Conflict Resolution

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Conflict Resolution
Teams must follow an organizational process that consists of five-steps; attention, need, satisfaction, visualization, and action. The first step in this process is to gain the attention of the team. After gaining attention, the next step is to establish the problem, or issue that may occur and explain why this should be a concern. Evidence constitutes a need to motivate the audience to determine a solution. When there is enough information presented and listeners understand how issues are resolved then satisfaction can be established. Visualizing the big picture suggests ways to avoid conflict and offers a sense of what a solution has to offer once established. The last step of the sequence requires the team to establish a solution so they can offer a specific action that solves the problem. Team members must be willing to keep an open mind and be willing to learn from one another. The group should be aware that the premise of a learning team is a learning process within itself. Constructive conflict creates a higher productivity and energy in a group once roles have been established. Although standards should not focus on a series of arguments and involve verbal negativity among team members, possible consequences can have the potential to teams and the success of the assignment negatively. If the team member in charge of submitting the assignment exhibits a behavior that prevents developing a common goal, it becomes time wasted on overanalyzing the unimportant details. Team members must comply within the standards of team guidelines or the facilitator will need to be notified. Problem-solving is a beneficial approach that must be delicately handled. The person in charge of submitting the assignments should not intentionally mean to submit any paperwork in a manner that assignment criteria is not fully understood while including each member in the process of finalizing the assignment until each member agrees with the finished...
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