needs to complete the assembly of the hot air balloon burners. Lastly, Malcom has started to accuse Julia of not being a team player. According to Kirti (2016), when there is conflict in the workplace it can lead to individuals unwilling to participate in group activities, which breaks down a team. Julia insisting on not providing Malcom tools needed for the project is a great
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PACIFIC: CONFLICT MANAGEMENT4example of what Kirti describes. Also, it describes conflict resulting in the complete breakdown of a team if not properly and quickly managed or resolved.Conflict ResolutionTo prevent further deterioration of this two-person team the leader must actively play a role in managing it. By facilitating a meeting with Malcom and Julia about tasks and process disagreements the leader should also be setting the stage for trust to being built between the group. Trust between team members and leaders is important to resolving conflict (Fritz, 2013). Also, providing them both with learning opportunities can positively impact the team’s motivation and teamwork. Malcom could benefit from training on conflict resolution and Julia could benefit from coaching and training on teamwork and conflict resolution as well. Giving them both tools to deal with disagreements will not only help resolve this conflict but prevent future conflicts and hopefully bring the two team members closer together. Lessons LearnedConflict does not have to always be a negative thing in an organization. There are many things to be learned from conflicts within a workplace. According to Kirti (2016), conflict in the workplace should be looked at as an instrument for others to identify benefits of working together. When teams go through disagreements, they can benefit from stopping and hearing the other persons point of view to further their understanding of the disagreement. That is why a facilitator, like a leader, in a meeting between the conflicting parties is so important. If people
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