Conflict and Resolutions

Conflict Resolution

According to Engleberg and Wynn (2010), it is rare that a group of people working together for any length of time not express their differences in thoughts and feelings of disagreement. Conflict is defined as the disagreement that occurs within a group when team members express different opinions regarding group procedures, team goals, member ideas, behaviors, and norms (Engleberg & Wynn, 2010). Conflict resolution is a vital skill to possess while working within a group. In this paper we will discuss a group conflict that was recently encountered and the process of how the group came to a solution. We will also discuss the proposed solution, the personal strengths that contributed to the concluded solution, conflict management techniques used to solve the problem, and how the group arrived at a decision.

In a previous Learning Team experience, a conflict arose out of the differences of opinion from a few different team members. One team member stated that posting to the team forum must be kept at a minimum to allow for posts to be easily sorted through at the end of each day. A few of the other team members disagreed with this theory and believed that limiting posts would hinder the communication process. Another member agreed that it was necessary for members to post substantive reply posts to effectively communicate with team members or it may lead to miscommunication within the group that could lead to unproductive time wasted on assignments. The proposed solution agreed upon was to not limit posts, but to post substantial and on-topic posts relating to the current team assignment.

This problem brings forth questions that need to answered. Was a number set in the beginning for posting a set number of times a day? If so can it be adjusted if team members need more? Many times conflicts like this can be resolved with a simple amendment to the rules. The first step is recognizing the severity of the conflict. Many times team members get caught up in the conflict and forget looking for an outcome.

There are a few methods that can be used to help resolve conflict. The "4 Rs" method uses reason, reaction, results and resolution. This method works very well on a team with a good leader. The next method is the "AEIOU" model (Wisinski, 1993) A- assume, E-Express, I-identify, O-outcome, U- understanding. This model uses the team's ability to communicate to resolve conflict. The "Negotiation" method relies on one's ability to compromise and move forward. This method tends to grate on people's nerves after a while if they do not like the compromise, and can create problems later with team dynamics. Not all methods work for everyone, many people try different methods until they find the one that works best for them.