Teamwork Turmoil Essay Example

team members need to agree on the decisions and come up with a collective resolution that all team members support. An important benefit of taking time to carefully complete this task is, that when conflicts arise, the team can manage them and resolve them in an effective and efficient manner. It is easier to agree on guidelines and processes before team members are in the middle of conflict. The objective, when working as part of a learning team, is to resolve conflicts in a win-win manner, rather than a win-lose. If one or more team members take a win-lose approach to resolving conflict, the team as a whole will suffer, and the real result will be lose-lose.

Before conflict can be managed, it must be understood. One approach to conflict analysis and resolution is known as the 4Rs Method (Engleberg et al 2003). First, the causes or reasons for the conflict are explored and openly discussed. Secondly, team members look at their own reactions to the conflict. If those reactions are destructive, rather than constructive, individuals can self-correct and take the necessary steps to recommit to team success. Then, identify what the results if the conflict is not resolved, what might happen? Finally, how might the team work together to resolve the conflict in a constructive manner? What approach to resolve the conflict?

Ralph H. Kilmann and Kenneth W.Thomas once the conflict is understood, an appropriate approach can be chosen to resolve it. The Thomas-Kilmann Conflict Mode Instrument identifies five approaches to dealing with conflict: avoidance, accommodation, competition, compromise, and collaboration (Thomas 2002). Because the team in the case study didn’t agree on

an approach in the beginning, each is reacting to the conflict individually, rather than as a team. Onyealisi’s disrespectful and dismissive attitude towards Martin and lack of responsibility with completing exercises is divisive to the group. This along with the personality clashes is causing a deterioration in this team dynamic.

Delery avoided the conflicts among the group by remaining unusually silent through much of the class and by changing the subject when Prasad and Griffin began to argue. Avoiding or denying the existence of the conflict does not cause it to go away. However, there are times when avoidance is appropriate in the team situation. When the situation gets out of control and emotions are running high, avoidance may be the best approach.

Delery gives in and accommodates the others idea to continue the takeaways. This approach is appropriate when the person accommodating does not view the matter as important, or when it is for the group harmony than for an individual perspective on the topic to prevail.

Ideally the team would collaborate to find a resolution that satisfies the needs of everyone involved. It requires creative and cooperative efforts. The biggest roadblock to collaboration usually is the amount of time and energy it requires. Collaboration is generally effective when the team has sufficient time to fully explore the needs, perspectives, and preferences of all team members, and when 100% commitment from each person is needed to accomplish team goals (Wisinski 1993). Not everyone on this team is totally committed to the process.

The mentor of this group has not provided them with the guidance to manage their conflicts. For this

situation, it is best to reschedule the team meeting so that people can collect their thoughts, approach the situation more calmly, and have time to put the conflict in perspective. A good exercise would be to have them work on a resolution plan for future sessions.

Conflict may not be avoided but can be managed correctly. With a commitment to communicating openly and respectfully, the vast majority of learning team conflicts will be readily and easily resolved. With the investment of time in to creating a plan to manage and resolve conflicts will be well worth it when conflict happens.