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Conflict in Teams

2. Sociology 110: Teamwork, Collaboration, and Conflict. DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION. Objectives. Identify sources of conflictDifferentiate between healthy and unhealthy conflict in teamsUnderstand the five conflict management stylesExamine individual preferences for man

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Conflict in Teams

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    1. DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Sociology 110: Teamwork, Collaboration, and Conflict Conflict in Teams Sociology 110 Week 4 Faculty Notes

    2. 2 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Objectives Identify sources of conflict Differentiate between healthy and unhealthy conflict in teams Understand the five conflict management styles Examine individual preferences for managing conflict

    3. 3 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Sources of conflict Scarce resources Lack of information Conflicting values, interests, or belief systems Power imbalances Physiological (illness) Hidden agendas

    4. 4 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Healthy conflict in teams Identification and discussion of issues by team members Utilization of appropriate listening and questioning skills Team members’ ability to manage strong feelings Team members’ ability to separate interests from positions Willingness to discuss issues and needs to mutual resolution (win-win) Individual use of critical thinking skills Allows for change to occur

    5. 5 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Unhealthy conflict in teams Individuals are identified as the problem(s) instead of issues Distorted communication, rumors, gossip, innuendos, secrets and collusion among team members Inappropriate displays of strong emotions, such as anger and frustration that could lead to violence in the workplace Individuals are synonymous with positions; polarization Team can fragment Escalation of issues Higher authority, could lead to legal actions

    6. 6 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Five conflict management styles/modes (Thomas-Kilmann, 1976) Avoidance Accommodation Competition Compromise Collaboration

    7. 7 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Avoidance Low concern for results/assertiveness Low concern for people/cooperation Uncomfortable with conflict May believe that agreement is not possible Lose-lose orientation

    8. 8 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Accommodation Low concern for results/assertiveness High concern for people/cooperation, Uncomfortable with conflict May be willing to sacrifice own needs in order to meet the needs of another Lose-win orientation

    9. 9 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Competition High concern for results/assertiveness Low concern for people/cooperation May enjoy conflict and sacrifice relationships with others in order to win Win-lose orientation

    10. 10 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Compromise Moderate concern for results/assertiveness Moderate concern for people/cooperation May not see that a win-win is an option Will give up some interests for others- meets some needs Win/lose: lose/win orientation

    11. 11 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Collaboration High concern for results/assertiveness High concern for people/cooperation Strives to meet the needs of all parties Win/win orientation

    12. 12 Sociology 110: Teamwork, Collaboration, and Conflict DRAFT developed by Brent Duncan--NOT FOR DISTRIBUTION Discussion Questions What communication strategies can be used to prevent healthy conflict from evolving into unhealthy conflict? Identify your own conflict management style/mode, and discuss examples of where your preference has served and/or hindered your team? Provide examples from the workplace where conflict has affected positive and negative change. How did the conflict management styles/modes used in these situations influence the outcome?

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