Conflict and disagreement is inevitable especially when more than one person is working on a shared assignment. In most cases the conflict becomes obvious when the task is running out of time. Does it have enough information for resolving disputes in a team Yes As the article entitled Conflict and Cohesion in a Group noted, conflict is unavoidable in an effective group According to this article, teams with vastly competent members embrace good idea to arrive at the best idea. That is, conflict or dispute in shared task is not some thing that is coming out of personal feeling arising from a negative emotion but is merely coming differences in perspective and ideas. Conflict in a team therefore can be easily resolve and have plenty of information available as its source can be easily identified and course of action is definite.
The above mention article identified the word conflict as often associated with quarreling, fighting, anger, and hostility. But the article stressed that conflict in a team does not involve the expression of negative emotions. The article viewed conflict as the the disagreement and the disharmony that occurs when differences are expressed regarding ideas, methods, andor members Given this definition, conflict is merely within the level of ideas. That is, there is a greater amount of information that can be a potential solution. As the article noted, when treated as an expression of legitimate differences, conflict can be used as the spur to find the wider solution. It means that by exploring the unlimited flow of ideas available, there is greater possibility of arriving at a common opinion that will meet the mutual interest of the parties involved.
What is important in resolving conflict then is, first of all to identify the root cause of the conflict, and to explore for more potential ideas in order to come with a better option.
In order to poster harmony and cooperation in a team, I would to like to include that when a group of individuals are assigned in a shared task, they should first undergo a teamwork orientation that emphasizes on the role of conflict in a given situation. As Porter pointed out, understanding that conflict can, will, and perhaps should occur puts a greater emphasis on the learning team charter (p. 1). In other words, conflict should be seen by the team members as positive issue rather than negative or as friend rather foe that could serve as a roadmap they can use to arrive at its destination (p. 1).
Another thing that I would like to include to provide stronger strategies for the team members is the use of basic guideline duly approved by all members of the team when working on a shared mission. Since conflict usually occur on the level of ideas and opinion, it is important that team members have a common ground for agreement. Otherwise, the discussion or the exchanges of ideas will only lead to an unnecessary delay of the project.
Of course, the goals of the team provide direction towards meeting their objectives but it is a different thing to have a guideline on how they would achieve their goals. The guideline can be in the form of though that posters unity and cooperation, assertiveness and at the same time amiability, and more importantly, maturity and professionalism. With this guideline, every team members though being encourage to expressing their thought, but at the same time being reminded that they also have a duty to listen to the opinion of others in the group, to compromise, or to collaborate with someone else.
The above mention article identified the word conflict as often associated with quarreling, fighting, anger, and hostility. But the article stressed that conflict in a team does not involve the expression of negative emotions. The article viewed conflict as the the disagreement and the disharmony that occurs when differences are expressed regarding ideas, methods, andor members Given this definition, conflict is merely within the level of ideas. That is, there is a greater amount of information that can be a potential solution. As the article noted, when treated as an expression of legitimate differences, conflict can be used as the spur to find the wider solution. It means that by exploring the unlimited flow of ideas available, there is greater possibility of arriving at a common opinion that will meet the mutual interest of the parties involved.
What is important in resolving conflict then is, first of all to identify the root cause of the conflict, and to explore for more potential ideas in order to come with a better option.
In order to poster harmony and cooperation in a team, I would to like to include that when a group of individuals are assigned in a shared task, they should first undergo a teamwork orientation that emphasizes on the role of conflict in a given situation. As Porter pointed out, understanding that conflict can, will, and perhaps should occur puts a greater emphasis on the learning team charter (p. 1). In other words, conflict should be seen by the team members as positive issue rather than negative or as friend rather foe that could serve as a roadmap they can use to arrive at its destination (p. 1).
Another thing that I would like to include to provide stronger strategies for the team members is the use of basic guideline duly approved by all members of the team when working on a shared mission. Since conflict usually occur on the level of ideas and opinion, it is important that team members have a common ground for agreement. Otherwise, the discussion or the exchanges of ideas will only lead to an unnecessary delay of the project.
Of course, the goals of the team provide direction towards meeting their objectives but it is a different thing to have a guideline on how they would achieve their goals. The guideline can be in the form of though that posters unity and cooperation, assertiveness and at the same time amiability, and more importantly, maturity and professionalism. With this guideline, every team members though being encourage to expressing their thought, but at the same time being reminded that they also have a duty to listen to the opinion of others in the group, to compromise, or to collaborate with someone else.
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