Conflict Resolution

Conflict Resolution
Name of Student
Name of Institution

Conflict Resolution
Question One
Conflict is a serious disagreement between people or a group of people. It also refers to some form of friction or discord arising within a group. Conflict solution requires an application of conflict style. To such extent, conflict styles refer to strategies or skills used to solve a conflict. According to Ayub, Alqurashi, Al-Yafi and John 2017, different skills can be applied to solve conflict because some conflict styles involve a thoughtful, cooperative approach while others involve either a competitive or passive approach. Giving in/ accommodation, standing your ground and compromise/ collaborations are some of the conflict styles I have encountered while working in groups.
Based on what I have learned in the course, I will have a change of approach in my approach to conflict. From my experience, I would be comfortable to apply collaboration as an approach to conflict because it involves listening to both sides, discussing areas of agreement and goals to ensure that all parties understand each other. In other words, collaboration is good because it applies thinking creatively to resolve the problem without concessions.
Question Two
Group Cohesion strategies refer to methodologies applied to ensure unity and togetherness among a group (Ayub, Alqurashi, Al-Yafi and Jehn, 2017). Team member selection, objective identification, keeping communication open is the group cohesion strategies that I will apply in future.

Besides, I would apply promotion of trust, assistance in conflict resolution and encouraging feedback as group cohesion strategies.
Team member selection entails careful selection of team members based on their abilities to for productivity (Martínez-Moreno, ornoza, Orengo and Thompson, 2015). To strengthen teamwork, team member selection pairs workers who get along in the same category. Objective identification refers to the identification of firms’ visions and mission. For teams to work cohesively, all members must understand the team objectives. Moreover, objective identification ensures cooperation towards achieving the set goals.
Keeping communication open ensures the flow of necessary information. Communication is important in successful team building because it ensures workflow. Assisting in conflict resolution entails helping in solving conflicts that may derail group productivity. Encouraging feedback can promote the development of group cohesion. Here, it ensures that workers give feedback on the functioning of the team. Notably, group cohesion strategies strengthen group work because they encourage workers to work together in peace (Martínez-Moreno, ornoza, Orengo and Thompson, 2015).
Question Three
Decision-making style is the selection of a procedure to weigh alternatives and find a solution to problems Martínez-Moreno, ornoza, Orengo and Thompson (2015) states that decision-making styles may be directive, conceptual and analytical. Conceptual decision-making style is my preference. I prefer the style because it is more concerned with long-term results and brainstorming of alternatives. In the application of conceptual decision making in my future group work, I will consider all the possible alternatives, weighing the options and coming up with the best decision.
Question Four
After taking this course, I confidently state that I have gained enough knowledge to solve any future problems. For instance, I have learnt that the importance of catering for everyone’s interest in problem-solving (Martínez-Moreno, ornoza, Orengo and Thompson, 2015). Therefore, my approach to solving future problems will entail understanding everyone’s interests, believing the best solution is one that caters for the interests all parties. I will then document the agreement reached to help think through the details and implications.
References
Ayub, N., Alqurashi, S. M., Al-Yafi, W., & Jehn, K. (2017). Personality Traits and Conflict Management Styles in Predicting Job Performance and Conflict. International Journal of Conflict Management, 28(5), 671-694.
Martínez-Moreno, E., Zornoza, A., Orengo, V., & Thompson, L. F. (2015). The Effects of Team Self-Guided Training on Conflict Management in Virtual Teams. Group Decision and Negotiation, 24(5), 905-923.