Team Building for Conflict Resolution - Essay Example

?Running Head: Team Building for Conflict Resolution Team Building for Conflict Resolution [Institute’s Team Building for Conflict Resolution Team building is one of the most important and conducive features of any project. Since the expansion of the industrial sector and establishment of huge multinational corporations and small and medium enterprises, the concept of working together in large and small groups has breached the former limitations and people are now mostly working in forms of groups and teams- small, medium, and large. In such a scenario, bringing people together and asking them to work in cohesion makes even more sense. Considerable literature in management and corporate sector is devoted to the effective management of teams in the work environment and solutions to the problems they face (Scott, 2009). Conflicts are an ingrained and in-built part of the human psyche. In our everyday lives, whatever roles we play, wherever we live or work, conflicts are naturally occurring all the time. Even in such compact structures as families, which are supposed to be naturally caring and altruistic, conflicts arise all the time. The notion of conflict emerges from the notion of diverse mindsets. In any situation where two or more people come together on a common ground and think for a common problem or agenda, it leads to conflict. Since no two people are alike and no two minds work the same way, people naturally end up disagreeing or thinking differently from their other counterparts, which leads to the emergence of conflicts (Payne, 2001). One may ask, why solve conflicts? A better question may be, why is so much attention devoted to conflicts and if lack of attention on conflict resolution leads to any adverse outcomes? Well, there are multiple answers for that. First, the conflicts arise due to the differences of opinions and the emphasis here is on differences. Differences usually hold a negative connotation to them; however, having a wide range of options to choose form makes the ultimate solution much more creative and better. Thus, solving conflicts is important because it is through the process that one attains a mutually agreed-upon, more compatible and enhanced solutions to the issues. Secondly, solving conflicts is also important because it is through them that the human resource of any organization stays cohesive and bonded. If conflicts are not resolved aptly and efficiently, it might lead to severe damages in relationships and inefficiency in working together and effective communication (Morris et al, 2008). Now one might ask, what can be done to resolve conflicts, if any arises? Well, the answers to these questions are many depending on different contexts in which conflicts arise. First, conflict should be perceived in a positive light rather than pessimistically. Managers should encourage conflicts to take on in the positive direction and stimulate lateral thinking than arousing opposing parties to hold grudges against each other. Conflict resolution must also entail the element of listening out the other parties’ arguments. Many times people do not listen to others and make certain assumptions regarding their beliefs and attitudes only to regret later. An effective communication tool is to be able to listen to other people and more importantly, empathize with them. Imagine a case scenario in which Mr. Alex and Mr. Brown had an argument over the interface of the new layout of the website that was launched by their company few months back. Before their first meeting about the topic at hand, the manager sent out an email to both of them stating the agenda of the meeting and explaining that Mr. Alex has a tech-savvy background and he suggests that the interface should be of aqua theme. Mr. Brown who has been a loyal employee wanted the theme to be more professional, something along the lines of white and black. When they met for the first time, Alex came with a pre-conceived assumption that he has an edge over Brown since he has more credentials in the field than Mr. Brown. Thus, when Mr. Brown put forward his idea, Mr. Alex cut him short and started criticizing. In this scenario, if Mr. Alex had listened to Mr. Brown effectively and let him finish what he was saying, he may have understood that both the ideas could have very well be synchronized into one more effective and better-looking idea. Thus, the effective listening is vital in conflict resolution. One way to impart such significantly important concepts in conflict resolutions is to call motivational speakers to talk to members of the organization. However, it might not be an ideal choice since many people do not like being lectured or told what to do directly. In fact, a better way is to draft a practical activity, which can engage many people at the same time and convey the purpose of the activity with subtlety. One such activity that as this paper proposes should be considered as an excellent team—building exercise for conflict resolution is human knot (Mackin, 2007). Human knot is an excellent activity for promoting teamwork and collaboration and to show how a problem can be solved by mutual support of one’s peers and breaking off is not the only option to achieve one’s individual motives. Rather, having a group of people can facilitate the process of finding solutions to one’s problems. How is this activity carried out? First, around ten to twelve people are brought together in a circle. Then, the anchor asks them to shake hands with the person standing next to them using only their right hands. Once, all right hands are busy, the anchor asks the participants to join their left hands with those who are not standing next to each other. In order to do so, the participants of the activity will create a knot out of themselves- hence, the name. Then, the participants are supposed to untie themselves back to the circle without letting go of the ties they made through their hands. This activity is very interesting and helps to evoke tolerance and collaboration amongst coworkers and peers. The activity can be conducted in mostly all settings, preferably in large rooms with empty spaces. All the members from all levels can involve themselves in the activity, evoking a sense of equality and fraternity. The activity of human knot gives out some important lessons. First, it teaches that human interaction is always complex and intricate and that it leads to tension and conflicts very conveniently. Second, it teaches that every problem, no matter how complex it looks in the beginning, has a solution to itself. All one needs is a clearer perspective, hope of being back to normal again and a strong collaboration and teamwork by other members of the organization. References Mackin, D. (2007). The team building tool kit: tips and tactics for effective workplace teams. AMACOM Div American Mgmt Assn. Morris, R. A., McWhorter, B., Sember, A. (2008). Project management that works: real-world advice on communicating, problem solving, and everything else you need to know to get the job done. AMACOM Div American Mgmt Assn. Payne, V. (2001). The team-building workshop: a trainer's guide. AMACOM Div American Mgmt Assn. Scott, V. (2009). Conflict Resolution at Work for Dummies. John Wiley and Sons. Read More