The Conflict Resolution Process in Teams Research Paper

The Conflict Resolution Process in Teams - Research Paper eccentricOf all resources an organization has in its disposal none is perhaps as relevant and important to the success of the organization than the human resources.Human resources if managed rise strike the key to the success of the organization. According to (Cranny, Smith, & Stone, 1992) human resources output is higher when the employees go bad as a police squad than it is the case when employees do not work as teams. A synergetic effect is what results when organizations embrace team spirit. However, creating functional and efficient teams calls for expertise, tolerance and a lot of motivation on the part of the organization. Teams enable employees to crop their potential and therefore increase job performance. A team consists of members with diverse experience, skills and qualification, cultures and business backgrounds. To an organization, this translates into the potential for success. However, as (Cranny, Smith, & Stone, 1992) notes team building process is a ambitious process that can present numerous challenges to the management.However, teams have disadvantages such as reduced independence of talented and capable workers, social loafing as easily as bureaucracy hence time wastage (Schermerhorn, Hunt, & Osborn, 2005). Tajfel and Turner, (1979) classifies teams into functional teams which consist only of members drawn from various departments, self-managed teams which are formed to meet some specific goals and objectives and function with little or no supervision, task forces are teams constituted to oversee completion of specific projects, while process improvement teams are comprised of experts as well as technocrats in a given field.Formation of working teams presents the following challenges to leaders establishing strong team leadership, difficulty in establishing positive interpersonal relationships, business of the teams failing to meet set goals which translate to wasted resourc es as well as the possibility of members of the team failing to adapt well into the team. These challenges lead to conflicts in the group. As (Cote, & Morgan, 2002) notes, conflicts are not necessarily detrimental to the success of the organization. If well-resolved conflicts have numerous advantages and disadvantages alike. If well-managed conflicts serve as a bonding experience and an opportunity for the team members to learn and reunite something which results in the team emerging more strong, and ready for the challenges ahead. According to (Sims, & Manz, 1995) in modern business organizations, teams are indispensable something which explains the reasons for meetings and committees in intimately modern organizations.