A platform for research: civil engineering, architecture and urbanism
A platform for research: civil engineering, architecture and urbanism
Conflict Management
This chapter discusses how recognizing and managing conflict is a necessary part of leaders' responsibilities, as conflict directly affects team productivity. Healthy conflict leads to better and more informed decisions being made for the sake of the project and is not only desirable but also mandatory in collaborative teams as a way to avoid falling into dysfunctional behavior. Continued team effectiveness demands that leaders offer conflict resolution appropriate for the interest of the team and its performance. Pleasing personalities often use the unassertive but cooperative approach in an attempt to satisfy others on the team while subjugating their own needs or beliefs. Someone with a high concern for their own needs and low concern for others' needs often uses a forcing conflict management style. They exhibit aggressive, uncooperative behavior and use intimidation, threats, and positions of authority to get their way at the expense of others. The collaborating conflict management style is one in which a person has equal regard for others' needs as well as his or her own. They are committed to the team working cooperatively to resolve issues and pursue results that are in the best interest of all parties either by incorporating aspects of multiple solutions or by choosing the collectively agreed upon option.
Conflict Management
This chapter discusses how recognizing and managing conflict is a necessary part of leaders' responsibilities, as conflict directly affects team productivity. Healthy conflict leads to better and more informed decisions being made for the sake of the project and is not only desirable but also mandatory in collaborative teams as a way to avoid falling into dysfunctional behavior. Continued team effectiveness demands that leaders offer conflict resolution appropriate for the interest of the team and its performance. Pleasing personalities often use the unassertive but cooperative approach in an attempt to satisfy others on the team while subjugating their own needs or beliefs. Someone with a high concern for their own needs and low concern for others' needs often uses a forcing conflict management style. They exhibit aggressive, uncooperative behavior and use intimidation, threats, and positions of authority to get their way at the expense of others. The collaborating conflict management style is one in which a person has equal regard for others' needs as well as his or her own. They are committed to the team working cooperatively to resolve issues and pursue results that are in the best interest of all parties either by incorporating aspects of multiple solutions or by choosing the collectively agreed upon option.
Conflict Management
Smith, Ryan E. (author) / Carraher, Erin (author) / DeLisle, Peter (author)
2017-03-15
13 pages
Article/Chapter (Book)
Electronic Resource
English
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