Presently, one of the issues faced by management is managing conflict within a team or an organization. Conflict need not be bad; it can a constructive part of team building as long as it its outcome is positive. Managed effectively, conflict can be a key to leveraging differences of interest to arrive at creative solution (Thompson, Aranda, Robbins, 2000, p.235).
However, the challenge in managing conflict is to allow argument within the team or organization without affecting the ability to work together. .
Conflict may be functional or dysfunctional. If the outcome of the conflict results in a group's improvement, it is functional. Conversely, if conflict hinders a group's performance, it would be dysfunctional. .
This plan will evaluate conflict as a part of organization, the outcome of the conflict and how to manage conflict. In addition, the plan will also identify and discuss the strategies used for effective conflict resolution while maintaining group cohesion. .
When conflict springs up within a team, an established logical process is vital for resolution. Groups that use a formal process can turn the conflict into an opportunity and set the implementation of the resolution for a successful and positive outcome.
The approach a team uses for handling conflict is the difference between an effective or non-effective outcome. Because individuals in a team usually have different opinions, cultures, perspective, experience and expertise, a team environment is fertile ground for conflict to occur. .
Conflict can be distinguished based on the context in which they occur. Conflicts can happen in any of these three contexts:.
1. Interpersonal conflict.
2. Intergroup conflict.
3. Interorganizational conflict.
There are many strategies available for dealing with conflict. It is a manager's job to select the best strategy suited for a particular situation. Five possible approaches to conflict management are: avoidance, accommodation, compromise, competition, and collaboration (Thompson et al.
