How can group conflict be effectively resolved
What Is Group Conflict?
The word "conflict" frequently brings to mind scenes of rage, brawling, and other unpleasant ideas that leave victims battered and injured. It's not unusual for conflict to arise at work, but it's not necessarily constructive. However, it isn't necessarily a drawback. Let's discuss conflict in more detail, including what it is and how we perceive it.
Conflict occurs when two individuals or organizations disagree and the conflict results in friction. One party must believe that the other's point of view will adversely affect the result.
Types of Conflict
Disputes over expectations and results
This happens when each person has a unique expectation for the outcome. Conflict may arise, for instance, if one student expects to receive the highest possible grade but another student is unwilling to put in the necessary work. Conflict can arise, for example, if one student insists that the group meet every other day for the duration of the project, but another student is unable to do so.
Relationships conflict
This type of conflict frequently arises when two or more individuals have personalities or traits that are incompatible, and it may be challenging to control your negative emotions about it. A student may disagree with another student's opinion or dislike the way that person behaves. Another example is when two team members want to lead the group but aren't willing to support one another. One teammate may prefer to study in complete silence, while the other may need loud music to focus.
Process conflict
When there is disagreement over how tasks will be completed, conflict results. The group may be unable to decide how to assign tasks, who is responsible for what, who makes final decisions, or even the date of the next meeting. What if there was a way to resolve all of these conflicts, which have the potential to make us feel, stressed and overwhelmed? Organizational psychologists can help you with this process.
Causes of organizational conflict
Listed below are a few scenarios that frequently result in conflict in organizations:
A lack of dialogue
Someone may reach incorrect conclusions if they lack the knowledge required to perform their duties. Similarly, misinterpreting a statement made to an employee by a manager or coworker can result in conflict within the organization. It's crucial to take into account how other people could interpret your words and behavior at work as a result.
Different ways at different times of personalities
There may be clashing priorities, values, and work styles when people with vastly different personalities are required to work together. Contradictions, however, might be avoided by promoting mutual understanding of individuals and their respective work processes.
Unclear expectations
Conflict in the workplace can result from managers being vague about their expectations of their staff. The things that employees are supposed to be doing to succeed may cause them to become frustrated or confused. This is especially obvious when their manager sends back work with unhelpful feedback after they believe they have done something correctly.
Uncertain obligations
When a problem arises but no one takes ownership of it, conflict may result. Employee disputes over who is in charge of what tasks are also possible. This is why having clearly defined roles at work is crucial for everyone.
Unfair resource allocation
Insufficient resources for all employees can lead to rivalry and conflict in the workplace. For instance, other departments may feel that their employer favors the sales department if it receives a sizable portion of the budget. A perception of favoritism can negatively impact employee morale because people may believe they aren't receiving the resources and recognition they deserve. Preventing worries about favoritism can be achieved by aiming for resource balance.
How to manage group conflict and ways to resolve it
Recognize the conflict
Ignoring a problem may result in more controversies, disagreements, and even hurt feelings. While discussing it openly may not be pleasant, it will enable everyone to focus on finding a solution. Just keep in mind that while yelling your problem at someone might help you get it out of your system, it doesn't always result in the solution we're looking for. Always act respectfully and with consideration for both you and the other person. Respect for others and decency must always be utterly destroyed. Seek support from the Best psychologist in India or search for the Best psychologist delhi”
Communicate
The group will be able to know exactly where everyone stands and where a grievance may be coming from with the help of open and honest communication. Make sure you listen, are respectful, and express the situation and your feelings in a clear manner. You should also be ready to accept that others may have different perspectives.
Observe and then try to resolve
Give people space, including yourself, listen, and try your best to bring understanding. We all come from different backgrounds and have different experiences that can affect how we understand what it means to communicate. This will enable the group to begin attempting to resolve the ensuing conflict.
Think about what you can do
No one is perfect, but taking stock of our role in the situation and owning it can be a great way to grow. It can also frequently encourage others in the group to do the same, though not always. You shouldn't have to force anyone to understand their role; just be aware, accept responsibility, and move on. That in any case never results in anything.
Create a group leader
The selection of a group leader may be advantageous. This is done to act as a mediator rather than to give one person complete control or decision-making authority over the group. If a decision is split 50/50 among the group, a leader can make sure that everyone is heard or act as the decision-maker. They may also be in charge of ensuring that the project stays on schedule and that everyone is happy. Remember that a true leader understands when to follow the lead; the title "leader" only refers to one's roles and responsibilities, not to who we are as individuals.
Keep in mind the significance of the group's relationships
It's not necessary to get along with everyone in your group to maintain good Relationship counsellor with them, but it will probably be more helpful if there are no squabbles during the project. You must be able to collaborate with a wide range of individuals in the workplace. Try to remember the bigger picture and constantly remind yourself to treat everyone with decency, respect, and composure.
Speak with your consultant
Speak with your Counseling psychologist if none of these measures are working or if the problem is more complicated. They can advise on the following steps, and an open line of communication will keep them informed of the group's progress. Group work can be challenging, so always remember to look after yourself, look after each other, and ask for advice or take Online counseling if you need it.
You may also make an appointment with well-known, certified psychologists at the Psychowellness Centre. for mental health therapy. The center is spread over Delhi NCR, Janakpuri, Dwarka, Faridabad, and NOIDA.
Contribution: Dr (Prof) R K Suri, Clinical Psychologist, life coach & mentor TalktoAngel & Ms. Varshini Nayyar, Psychologist.
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