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There would not be any conflicts, but at the same time, no new, and possibly better ideas would be uncovered. Identifying conflicts within a group is relatively easy and can be dealt with in various productive ways. However, what does someone do when they experience personal conflict with someone else? If someone is allowing personal opinions and feelings to influence their job performance, that is something which must be identified and handled immediately. Maybe an individual does not like the way someone dresses, the kind of car they drive, the kinds of hobbies they enjoy or other non-work related issues.
These personal differences can become great conflicts throughout the company, if they are not identified and handled properly. Interpersonal conflicts are probably the number one issue within society. They can influence our lives both professionally and personally. This type of conflict can be identified in all aspects that we experience.
One can let a personal grudge contribute to their workspace and this type of negativity can lead to a non-beneficial work process for the entire company, if it is not properly identified. Identifying conflict among organizations can lead to even greater disaster in the work environment. This type of conflict may sometimes influence millions of dollars and may even lead to the downfall of a company, if it is not identified.
Once both sides have presented their issues, how can it be resolved? This is a question many companies must deal with. An important source of advertising revenue might also be lost for a company, if there is a stigma of conflict attached to a company. There might not be a market for them to make money, if people have negative issues associated with a company and they have allowed these issues to blossom into media problems.
The possibilities for these large issues affecting a company are endless, which is why it is important to identify conflict right away and begin to work on a positive solution. Identifying issues can take on a wide variety of forms. Personal issues, work group related issues and even interorganizational issues are all able to be both beneficial and harmful to a company.
Properly identifying them in a clarifying format is the first step. Once theses issues are identified and one can see how they impede productivity, then they may be resolved in a way that is satisfactory for everyone involved.
Most people feel uncomfortable about conflict. Some people may think that all conflict is non-productive. However, research has shown that the certain forms of conflict can stimulate thinking and viewpoints and is often an important part of the teaming process. There are two main categories of conflict, constructive and destructive. Within each category, there are four identified issues that usually cause conflict: The higher the level of conflict, the more personal it becomes and non-productive it can be Leigh Thompson, et al.
Destructive conflict; also known as Affective or A-type conflict Leigh Thompson, et al. A-type conflict causes the person to lose focus of team goals and issues while closing the mind to new ideas and opinions. Other effects of A-type conflict may cause witnesses to the negative behavior to limit their future views, ideas, and suggestions.
Productive conflict; also known as Cognitive or C-type conflict Leigh Thompson, et al. If team members are educated on how to recognize and handle this type of conflict, C-type conflict can help stimulate creative thinking, causing people to think in different ways and arrive at different solutions while not being afraid to express those viewpoints and opinions to team members.
To get the best result often means looking at a situation from several different points of view. The key to C-type conflict is to keeping it impersonal. Nothing good can come from A-conflict and there is much to be gained from C-type conflict. How do you discourage one and encourage the other is the question. Key factors for promoting an atmosphere where C-type conflict prospers and A-type conflict is stunted, lies with the teams understanding of conflict to begin with.
Key elements of any charter must include the handling of conflicts combined with early education of team members as to how to handle conflict situations.
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