Positive Collaboration is Key
Alessandra (1993) states, “Conflict arises from the clash of perceptions, goals, or values in an arena where people care about the outcome” , indeed, conflicts can stem from a wide range of causes i.e. personality clashes, hostility within the building infrastructure(hot, cold, stuffy etc), restructuring, hostile team rivalry, envy, territory, questionable objectives, irrational behaviour, life styles, shifts in project focus, questionable objectives(worth mentioning twice), the list is endless. Positive conflict can instil healthy competition and drive forward increased performance whilst negative conflict produces undesirable outcomes and reduces motivation levels.
It has to be said though that all conflict will not disappear within teams, but modern management of conflict must instil a sense of purpose and leadership that transfers to making people clearer about what individuals and teams can achieve together.
A concentrated focus on transparent communications will build a positive rapport and trust in which individuals are consulted about important aspects of their life, work and environment. Thomas and Kilmann’s (1976), ideal prescribed conflict resolution strategies is ‘collaboration’, both sides being equal this lends for a win win situation for both parties/teams/individuals.