COM FPX 3700 Assessment 4 Conflict Negotiation and Resolution CM

The Nature of Team Conflicts

Various factors contribute to conflicts within teams, including disparities in experience levels, diverse opinions, contrasting personalities, and differing priorities. Recognizing that conflict is an inherent part of team collaboration is essential. Instead of aiming to eliminate conflicts entirely, the goal should often be to transform negative conflicts into constructive ones. Such conflicts, when navigated skillfully, can merge differing perspectives to enrich the project outcome. It’s crucial to manage how these conflicts influence the final results, positively or negatively.

Sources of Conflict, COM FPX 3700 Assessment 4 Conflict Negotiation and Resolution CM

 

Discrepancies in experience or educational background can lead to conflicts over the perceived value of team members’ contributions. For instance, an individual with extensive experience might prioritize their views over those of less experienced colleagues, adopting a competitive stance that dismisses alternative ideas. Conversely, a person with a more recent educational background might believe their ideas are more relevant, reflecting the ever-present tension between tradition and innovation.

Personalities and priorities also significantly influence conflict dynamics. The interaction between assertive individuals and those who are more reserved can lead to a clash of ideas and opinions. This diversity, while potentially beneficial, can also escalate into conflict, affecting not just the team but potentially the broader organizational culture and client relationships.

Managing Deflective and Aggressive Behaviors

Deflective behaviors, where individuals shift blame or focus onto others, and aggressive behaviors, including passive aggression and resistance to change, are common in organizational conflicts. Addressing these behaviors involves recognizing the value of each team member, fostering a culture of appreciation, and focusing on positive reinforcement to mitigate negative dynamics.

Approaches to Conflict Resolution

Understanding the root causes of conflict is the first step toward resolution. Emphasizing collaboration allows for a comprehensive approach where all team members’ voices are heard and valued. Leadership plays a critical role in setting clear expectations, maintaining fairness, and promoting an open, respectful dialogue. This approach not only addresses current conflicts but also builds a foundation for positively transforming future challenges.

Negotiation and Collaboration Strategies

Integrating negotiation strategies into conflict resolution emphasizes creative problem-solving and shared responsibility. By encouraging open feedback and valuing individual contributions, this approach enhances team participation and fosters a sense of empowerment and respect among team members.

Through these strategies, conflicts can be not just resolved but leveraged to strengthen team morale and improve outcomes for leaders, staff, and clients alike.

References

  • Angelo. (2019). Managing interpersonal conflict. Nursing Management., 50(6), 22–28.

  • Delak, B., & Širok, K. (2022). Physician–nurse conflict resolution styles in primary health care. Nursing Open, 9(2), 1077-1085.

  • Holmes, Y.M., Beitelspacher, L. S., Hochstein, B., & Bolander, W. (2017). Journal of Business Research, 78, 81-92.

 

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