Business Teams and Conflict Is essay

Download this essay in word format (.doc)

Note: Sample below may appear distorted but all corresponding word document files contain proper formatting

Excerpt from essay:

The results of this study showed that while teams may have reported using strategies from the same conflict resolution categories, the way that they applied those strategies to resolve different conflicts was often associated with very different patterns of change in performance and satisfaction (Behfar and Peterson, 2008).

There are two interrelated theoretical contributions that this study shows. The first is to provide facts about how teams manage task, relationship, and process conflicts along with the performance and satisfaction tradeoffs associated with choices in conflict resolution strategies. The second is the fact that participant driven categorization of team conflict management does loosely map onto current individual-level conflict management typologies (Behfar and Peterson, 2008).

Additions that can be made to current literature from these results come from comparing management of the three types of conflict between different outcome patterns. The researchers felt that rather than applying mapping on an individual-level of conflict management styles onto the findings, the results of this study would be better characterized by a different set of criteria. These being the criteria for team viability: "(a) The team must meet the expectations of those who receive their work (i.e., performance); (b) the team needs to satisfy the individual needs of members in the group experience (i.e., individual member satisfaction), and (c) the process the group uses (e.g., conflict management tactics) must enhance its ability to work together in the future" (Behfar and Peterson, 2008).

Many people and organizations view conflict as a negative thing and definitely something to be avoided. But conflict, differences, or disagreements are a natural result of people working together. Without conflict, teams can become content and not perform at their best levels. The challenge becomes how should the team be prepared to deal with conflict and how should the team leader work through it. Conflict arises from the conflict of perceptions, goals, or values in an arena where people care about the outcome. If the management of conflict is not effective, it can totally disrupt the entire group process. When conflict escalates to a level that disrupts the group and gets in the way of accomplishing its goals, then it has become dysfunctional. Managing the balance is the key to effective groups. Another way to classify conflict is by focusing on its origin (Broom, 2009).

Constructive conflicts happen when: people change and grow personally from the conflict, .the conflict results in a solution to a problem, it increases involvement of everyone affected by the conflict, or it builds cohesiveness among the members of the team. Destructive conflicts exist when: no decision is reached and problem still exists, it diverts energy away from more value-add activities, it destroys the morale of the team members or it polarizes or divides the team (Broom, 2009).

Conflict is inevitable as long as people are working together in groups. It is how these people deal with the conflict that determines whether the group will be successful or not. The study that was looked at for this paper shows that although the groups all deal with conflict in different ways. They may all use the same set of tools, but each uses these tools in their own ways in order to deal with the conflict at hand. A set of circumstances that may be a conflict for one group, may not be a problem at all for a different group. So the fact that each team deals with conflict in a different way is not surprising.

This study did a good job of proving their theory and supplying enough evidence to back up their claims. The article that was looked at did a good job in presenting the study in a way that was understandable. It made good comparisons to theories that already exist and yet showed how the new evidence that was discovered in this research could help to supplement the existing theories. The article had a good current reference list that lent credibility to the facts that were presented in the paper. Overall this article was every enjoyable and enlightening.


About Conflict. (n.d.). Retrieved May 6, 2009, from Academic Leadership Support Web site:

Behfar, Kristin. And Peterson, Randall. (2008). The Critical Role of Conflict Resolution in Teams: A Close Look at the Links Between Conflict Type, Conflict Management

Strategies, and Team Outcomes. Journal of Applied Psychology, 93(1), 170 -- 188.

Beyea, Suzanne and Nicoll, Leslie. (1997). Selecting samples for research studies requires knowledge of the populations of interest. Retrieved May 6, 2009 from bNet Web site:

Broom, Michael. (2009). Managing Team Conflict. Retrieved May 6, 2009, from The Center for Human Systems Web site:

Concept Map. (n.d.). Retrieved May 6, 2009, from Web site:

Managing Conflict. (n.d.). Retrieved May 6, 2009, from Know Your Watershed Web site:

Managing Conflict in Work Teams. (n.d.). Retrieved May 6, 2009, from Web site:

Qualitative vs. Quantitative Analysis. (n.d.). Retrieved May 6, 2009, from Web site:

Survey Questions. (2005). Retrieved May 6, 2009, from Super Survey Web site:

What is an Empirical Study?(n.d). Retrieved May 6, 2009, from Yahoo Answers! Web site:[continue]

Cite This Essay:

"Business Teams And Conflict Is" (2009, May 06) Retrieved December 1, 2016, from

"Business Teams And Conflict Is" 06 May 2009. Web.1 December. 2016. <>

"Business Teams And Conflict Is", 06 May 2009, Accessed.1 December. 2016,

Other Documents Pertaining To This Topic

  • Team Building Conflict Resolution Team

    Each person should share their thoughts and comments. The overall goal of the project should be agreed upon by the group that relates to the finance organization's objectives to reduce costs and improve customer service. A timetable should be established by the project manager, of subsidiary goals and responsibilities. Leadership roles should be delegated to individual team members to meet these objectives, such as creating new training schemes, new marketing

  • Business Summaries This Chapter Addresses the Reasons

    Business Summaries This chapter addresses the reasons that one should study business and businesses to begin with. The authors make the point that they do not intend for this to be a narrow study that just focuses on particular examples of successive and failed businesses, although it will include case studies too. But the major point of studying business, the authors write, is to provide a larger sense of what is needed

  • Conflict in the Workplace Workforce Within Organizations

    Conflict in the Workplace Workforce within organizations, whatever the level, constitutes one of the most important resources within such environments. Harmony among the human resource and shared vision among employees is one mandatory factor in ensuring that goals are appropriately met. Conflict if however, one inevitable occurrence in the workplace and organizational leaders has to deal with it appropriately (Flagan & Craig 8). Conflict in organizations neither occurs nor happens in

  • Team Conflicts

    Team Conflict Situation Psychology For the purpose of this paper, I am a leader of a team that is working together to complete a project of significance. Unfortunately, but not surprisingly, there is a conflict between members of my group. The conflict is escalating, which is problematic, as the deadline for the project is approaching and again, the project holds significance for us and the company for which we work. The nature

  • Conflict Resolution in Work Teams

    Conflict Resolution in Work Teams When managers speak of teamwork, they usually have a vague mental picture of individuals in polite discussion. They may envision people willingly assisting others from a different part of the organization. Such groups or behaviors may or may not constitute teamwork. True teams exhibit a high level of social structure. Their members have specific behaviors that move the group towards specific goals. We often mistake an absence

  • Team Conflict Resolution the Objective

    3) Enforcement of Teams Rules - This is not a technique that is desirable but is to be used when team members refuse to be team players; 5) Retreat - This allows individuals a cooling off period and is effective when there is not a real problem but only the perception of one. 6) De-emphasis - This is a type of bargaining that emphasizes the areas of agreement. (Townsley, 2006) Teams require some

  • Team Dynamics Is an Interesting

    Other elements that could lead to conflict include asynchronicity, the perceptions of what is appropriate for public and for private online spaces, and the limitations of reading and writing. These elements can lead to misunderstanding and to often needless conflict. To avoid potential conflict arising from such misunderstandings, the authors suggest making "I" statements, which would allow the persons involved to understand the feelings behind the statements. Assumptions, as mentioned

Read Full Essay
Copyright 2016 . All Rights Reserved