Course Learning Outcomes for Unit V

Upon completion of this unit, students should be able to:

7. Identify problem-solving approaches to resolving conflict between and within teams.

7.1 Explain what is meant by an unhealthy agreement.

7.2 Explain the various team-building options that have been used successfully to reduce team conflict.

Reading Assignment

Chapter 8:

Overcoming Unhealthy Agreement

Chapter 9:

Reducing Conflict Between Teams

Unit Lesson In this unit, we will discuss how to overcome unhealthy agreements and find successful ways to manage conflict within teams. Typically, unhealthy agreements occur when a worker opts to respond positively to the first suggestion a team member makes simply to keep peace and remain positive. This creates a pattern where decisions are made which have not been scrutinized or fully supported by a group. Consequently, this often leads to poor decision making and inadequate team performances (Dyer, Dyer, & Dyer, 2013).

When problems are identified, it is sometimes common for an outsider or consultant to be hired to analyze the team and find a solution. When working with the team, the consultant will sometimes discover that members are behaving in a passive-aggressive manner and simply agreeing with the suggestions of others. Yet, at the same time, these members experience a feeling of powerlessness. When this behavior occurs, team members also tend to blame the team for the condition it is facing. Moreover, they will often become frustrated and dissatisfied with the team if they do not feel members are taking the right strides to meet organizational goals (Dyer et al., 2013).

Being able to speak up and go against the suggestions of another takes skill and courage. Members must learn to take risks and be bold in the midst of their fears. After finding success in offering quality suggestions for consideration, they should become comfortable voicing their thoughts in the future. When teams are unable to resolve problems quickly, an outsider or consultant can take an unbiased stance and ask the following questions (Dyer et al., 2013):

What problem does this team have that you have had a hard time discussing? What decisions have been made lately that you do not agree with?

What actions or decisions would produce the best results for the team over time?

What do you think will happen if you do not discuss your concerns, feelings, beliefs, and suggestions with all members of the team who are involved with the problem?

Team members must realize their input is valued. During the collection of data, it is important that all key members are involved in the sharing of information, typically during a planned meeting. When two or more teams are expected to work together, an inter-team development program may be appropriate. The goal of the program is to develop a problem-solving process that will reduce the existing dysfunctional interaction and allow future problems to be solved before a breakdown in team interaction occurs. In this case, an outside consultant would explain the purpose and format of the program to members of both teams. It is the UNIT V STUDY GUIDE Reducing Conflict to Form