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Running Head: CONFLICT RESOLUTION
Conflict resolution techniques
A disagreement amid two opposing ideas is what is called conflict. Conflicts normally arise
when people with similar interests differ in their opinions. Causes of conflicts include one having
a bad day, poor communication, power struggle, and intergroup competition. Conflict resolution
is key when conflict arises. The technique used to solve the conflict depends on the conflict and
its nature. For the agile coach to change the dynamics of the team experiencing the conflict, below
are the techniques that can be used.
The first step of conflict resolution is accepting the conflict itself. The agile coach,
therefore, needs to accept the conflicts immediately he sees the signs (Wandberg, 2017). The agile
coach then will need to discuss the conflict with the rest of the team members since it affects them.
The worrying team members should release their hard opinions and come to a middle ground with
the agile coach. Communication at this point is important and everyone should open up. The power
struggle is best resolved with this technique. The agile coach should play a middle ground role to
resolve the conflict having all the team members.
The agile coach should take the first role of discussing with the worrying parties. The agile
coach should give each party a humble time to air out their grievances. The agile coach then could
come up with a concrete idea that will form the middle ground for the conflicting parties. Perhaps,
a team member who complains about the developer who broke the building means that the
developer and team member are in conflict (Wandberg, 2017). This matter is made worse by team
members seeing the developer as being selfish and is to be voted out. The agile coach should
approach the matter with a lot of wisdom since the rest of the team members are against one. This
can be achieved by the coach getting middle ground for all conflicting parties and finding a lasting
solution to all. Good conflict resolution ensures everyone is satisfied.
The forcing technique is the final technique. When it is difficult to come to a common
ground the agile coach may consider enforcing an idea that is fair to all the conflicting parties.
From this point, the agile coach may set rules that will ensure that in future no cases of similar
conflict arises. The advantage of this technique is that a fairground is reached without fear or favor.
This technique is best to fight conflicts.
Common causes of conflicts in teams
An individual's behavior is the main cause of conflicts in a team in which team members
differ in opinions. This paper seeks to explain the causes of conflicts and possible approaches that
can be made by the agile coach to mitigate the conflicts.
Poor communication: Good communication is important for team members to connect and
agree. In the event of poor communication, a message can be misunderstood and this may lead to
conflicts. The reason is that poor communication leaves gaps which can lead to wrong
assumptions. The agile coach needs to train team members on how to communicate so that they
can be able to relate well.
Competition: In a team, members are always working and competing on who is the best. This
can be in terms of leadership. This will lead to conflicts as some will lose and others will win. The
agile coaches should always promote the culture of equality where everyone works to achieve the
goals of the team not that of the individual (Jacob Bercovitch, 2017). Team members should
appreciate the effort of others and always learn that they complement each other. Once the
competition is eliminated, conflict is avoided to a higher degree.
Pros and cons of a conflict resolution technique
In case of conflicts, conflict resolution is important to enhance harmony among team members
for a better working environment (Cheldelin, 2014). Some team members will however not feel
okay after conflict resolution but just agree with the resolution for the sake of peace. We, therefore,
explore the pros and cons of different resolution techniques.
Compromising technique: The worrying parties may not be comfortable with the solution
that has been reached but just compromise for the sake of peace. The pros are that it saves time, it
is a win-win for the conflicting parties as all the parties are treated equally. The disadvantage is
that the resolution may not last for long as one party may feel left out in the resolution process. In
the long run, trust issues may arise in the members who took part in the resolution process.
Cooperating technique: Cooperating as team members in every situation affecting the team
is important. This can be very paramount in the conflict resolution process. Once this culture is
cultivated, the worrying parties will always find a solution to their differences. The pros for this
technique include win-win for both parties, Res...
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