|
|
This is only a preview of the paper
Click here to register and get the full text.
Existing members click here to login
|
|
|
“Got Conflict?” Everyone in America has, at some point in his or her lives, faced conflict. It may be internal or external, personal or work related; affective or effective conflict, but we have all had it. Most of us, face conflict on a daily basis. Though conflict is commonly thought of us a destructive or negative perception, we have the power to turn it into constructive or positive conflict. When a team faces conflict, it is crucial that they identify, manage and resolve the conflict immediately so that they can work together to accomplish the team’s goal or shared vision.
Indeed, conflicts have an important roll in team. A strong team is evaluated by how that team deals and manages conflicts. Learning to deal conflict is learning to accomplish team goals or team tasks. However, the team that wants to manage conflict, has to know where are conflicts? How does it appear in the team? When the team perceives those problems, they solve it more easily in healthy way. So, an identifying conflict and an understanding conflict are an important step for conflict resolutions.
Many research have found that there are two basic types of conflict. One is affective conflict, and another one is cognitive conflict. The affective conflict is typically destructive to team work. The cognitive conflict is significantly constructive to team work. The flowing illustration is good visual conception of conflict.
Why is affective conflict destructive or dysfunctional to a team? Observably, by fig 1 above, affective conflict is tendency of one-self or self-defense more than the effort to accomplish team task. “Affective conflict interferes with the effort people put into a task because members are preoccupied with reducing threats, increasing power, and attempting to build cohesion rather than working on the task. ... The A-type conflict can be visible or hidden and attempt to burn valuable energy or block the ability of the team to conduct its task. Therefore, each member in team is always aware and calm while facing with this type of conflict. Just so, the team can deal with it easily and has healthy solution for this type of conflict.
While, the cognitive conflict is constructive or functional to a team. ... Other words:
Cognitive conflict is often effective in stimulating creativity because it forces people to rethink problems and arrive at outcomes that everyone can live with. This is why having divergent views in a team is beneficial for creativity and innovation. For example, when a majority of members in a team is confronted by the differing opinions of minorities, the major is forced to think about why the minority disagrees.
Approximate Word count = 2145
Approximate Pages = 8.6
(250 words per page double spaced)
|
|
|
|
|
|