Briefly describe a conflict within an organization or team with which you are familiar.
Identify the source(s) and level of the conflict and support with evidence. Describe the steps taken to resolve the conflict or, if it is an ongoing conflict, propose steps to resolve the conflict. Clearly describe a minimum of 3 conflict outcomes that could reasonably occur as a result of the conflict resolution. Support your reasoning for each possible outcome.
A
conflict within the team is choosing who the right leader must be. The team is
divided into choosing a person who has the knowledge and expertise but lacks
charisma and leadership capabilities, or a person who has charisma and
leadership capabilities but does not have extensive knowledge and expertise.
Because the team has yet to determine the right leader, it is not able to do
the tasks and responsibilities that need to be accomplished and thus has
remained unproductive.
There
are certain steps that can be followed by the team to make sure that this
conflict can be resolved. First, it is important that the conflicting parties
are able to sit down together and discuss their points and arguments (Collins,
2008). They have to be given the opportunity to explain why they think that a
knowledgeable or charismatic person has to be the next leader of the team.
Second, once the arguments of the conflicting parties have already been
explained and heard, the team needs to vote for the person who they think
deserves to be the next leader of the team (Rahim, 2010). The person who gets
the majority of the votes will win and become the next leader of the team. If
there are protests about the results of the voting process, they can be
entertained but only if there are valid reasons for these protests. Third, the
newly elected leader of the team will have to establish his or her rules or
policies so that the team can finally move forward with the tasks and
activities that it needs to do. It is the responsibility of the new leader to
unify the whole team and ensure that the members know the specific roles that
they have to do so that they can be productive and help deliver excellent
results over the long term.
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There
can be three conflict outcomes that could reasonably occur as a result of the
conflict resolution. First, the conflict within the team can be resolved
completely. This will happen once the result of the voting process is very
conclusive and the winner is very clear. The team needs to vote for the person
who they think deserves to be the next leader of the team. The person who gets
the majority of the votes will win and become the next leader of the team. Once
the new leader is able to finally take charge of the team, then it can be
concluded that the conflict has already been resolved completely.
Second,
the conflict within the team can be resolved partially. This could happen once
the result of the voting process is not very conclusive and the winner is not
very clear. It is important to remember that if there are protests about the
results of the voting process they can be entertained but only if there are
valid reasons for these protests (Eunson, 2012). The protests will naturally
delay the resolution of the conflict, so even if there is already a new leader
that has won the voting process, the results of the protests must be settled
first before the new leader can finally assume his position.
Third,
the conflict within the team can be resolved but emerge once again. This could
happen once the new leader proves to be unable to perform his or her
responsibilities effectively and has only led the team to underperform. Thus,
this situation will pave the way towards the need for the members of the team
to choose a replacement, and they will have to argue once again as to who
deserves the leadership position best. The members of the team will be involved
in a conflict once again.
Cited Works
Collins,
S. (2008). Managing Conflict and
Workplace Relationships. Stamford, CT: Cengage Learning
Eunson,
B. (2012). Conflict Management.
Hoboken, NJ: Wiley
Rahim,
A. (2010). Managing Conflict in
Organizations. Piscataway, NJ: Transaction Books
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