Conflict Resolution

Conflict Resolution

Introduction

The conflict resolution paper will give a brief description of a conflict and explain how it was resolved. The paper will provide the reason the learning team chose this conflict to discuss and how it relates to each team member. A brief summary will be provided on how the learning team assessed the resolution process and will provide examples of other conflict techniques that could be applied to resolve the problem. In addition, the paper will provide specific conflict management techniques that could be used in the situation. The last part of the paper will provide personal strengths to the solution to the conflict and the concepts the learning team members could use in the future team experiences.

The Conflict

The conflict is a scenario that most of the students have faced in the learning team environment within the University of Phoenix. The conflict is the ability to meet a deadline for an assignment within a learning team or virtual team environment. The learning team is comprised of students located all over the United States within different time zones that are assigned to a team from the professor teaching the course. Once the learning team is appointed to a group, the learning team develops a charter or rules for the group. The charter, the learning team agrees upon consists of goals, ground rules, and conflict management. The learning team is then assigned an assignment, which is due on the third week of the course. The assignment will be broken into sections so every team member can contribute a part of the overall project. The conflict usually appears within the ground rules when the learning team agrees to the assignment deadline so the team can proof read the assignment before the due date. The conflict happens when members of the team do not complete their part on time according to the ground rules. The learning team assignment suffers from the lack of dedication, consideration of others, failure to abide by the ground rules and the ability of some of the team members to complete the assignment on time.

The conflict is resolved by some of the team members of the group. The members, who completed their part of the assignment on time, increase their workload and dedicate more of their time to complete the other member's lack of work. This conflict is chosen because all the learning team members have been faced with this type of conflict within their learning experience at University of Phoenix. The conflict usually arises in every class and affects all students in this challenging classroom environment.

Assessment of the Resolution Process

The resolution process was significantly affected by the limited time all members have to complete the assignment. Decision making and problem solving in groups generates more ideas and procedures better solutions than can individuals working alone (Engleberg & Wynn, 2010). One of the biggest challenges the learning team faces are various time differences and schedules. Each team member provided feedback either on ideas they had to choose as the topic or whether or not they agreed on other ideas. The team quickly came to an agreement based on similar experiences within other learning teams. One member began the process with a clear statement of the assignment. Each of the other members had equal amount of time to offer suggestions and ideas. The resolution process would be considered optimal as everyone had an equal chance to offer ideas for the assignment.

Other Conflict Techniques

There are several conflict techniques which could possibly be utilized in situations such as the conflict encountered. Two such techniques which might be most helpful are the 4 Rs method and the A-E-I-O-U model. The 4 Rs method involves determining reasons for the conflict, the reactions from other group members and the impact of those reactions, results of the conflict and the consequences of such for the group morale and goal, and determining the best resolution for the conflict. Since the 4 Rs method addresses reason, reaction, result, and resolution, this might actually be the best technique and the simplest to use.

The A-E-I-O-U model requires one to assume others mean well, express one's own feelings as they might relate to the conflict, identify what outcome is being sought, outcome one expectations should be made clear to others, and a mutual understanding should be achieved. This technique is also fairly simple and would likely bring quick resolution to any conflict within