Conflict Resolution
... they will be able to have the project completed by the deadline. Conflict results from differences in peoples personalities. The personality is not the cause of the conflict, but it is an attribute of conflict. Personalities drive people to react certain ways to different situations. Conflict arises based off people’s reactions to the different situations. The personalities of people cause emotions. Based on the situations, the emotions of the parties involved can get carried away and open the gates of conflict. The emotions and the issues that people face in their lives can increase the amount of conflict they have to deal with. Conflicts no matter what the seriousness does not result in anger. There are four levels of conflict. The first is facts or data. This level of conflict is often a result of a communication breakdown. Everyone involved has different information regarding the project. The complete collection of data tends to lead the conflict to disappear or solve itself. The second level is process or method. Issues that develop in process or methods are more difficult to resolve than in facts or data. Each person has their own best way of accomplishing the task at hand. The way to achieve the goal is to use sound problem solving skills. Next there is goal or purpose. There is a difference of opinion about what the group purpose is or the task they need to get done. When everyone listens to each other and accepts the feedback of the team members, this leads to goals making progress. This takes a lot of patience from everyone involved. The final level is values. If everyone allows their personal feelings to enter the task at hand it seem like there is no solution in the near future. This makes dealing with the facts that pertain to the conflict distorted. It may escalate to the point that an outside source may need to be brought in to help with the resolution. There are different stages of deal with conflict. The collection of data will help to determine what the topic is and will allow you to learn a little about the people on the team. There will be subtle hints to suggest if the person is open to ideas, hard headed, or even suggest if the team member is going to be reliable. Once you get the chance to learn a little about the team, then you start asking questions regarding the project that the team is trying to accomplish. It also helps to sit back and listen to the teams ideas. This will encourage everyone to complete their thoughts and place an importance on the teams open communication. People are more willing to participate and contribute is they feel they are making an impact on the final product. If there are still problems you can try to save face. Without criticizing anyone involved begin to work towards a solution that gives everyone a chance to feel that their input was used. This is possible when all feedback pertains to the objective and not based on the persons. The forth phase is to discover a common interest. This takes the focus off the problem and allows the team to refocus to determine what the original conflict was. This will lead to comprise and no one had to feel like they abandoned their beliefs. Any common ideas from everyone involved while trying to discover the common interest can be used to reinforce. The essential point is knowing when to use the data collected. The team should roll up all the feedback that was developed through the process. If there are any areas that the differences still exist the team should sit down and discuss solutions that are partial to all parties involved. It should be the goal to keep the emphasis on the common goals. The final phase is to solidify the adjustments. The team should sit down to review all the work and wrap in all the changes. During this process, the review should be completed be the entire team. The group should summarize the changes that were agreed on. It is also a good idea to ensure that everyone is comfortable with the neutral changes that are being made. The team will be happen because everyone had the chance to give their input and having their ideas listened to. The thing to remember is resolution involves compromise. People deal with conflict in different ways. Avoiding it is one way to deal with conflict. If the problem is not dealt with or it is sidestepped that is avoiding the problem. Avoiding conflict causes stress. The body handles stress in different ways. It can be as simple as a tense feeling in your shoulders, a head ache, or catching a cold. There are proper times to use avoidance. If there is no time to completely deal with the entire issu...