Modern Whig Party of America Whig Academy Leadership Course Lesson 14: Managing Group Conflict

Table of Contents
Introduction..................................................................................................................................3 In this Lesson...............................................................................................................................3 What is Conflict?.........................................................................................................................3 Causes of Conflict.......................................................................................................................4 Styles of Managing Conflict: Overview.......................................................................................4 Styles of Managing Conflict: Aggressive/Confrontational........................................................4 Styles of Managing Conflict: Assertive/Persuasive...................................................................5 Styles of Managing Conflict: Observant/Introspective..............................................................5 Styles of Managing Conflict: Avoiding/Reactive........................................................................5 Styles of Managing Conflict: Use All Conflict Management Styles..........................................6 Managing Conflict Situations: Suggestions for Conflict Management....................................6 Review Exercises........................................................................................................................6 Summary......................................................................................................................................8

Introduction
Welcome to the lesson Managing Group Conflict. MWP supports the belief in the TEAM Together Everyone Achieves More. As a leader, you have found that when groups work together for a common purpose, the results can be very positive in achieving group goals. Although having different perspectives, ideas, and personalities are overall very positive to the group, they can also lead to misunderstandings and tensions which may result in conflict within the group. As the leader, it is important to recognize when unresolved conflict exists within the group and when to step in and manage the conflict. In this lesson you will learn more about how to manage group conflict.

In this Lesson
This lesson explains the definition of conflict, causes of conflict, and the four main styles of managing conflict, and general suggestions for conflict management. By the end of this lesson, you will be able to: Define conflict. Describe how conflict may benefit groups. Assess and apply different conflict management styles.

What is Conflict?
It is important that we understand what conflict is, its causes, and how to recognize it. Conflict is when the concerns or methods used to accomplish goals of two or more people appear to be incompatible. However, when managed, conflict actually can be very good for a group. Managed conflict can: Stimulate interest or curiosity and provide the means for the problems to be heard and possibly resolved. Increase group cohesiveness and performance and promote personal growth and personal change. The challenge of leadership is to maximize the positive aspects of conflict.

Causes of Conflict
When managed properly, conflict can be positive. However, when conflict goes unresolved, it can lead to issues within the group. Common causes of conflict include the following: Different goals and values Scarce resources Unclear direction for the group Lack of communication Different goals and Having different backgrounds and perspectives within the group is values positive. Differences can come in the form of different beliefs, values, goals, and ideas which can lead to conflict when making decisions. Scarce resources Includes money, supplies, equipment, space, and even people. When decisions are made on how to use resources, group members will have different ideas of how they should be used. Unclear direction If the group is unsure of its direction and leadership, the group will for the group not have a common goal to work toward. Lack of Without open and honest communication within a group, there is a communication lack of knowledge about the workings of the group. Can lead to false assumptions and ultimately result in conflict.

Styles of Managing Conflict: Overview

There are four main styles for managing conflict: 1. Aggressive/Confrontational (take charge). 2. Assertive/Persuasive (give and take). 3. Observant/Introspective (thinking). 4. Avoiding/Reactive (never happened). Let's discuss each conflict management style in more detail.

Styles of Managing Conflict: Aggressive/Confrontational

One way to manage conflict is by using the Aggressive/Confrontational (take charge) style. Using

this conflict management style may be beneficial in the following instances: When time to make the decision is limited or when the group cannot make a decision. When you know something that the group does not or cannot know. This style should not be used on a regular basis because the group may respond with resentment and not be willing to help with decision making in the future.

Styles of Managing Conflict: Assertive/Persuasive

Another way to manage conflict is by using the Assertive/Persuasive (give and take) style. Using this conflict management style may be beneficial in the following instances: When it is important to have solutions that everyone buy-in". When the solutions to the conflict issues are important to everyone or when you need to work through hard feelings among group members. When this style is used regularly, the group may respond with trust and cooperation.

Styles of Managing Conflict: Observant/Introspective

Another style of managing conflict is by using the Observant/Introspective (thinking) style. Using this conflict management style may be beneficial in the following instances: When the goals are moderately important and it is beneficial for the group members to make the final solutions or when an expedient solution is not needed. When it is not worth the potential disruption involved in using a more assertive mode to have the solution your way. When this style is used regularly, the leader might be seen as weak and not able to make a decision or as uncaring about issues.

Styles of Managing Conflict: Avoiding/Reactive

Another style of managing conflict is by using the Avoiding/Reactive (never happened) style. Using this conflict management style may be beneficial in the following instances: When the issue is only of little importance or when you see no chance of satisfying your concerns and you have little power to make a change, such as someone's personality. When the potential costs of confronting outweigh the benefits of resolution. When this style is used regularly, the leader might be seen as a person who is not in tune with the group or one that does not see the conflict around them.

Styles of Managing Conflict: Use All Conflict Management Styles

Even though you may find that one of these conflict management styles is more effective for you, it is important to be able to understand and use other styles when dealing with conflict. As a leader, you need to know your group, determine what is causing the conflict and intervene appropriately. Discovering your behavioral reactions to different situations gives you information about how you affect others. Effective group leaders analyze the situation, the members and the conflict. The leaders then choose a technique that best fits the circumstances.

Managing Conflict Situations: Suggestions for Conflict Management

Working with people is never easy. As you learn to confront conflict, you will learn to anticipate the resolution. Sometimes issues cannot be resolved without the conflict that brings them to the surface. You will need to look at it through neutral eyes and never take sides or have a personal ownership in the conflict. Now take a moment to review the Conflict Management Points to see characteristics of effective conflict management. There are many points to consider, including being consistent, being a leader, and bringing out the best in the group and of course, above all don't lose your sense of humor.

Review Exercises
1. What are the benefits of group conflict? Bold all that apply. a. Locate those who lack a team-oriented attitude. b. Increase group cohesiveness and performance. c. Promote personal growth and personal change. d. Stimulate interest or curiosity and provide the means for the problems to be heard and possibly resolved. 2. When is it appropriate to use the Aggressive/Confrontational conflict management style? a. When time is limited. b. When it is important to have solutions that everyone buys in to. c. When goals are moderately important. d. When you see no chance of satisfying your concerns and you have little power to make a change, such as someone's personality. 3. When used regularly, which style of conflict management may appear weak? a. Aggressive/Confrontational. b. Assertive/Persuasive. c. Observant/Introspective. d. Avoiding/Reactive. . 4. Which of the conflict management styles results in group trust and cooperation? a. Aggressive/Confrontational. b. Assertive/Persuasive. c. Observant/Introspective. d. Avoiding/Reactive. 5. Which conflict management style should you use? a. Aggressive/Confrontational. b. Assertive/Persuasive. c. Observant/Introspective. d. Avoiding/Reactive. e. It depends on the situation.

Summary
Congratulations! This completes the lesson Managing Group Conflict. In this lesson, you learned the definition of conflict, causes of conflict, the four main styles of managing conflict, and general suggestions for conflict management. Trying to resolve conflict can be difficult when you are dealing with another person while trying to manage conflict within the group. Using varying styles of conflict management to resolve different situations can be challenging at first. However, as you begin to identify the issues and personalities involved, you will see how important it is to be in tune with your group. You should now be able to: Define conflict. Describe how conflict may benefit groups. Assess and apply different conflict management styles.

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