Group Dynamics for Teams - Chapter 7 Updated

Chapter 7: Managing Conflict  Conflict is Normal Lack of conflict may be a problem – Unhealthy agreement – Domineering leader – Routine Defensive avoidance Impacts depend on team’s stage of development Conflict management, not conflict resolutio...

Chapter 7: Managing Conflict  Conflict is Normal Lack of conflict may be a problem – Unhealthy agreement – Domineering leader – Routine Defensive avoidance Impacts depend on team’s stage of development Conflict management, not conflict resolution Sources of Conflict  Impact of Conflict Benefits of and Problems With Conflict – Benefits: – Problems: New approaches and Negative emotion and ideas stress Motivates Interference with understanding communication Better decisions Diverting attention from More creativity task Damage cohesion Enhanced organizational Winners/losers commitment Relationship conflicts Determined by Determined by emotional intensity of emotional intensity of the conflict thePublications Levi, Group Dynamics for Teams: Fifth Edition, © SAGE conflict 2016  Impact of Conflict Conflict in Work Teams – Relationship conflict Negative impact on team performance and cohesion regardless of task – Process conflict (Routine task) Detrimental to team performance – Task conflict Hurts functioning on routine task Improves functioning on non-routine task – Task conflict can lead to relationship conflict unless there is trust.  Question 1 The lack of conflict in a team can be a sign of a problem because: – a. Conflict encourages strong leadership. – b. Members may be agreeing with each other just to avoid conflict. – c. Conflict increases “defensive avoidance.” – d. Conflict enhances a team’s communication network.  Question 2 Which of the following is NOT a benefit of group conflict? – a. Conflict can help a team make better decisions. – b. Conflict can help a team overcome obstacles that prevent progress. – c. Conflict can encourage a team to explore new problem-solving approaches. – d. Conflict can encourage a team to confirm its prior beliefs.  Question 3 Which of the following is TRUE about conflict in work teams? – a. Relationship conflicts have a positive effect on team performance. – a. Relationship conflicts have a positive effect on team satisfaction. – c. Task conflict regarding how to perform nonroutine tasks has a positive effect on performance. – d. Process conflicts create disagreements about allocation of resources.  Impact of Conflict Task Relationship Conflict Conflict Psychological Trust Safety  Conflict Management Conflict Management Styles – Cooperative Encourages communication – Competitive Discourages communication Constructive Controversy – Commitment to helping each other – Requires: High degree of trust Psychological safety  Conflict Resolution Approaches Two Dimensions of Conflict – Distribution – Integration  Conflict Resolution Approaches Comparing Different Approaches to Conflict Resolution – Avoidance, confrontation, accommodation Winners and losers Trouble implementing decisions – Collaboration Everyone wins Greater commitment to decisions Best when equal status and time to work through problem Time consuming, difficult  Managing Team Conflicts Preparing for Conflicts – Develop approaches to identify conflicts early on – Support constructive controversy – Psychologically safe environment for disagreements and conflict – Develop cooperation and trust-building – Develop team contracts – Develop norms  Managing Team Conflicts Facilitating Conflicts – Requires developing trust – Outside mediators helpful when issues become too emotional Ensure courtesy and respect Acknowledge all perspectives  Managing Team Conflicts Virtual Team Conflicts – More likely to occur because of miscommunications – Harder to resolve – To manage: Stop using electronic messages to advocate opinions or express emotions Leader intervention Face-to-face meeting  Negotiating Conflicts Win-lose Incompatible interests Win-win Satisfying both sides is possible Improves ongoing relationships Develop integrative agreements  Managing Team Conflicts Integrative Agreements – Separate people from the problem – Focus on the shared interests of all parties – Develop many options to solve the problem – Evaluate the options using objective criteria – Try again  Question 4 The approach to conflict resolution that tries to ignore issues or denies there is a problem is called: – a. Confrontation – b. Avoidance – c. Accommodation – d. Compromise  Question 5 What are the two dimensions by which conflict resolution approaches may be analyzed? – a. Distribution and integration – b. Compromise and mediation – c. Accommodation and negotiation – d. Integration and accommodation