Conflict Management

There are three major elements of successful team for the perfect functionality of group activities within the society. The elements meet the performance goals of the individuals within the society. They enable the members be composed of what they are learning and gaining from being a part of the team. All the future success of specific groups depends on the collaboration of the group member. The academic research related to the teamwork reports that the conflict among the members disrupts effective teamwork. The influence of conflict on teamwork is not open it can increase the divergent thinking and lead to improved problem solving. It also stimulates defensiveness by distracting members from effective problem solving and generating interpersonal animosity.

Before any conflict happen in all team they get managed but the presence of the conflict has little bearing on whether one team is more successful than the other. The success of every team in the society depends on how the team handles conflict when it comes. There are different patterns linked with effective conflict management .The various patterns enable the members to make proficient decision making on how to deal with the conflict situations within their work environments.

The patterns enable the teams to solve the confliction situations putting the situations under control in a jovial mood. The effective teams create strategies to do both but the majority of teams concentrate on one than the other. The conflicts flare up if the teams are not ready and willing to accept and deal with the problems creating the conflicts in the society.

Underperforming teams are struggling with issues of unwillingness to address and deal with the conflict problem because of much politics on possible solutions to problems. The performance of most of the teams is affected or inhibited by the lack of rapid response to the prevailing conditions.

In terms of individuals satisfaction with the team distinguishing factor is how proactive verses reactive the team approach is to conflict management. The teams are proactive in identification and addressing of conflicts before they intensify making them more satisfied.

Teams operating in a reactive mode in the conflicting situations become more surprised or keep the team in constant active mode with less team members. It is always safe that only limited teams would not like to prosper or succeed in their projects. The teams with constant conflicting issues find themselves not developing because of the continuous tensions between leveraging individuals.

The higher performing teams create conflict resolution strategies exposing how the individuals need to contribute to their team and how the contribution serves their interest. The low performance teams focus more on appeasing individuals and addressing idiosyncrasies.

There are various differences on how the conflict is managed in quadrants making people to apply various techniques in handling the conflicts.

The conflict management teams are distinguished into two main groups the high performance teams and the low performance teams. They are further subdivided into various quadrants identifying the correct problems.

Quadrant 1: The ideal team

The team creates process to foresee or anticipate conflict allowing the teams to perfectly and quickly resolve and prevent the conflict from spreading if any case it happens.