Conflict can be defined as a clash between two parties that arises out of differences in attitudes, requirements, thought processes, interests, understanding, or perceptions. A conflict exists when two or more people do things that are mutually inconsistent with other people’s interests or values. Conflicts usually follow a certain process with different layers. A conflict starts with a misunderstanding which then leads to other differences such as interests, viewpoints, values, and then interpersonal differences. It starts when one party perceives the other as opposing its interests. Since people are not the same, conflicts are natural and they are everywhere.
Conflict is inevitable in a team because of the diversity that exists in a group with people with different motivations, interests, values, and personalities. However, leaders must work hard to minimize conflicts in a team so that they can promote a positive corporate culture with increased team morale. Although many people perceive conflict as negative, leaders can identify positive aspects of disagreement and therefore increase the success of the team. A positive conflict allows people to be considerate when it comes to divergent ideas and alternatives (Jit, Sharma, & Kawatra, 2016). It allows teammates to have higher participation and the team members get more committed to the decisions and goals of the team. There are clarification and reassessment of issues that help in cohesion as people learn more about each other. Positive conflict leads to a permanent solution that brings peace and harmony to a team. Contrary, negative conflict in a team leads to high tensions, and at the time of argument, anger and animosity may have been building up over time. It then leads to discrimination, bullying, and harassment of teammates (Jit, Sharma, & Kawatra, 2016). The conflict then diverts important energy to less important issues. The team then becomes polarized and the morale of the group reduces leading to failure.
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The common scenario of conflict that I encounter is when people disagree based on differences in thought processes, interests, and attitudes towards things. I witnessed a scenario whereby two teammates who were also best friends differed in the way they were to execute a project they were assigned to carry out by their supervisor. One of the teammates wanted to execute the task in a certain way which the other person was not willing to do. The difference in the thought process between the two led to a conflict to a point where they were no longer friends.
Conflict resolution is a process through which an issue between two or more parties is resolved to reach a peaceful state. The first thing to do before starting to resolve a conflict in a team is to understand it and thereafter declare your interest or position in the conflict. At this point, it is important to define the source and cause of the disagreement by gathering as much information as possible that will help in resolving the issues (Wallensteen, 2018). To get the necessary information, it is critical to use questions such as, “when did you feel upset,” when and “how did it happen.” For a person not to be biased, it is vital to allow both parties to give their perspectives and views about the issues. It is then crucial to look beyond the issues under contention since the triggering issue might be minor but the underlying conditions might be many and of great magnitude. After establishing the cause, ask the parties to give solutions to their conflict to stop the parties from contesting and begin to cooperate to find a solution. Then find a middle ground that the parties agree on and give them the advantages of collaboration and cooperation (Wallensteen, 2018). Then allow the parties to shake hands or any other method that would signify agreement and peace between the two based on the solution developed in the previous step.
In Matthew 18:15-17, Jesus said that if a brother sins against a person, the person should go and tell him while they are alone, however, if he does not listen, take another person and so that he may mediate the two of you but if he does not listen take the matter to the church for consideration. Romans 12;17-21 says that a person should not pay evil with evil but rather consider doing what is honorable for everyone and strive to live peaceably with other people. The verses also prohibit vengeance.
References
Jit, R., Sharma, C. S., & Kawatra, M. (2016). Servant leadership and conflict resolution: a qualitative study. International Journal of Conflict Management .
Wallensteen, P. (2018). Understanding conflict resolution . SAGE Publications Limited.
