Choosing Your Battles
Choosing Your Battles
Mustafa Q. Faisal
Southern New Hampshire University
Nov. 2014
Choosing Your Battles
The conflict phenomenon has great role in all human life conditions, we can see the conflict among people, groups, organizations, and nations. World War I and II are best examples. Many organizations see the conflict as wasting of time and money, and should be avoid it. On the other hand, other organizations translate the conflict as important factor to great constrictive and high performance teams, by transforming the differences to functional conflict.
There are many ways to manage the conflict between team members, according to Kinne (2000), we can ensure sufficient discussion between work group if we established a principle for discussion. The conflict can improve decision-making strategy, and the productive teams are the teams who can manage the conflict effectively (Eisenhardt, 1997). According to Thomas (1976), the managers can manage the conflict in the organization if they developed conflict literacy, measured conflict style, build conflict management, and involving top management, as key elements to control the conflict.
How Would You Ensure Sufficient Discussion Of Contentious Issues in a Work Group? How Can Managers Bring Unspoken Conflicts Into The Open Without Making Them Worse?
According to Robbins & Judge, (2013), the group members have to feel safe psychologically to discuss the work issues (p, 427), the hesitation is another factor that hinders the individuals expressing their opinion. To ensure sufficient discussion among the group members and everyone has a chance to speak, we may need to divide the group into smaller units because of the individuals have less opportunity to participate in large groups. For instance, group members’ discus in pairs for limited time after that, expand it to four and compare their opinions. This method is a preparation for the general discussion (Kinne, 2000). The discussion goal
Mustafa Q. Faisal
Southern New Hampshire University
Nov. 2014
Choosing Your Battles
The conflict phenomenon has great role in all human life conditions, we can see the conflict among people, groups, organizations, and nations. World War I and II are best examples. Many organizations see the conflict as wasting of time and money, and should be avoid it. On the other hand, other organizations translate the conflict as important factor to great constrictive and high performance teams, by transforming the differences to functional conflict.
There are many ways to manage the conflict between team members, according to Kinne (2000), we can ensure sufficient discussion between work group if we established a principle for discussion. The conflict can improve decision-making strategy, and the productive teams are the teams who can manage the conflict effectively (Eisenhardt, 1997). According to Thomas (1976), the managers can manage the conflict in the organization if they developed conflict literacy, measured conflict style, build conflict management, and involving top management, as key elements to control the conflict.
How Would You Ensure Sufficient Discussion Of Contentious Issues in a Work Group? How Can Managers Bring Unspoken Conflicts Into The Open Without Making Them Worse?
According to Robbins & Judge, (2013), the group members have to feel safe psychologically to discuss the work issues (p, 427), the hesitation is another factor that hinders the individuals expressing their opinion. To ensure sufficient discussion among the group members and everyone has a chance to speak, we may need to divide the group into smaller units because of the individuals have less opportunity to participate in large groups. For instance, group members’ discus in pairs for limited time after that, expand it to four and compare their opinions. This method is a preparation for the general discussion (Kinne, 2000). The discussion goal
References: Central Intelligence Agency, (2014). The world factbook. https://www.cia.gov/library/publications/the-world-factbook/geos/iz.html Eisenhardt, K. M., (1997). How management teams can have a good fight. Harvard business review, 75(4), 77–85. http://www1.umn.edu/humanrts/edumat/hreduseries/hrhandbook/copyright.html Kinne, T. (2000). The human rights education handbook, human rights resource center, University of Minnesota, law school, room 437. Robbins, S.P. & Judge, T.A. (2013). Organizational behavior. upper saddle river: person (p, 427). Thomas, K. (1976). A survey of managerial interest with respect to conflict, academy of management review. 19(2), 315–318. https://www.cpp.com/pdfs/conflict_whitepaper.pdf