Handling Team Conflict

1 Handling Team Conflict Conflicts are normal among teams, and it is necessary to apply appropriate strategies to resolve them. There are various ways of handling team conflict, including the dominating, accommodating, collaborating, compromising, and avoiding styles. People who use the dominating style demonstrate assertiveness and aim to get their way when urgent action is required on important issues. Conversely, the accommodating style reflects cooperativeness and is appropriate when it is important to maintain harmony. The compromising style includes aspects of both cooperativeness and assertiveness and is appropriate when both parties have equal power or equally important goals.

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HANDLING TEAM CONFLICT

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The avoiding style lacks elements of both cooperativeness and assertiveness and is suitable when handling unimportant situations, dealing with the issue is costly, and the chances of winning are slim (Daft, 2014). Lastly, there is a high degree of cooperativeness and assertiveness in the collaborating style, and its goal is for both parties to win. It is appropriate when the concerns of both parties are very important, and they need to arrive at a consensus.

I handle conflict through the accommodating style as the score for this approach is 3. My scores for the other styles are lower. I scored 2 for the dominating, collaborating, and compromising styles and 0 for the avoiding approach. I prefer the accommodating style because I do not like hurting other people’s feelings. Moreover, I always try to resolve disagreements with others. I also quickly agree with my opponents when they make good points during arguments.

The most difficult style to use is the avoiding approach. I feel that it is necessary to argue about differences so that they can be resolved. Furthermore, I do not like avoiding people who want to discuss disagreements. I also prefer to voice my views about issues than keeping them to myself. However, even though I am weak in the avoiding conflict strategy, it might be more effective in situations where I need to wait to get more information before voicing my opinion or if the issue is trivial.

HANDLING TEAM CONFLICT

3 Reference

Daft, R. L. (2014). The leadership experience. Cengage Learning.