he could not complete his task. He should have start little by little and got it down to nothing. It is never to late to get your time management together

Conflicts with Values

There is a persistent difference between us all. Sometimes that difference is minute and passed without knowledge. Sometimes is it heavily noted and a swift response is required to neutralize it. There are also times when the annoyance starts small but by repeated encounters in grows into obnoxious proportions. This paper acknowledges how to deal conflicts with Values that may arise while working with Team assignments.

Having differences in values is not bad at all. It allows us to grow by learning from the viewpoints from other people: their thoughts, ideas, ideals and perspectives. Perspectives that were gained through hard experience and the environment under which each developed.

There are times when differences in values can lead to conflict. Since there are many ways is which a project can be completed there are occasions when individuals will not agree on how to carry the task: either on the journey or on the final results. The friction can be devastating to the project and it requires immediate attention to ensure that it does not.

One of the most import steps that have to take place to dilute the conflict is to evaluate the situation. To talk with each person that is involved to get to the root of the problem to understand it and estimate what steps have to be taken to resolve it. It is not an easy thing to do, since many times the persons involved will not openly discuss their true problems at first, but in scenarios like that persistence has its regards.

Gauging the Reactions from the people involved allows you to wiggle your way to the true motivations of the conflict when dealing with problems with Values. It helps you see what the problem might be without having the persons involved on the conflict actually say what the actual problem is. When people can not express openly what the source of the conflict is makes it difficult to resolved but by reading their reactions to the situation offers a way to resolve it.

There are many ways in which a conflict can be resolved. The solution that is used gravitates on severity of the conflict itself. If the conflict is minor that simply avoiding the matter can help dissipate it. Other times the persons involved have to reach an agreement, a truce, in order to move forward. But sometimes reaching an agreement is not possible and the affected parties just have to concentrate on the goal and march on.

An example of the above is with the Development Team that I was with at Verizon. There were people from various parts of the world: Saudi Arabia, Korea, India, China, Ukraine, etc., so there was always the potential that their views might not be in synch. The way that the problems were kept to a minimum was to set the ground rules at the beginning of each project explaining the role of each Team member and their responsibilities and deliverables, detailing how the project was to be conducted and setting a standard that minimized most potential conflicts that a Team members values could bring up. Also, by having a very open environment that fomented collaboration, most potential issues were talked about and diluted before they