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Conflict

Conflict is the struggle between persons or forces that have opposing needs, visions, wishes, or external and internal demands (Merriam-Webster, 2006). To understand how conflict resolution strategies are used first people must understand how conflict arises and ways to identify it before they can resolve it. Resolving conflict can be very challenging but understanding and implementing conflict resolution strategies can help people grow in their personal and professional endeavors.  
Conflict is inevitable and may arise for many reasons. Some reasons are differing values, expectation, resources, attitudes, perceptions, needs and miscommunication. People have different backgrounds and personalities. People view and feel differently about the same topic. Sources of conflict can be substantive, procedural or affective. Substantive conflict deals with ideas and issues.   Procedural conflict involves methods and affective deals with the affect on the group. Conflict can be considered either positive or negative. Growing and changing from a conflict is considered both positive and constructive. Some advantages of positive conflict are that it may encourage change and boost morale (Keil, 2000). Constructive conflict may also increase team members involvement in the project. It also helps build cohesion among the team. Negative conflict is destructive. Examples of negative conflict are anger, resentment, opposing views and personality clashes. Destructive conflict may be conflict that is avoided or still exist. It may have a negative affect on the overall team’s morale (Capozzoli, 1999).  
People can identify conflict using two different techniques the 4Rs Method (Engleberg, Wynn, & Schuttler, 2003) and A-E-I-O-U Model (Wisineski, 1993). The 4Rs Method has four steps and they all begin with the letter R. The first step is Reason, in this step people explore the reason for the conflict and openly discuss it. Next is Reaction. Team members should look at their reactions to...