Conflict Identification And Resolution
Conflict Identification and Resolution
Following the American Psychological Association’s Guidelines
Ieashia S. Burr
Ashford University
Abstract
This paper will explore team building and conflict resolution that are presented in organizational atmospheres and approaches on how to mitigate it. Conflict is often unavoidable in team settings. Individuals are composed of various beliefs, ideas and values which can conflict with a project, a decision or goal. In order to strengthen productivity and team cohesion, you must identify the issue and then apply the appropriate steps of the conflict resolution process to work towards resolving it.
According to Baack (2012), Conflict may be defined as a “circumstance in which one party negatively affects or seeks to negatively affect another party.”(The Nature of Conflict, Para. 2) We live in a very complex, and culturally diverse society. When we bring individuals together from diverse backgrounds in a work environment conflict can arise when expectations are not realized or met. Rather than hoping conflict will go away, this paper will explore and identify the reasons for conflict and how to successfully address them in a team environment. When working in a team environment, workers must develop and implement strategies and resolutions for issues that may arise.
Conflicts among individuals are inexorable. It is seemingly hard to go through life without encountering some form of struggle. Conflict plays a major role in team oriented environments and can have a desired or undesired outcome. A team is considered “a small group of people with complementary skills that are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.” (Kinicki, Kreitner, 2001. Pg.261) Due to intertwining individuals from different backgrounds that exhibit different views, values and concepts, conflict is certain to transpire.
Conflict has been theorized as taking
Following the American Psychological Association’s Guidelines
Ieashia S. Burr
Ashford University
Abstract
This paper will explore team building and conflict resolution that are presented in organizational atmospheres and approaches on how to mitigate it. Conflict is often unavoidable in team settings. Individuals are composed of various beliefs, ideas and values which can conflict with a project, a decision or goal. In order to strengthen productivity and team cohesion, you must identify the issue and then apply the appropriate steps of the conflict resolution process to work towards resolving it.
According to Baack (2012), Conflict may be defined as a “circumstance in which one party negatively affects or seeks to negatively affect another party.”(The Nature of Conflict, Para. 2) We live in a very complex, and culturally diverse society. When we bring individuals together from diverse backgrounds in a work environment conflict can arise when expectations are not realized or met. Rather than hoping conflict will go away, this paper will explore and identify the reasons for conflict and how to successfully address them in a team environment. When working in a team environment, workers must develop and implement strategies and resolutions for issues that may arise.
Conflicts among individuals are inexorable. It is seemingly hard to go through life without encountering some form of struggle. Conflict plays a major role in team oriented environments and can have a desired or undesired outcome. A team is considered “a small group of people with complementary skills that are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable.” (Kinicki, Kreitner, 2001. Pg.261) Due to intertwining individuals from different backgrounds that exhibit different views, values and concepts, conflict is certain to transpire.
Conflict has been theorized as taking
References: Baack, D. (2012) Organizational Behavior. San Diego, CA Bridgepoint Education Inc. Bazerman, M. H., & Neale, M. A. (1992). Negotiating rationally. New York: Free Press. Kreitner, R., & Kinicki, A.(2001). Organizational behaviour (5th ed.). Boston: Irwin Lewicki, R. J., Barry, B., & Saunders, D. M. (2010). Negotiation (6th ed.). Boston: McGraw-Hill. Rackham, N. (1976). The behavior of successful negotiators. Reston, VA: Huthwaite Research Group.