Conflict Management Strategies

Conflict Management Strategies

Name

Tutor

Course

Date

1. Explain in detail how you plan to prepare for this meeting. Should you approach your peer, the maintenance superintendent, ahead of time? Why or why not? Is there anyone else you should invite to the meeting?

Preparing properly before the meeting and chairing strongly during the meet is the best defense against conflicts. I will approach my peer, maintenance superintendent ahead of time to be on the same page before the meeting. This help will us find solutions and talk with one voice during the session. Also, approaching my peer, the maintenance superintendent will help develop a reputation for running a tightly structured meeting ahead of time. There is fewer chances that individuals who attend the discussion try to pursue their agendas if we develop a reputation for running the meeting tightly. Taking all factors into consideration, I will prepare thoroughly to avoid conflicts in my meeting. It will particularly ensure that my expectations match what the team can handle. I will know my team well enough to be aware of the tension that may arise among them and develop techniques to manage them. I will move back my agenda by questioning the team members to identify the conflict’s immediate cause if conflict and anger arise. Also, I will design questions to get the team members to state their issues and problems clearly. I will guide the team members to focus on group energy, rational thinking, and encourage learning and problem-solving. I will send out the schedule in advance and request the team to agree to it when the meeting begins.

2. There is a good chance a heated discussion will ensue as the merits of both group’s opinions are shared. Which conflict management strategies (choose 3) might you use in a situation like this? Explain your responses.

Conflicts take place frequently in any workplace. The negative implications include increased employee turnover, decreased client satisfaction, and dysfunctional teamwork (Behfar et al. 170). Studies show that conflict resolution skills training can lead to employee satisfaction, improved collaboration, and productivity. The common fundamental principles of all the systems are that:

• Conflicts are inevitable, and that both negative and positive consequences can take place depending on the conflicts are managed.
• The results are likely to be best with active engagement instead of avoidance.
• Employees should be motivated to deal with conflict.
• Emotional, behavioral, and emotional skills can be obtained.
• Emotional skills need self-consciousness.
• The environment should feel safe and neutral.

I might use conflict management strategies like accommodation, compromise, and collaboration in a situation like this.

Accommodating other team members would be one way of finding amicable solutions. People who do not essentially fear to discuss through conflicts can, however, never have any demand of their own. Rather, such team members bend over backward to house other individuals’ needs and solve the disputes (Behfar et al. 170). An accommodating conflict resolution strategy does not permit all information or viewpoints to be tabled. Accommodating individuals unavoidably downplay their feelings or hold back their frustration. During conflict management sessions, accommodating people can ideally be encouraged to state their needs to move towards collaborations.

A compromising conflict resolution technique aims to settle on solutions that are considered fair. No one completely gets their way because everyone works together.s Each member of the team instead makes sacrifices to make sure every team member has a small prize of consolation.

Collaborating to find solutions is the best conflict resolution strategy. Collaborations maximize the cooperation and assertiveness capability of each individual in the team. All team members speak up to explain their needs, and the team collaborates to do what is essential to meet everyone’s needs to the greatest level possible after the full picture has been painted (Behfar et al. 170). All team members leave happy and contented. Collaboration is worth striving for, even if it may not always be possible. Disputes too often arise because of poor communications and misunderstandings. A truly collaborative environment is established if everyone on the team is ready to state their needs and assist other people’s needs.

 

 

 

 

 

 

Works Cited

Behfar, Kristin J., et al. “The critical role of conflict resolution in teams: A close look at the links between conflict type, conflict management strategies, and team outcomes.” Journal of applied psychology 93.1 (2008): 170.