Team Dynamics - Conflict Resolution Strategies People work in groups or teams every day, whether in their career, education, political organization, church, or any other social context. Conflict while working in a team or group is inevitable. When you take people with different backgrounds, personalities, moral and ethical beliefs and put them together in a group, conflict will arise. The key to achieving your team's goals is to build and conquer your goals with the team's greater good in mind. Conflict, when it arises, should be combated and reduced through rapid and thorough resolution techniques. When approached correctly, conflict resolution can create a cohesive and productive team. What is conflict? Conflict, as defined by the Merriam-Webster Online Dictionary, is “a competitive or oppositional action of incompatibles: antagonistic state or action (such as divergent ideas, interests, or people), mental struggle resulting from incompatible or opposing needs, drives, desires . or external or internal requests." Simply put, conflict is the disagreement and disharmony that occurs in groups when differences regarding ideas, methods, and/or members are expressed (Engleberg, Wynn, & Schuttler, 2003). Conflict between teams or groups develops in many ways. In developing an effective team, members will typically experience the five stages of evolution: forming, storming, norming, executing, and updating. The storming and norming phases concern the process of conflict (storming) and resolution (norming). During the assault phase the exact conflict has not yet been identified and therefore chaos, disorganization and disputes are evident. The standardization phase is where the conflict is identified and addressed and resolution strategies are implemented. Effective Conflict Resolution Strategies There are several effective conflict resolution strategies that can be used to resolve conflicts within a team. One such strategy is to identify the source of the conflict and address it directly. Another strategy is to encourage open communication and active listening among team members. Additionally, compromise and negotiation can be used to find a mutually beneficial solution to the conflict. Finally, it is important to seek the assistance of a third-party mediator or facilitator if the conflict cannot be resolved internally. Conclusion In conclusion, conflict is an inevitable part of team or group work. However, by using effective conflict resolution strategies, conflicts can be resolved and a cohesive and productive team can be created. It is important to keep the greater good of the team in mind when addressing conflicts and address them directly and promptly. This way, teams can achieve their goals and work together effectively. References DeJanasz, S. C., Dowd, K. O., & Schneider, B. Z. (2002). Interpersonal skills in organizations. New York: McGraw-Hill. pp. 309-329, 371-393, 241-259. Engleberg, I., Wynn, D., & Schuttler, R., (2003). Working in Teams: Communication Principles and Strategies (3rd ed.) Boston: Houghton-Mifflin. pp. 146-170. Kreitner, R., & Kinicki, A., (2004). Organizational behavior (6th ed.). New York: McGraw-Hill/Irwin. pp. 406-441. Parker, G., (2003). Cross-functional teams: Working with allies, enemies, and other forces