Conflict management can strengthen team cohesion by involving members in discussions on important topics. Team members may feel more appreciated if they know they are contributing to something essential to the team`s success. Conflicts may reveal assumptions that may not apply in the current situation and thus allow the team to agree on a new trajectory. It can also draw attention to the standards developed without the explicit consent of the team members and create the opportunity to support or reject them. Significant conflicts can affect performance for the better by removing obstacles caused by different assumptions or misunderstandings about a team`s tasks, strategies or objectives. Conflicts can be constructive if they become aware of how team members live their work and thus lead to changes that improve member productivity. Conflicts can also lead to process improvements, for example.B. if they discover a lack of team communication that can be corrected. Conflicts of ideas can lead to more creative solutions or offer other perspectives that push the team to take a different approach, more likely to succeed. If z.B.
has limited resources to support a team project, try to listen to each party`s concerns about the potential impact of these resources and see how this might affect their ability to achieve staff goals. Take two NBA All-Stars, Kobe Bryant and Shaquille O`Neal. Although they were now world-class athletes when they first started in the NBA, there were many conflicts that could have taken their careers a whole different path. Some ways of dealing with conflicts are looking for a solution; others aim to minimize the negative effects on the team. Teams can use conflict as a strategy for continuous improvement and learning. Identifying the benefits of conflicts and using them as part of the team process can improve team performance. Conflicts can identify barriers to cooperation that can eliminate behavioural changes. It can also lead to better decisions, because it pushes team members to take into account the perspectives of others, and even to help them see things in new and innovative ways. Arguing Wolves: These wolves express disagreement on the territory or have another type of conflict. On the plus side, there are many things managers can do to reduce dysfunctional conflicts or actually resolve it when it happens. These can be categorized into two categories: conflict prevention measures and conflict mitigation measures.
We will first study conflict prevention techniques, as conflict prevention is often easier than reducing it as soon as it begins. This implies that the objective of a workplace conflict resolution strategy is to find a win-win situation or a compromise so that the interests of each party are met at a certain level. But what motivates emotional response to conflict is often a difference in priorities, values, position and personal style. Teams use one of three primary approaches to resolve conflicts: integrative, distributive and mediator. Identify the causes of conflict within an organization as a conflict manager. With regard to leave, five conflict resolution techniques, often found in organizations, are fairly consistent. Try to try to identify the interests of the different parties and not their position, as it relates to the conflict. These points are closely related to descriptions of the so-called Japanese management style. Japanese companies are making considerable efforts to prevent conflict. In this way, more energy is available for constructive efforts to accomplish tasks and compete in the market. Another place where major destructive conflicts are avoided is Intel`s. Conflicts are often the result of disagreement over resources or how to achieve goals.
