Wilmot & Hocker (2001) define conflict as a struggle between communicating parties due to the perception of incompatible goals, scarce resources, and interference from others while achieving goals. Conflict is an inevitable part of business; thus, teams must look for the right strategy to manage and resolve conflict and maintain positive working relationships among team members. Numerous research and studies have been dedicated to the study of conflict management styles (Hample and Dallinger, 1995 and Wilmot and Hocker, 2001) and their implication for relational outcomes. I assume many people in our class will describe the specific steps in resolving a conflict in a similar way; therefore, let me take an alternative way to address this issue.
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However, in virtual teams, competitive attitude may not be perceived as such; rather, such behavior may simply be viewed as increased participation. Therefore, competition behavior is expected to have a significant, positive effect on virtual team performance.
- Compromise conflict management behavior, surprisingly, is significantly negatively related to performance.
- Research also suggests that collaboration conflict management behavior is positively related and beneficial to team performance. This behavior is cooperative, problem-solving approach to managing team conflict. It reflects some joint level of concern for tasks, as all parties seek full information and work purposefully toward solution. In virtual project teams, the solution orientation of collaboration behavior should be associated with greater task focus, goal congruity among members, increased participation, and therefore, with increased quality of team performance.
Effective conflict management should include, but is not limited to, the following steps
- Identify the conflict and its effects on team’s performance and
However, in virtual teams, competitive attitude may not be perceived as such; rather, such behavior may simply be viewed as increased participation. Therefore, competition behavior is expected to have a significant, positive effect on virtual team performance.
- Compromise conflict management behavior, surprisingly, is significantly negatively related to performance.
- Research also suggests that collaboration conflict management behavior is positively related and beneficial to team performance. This behavior is cooperative, problem-solving approach to managing team conflict. It reflects some joint level of concern for tasks, as all parties seek full information and work purposefully toward solution. In virtual project teams, the solution orientation of collaboration behavior should be associated with greater task focus, goal congruity among members, increased participation, and therefore, with increased quality of team performance.
Effective conflict management should include, but is not limited to, the following steps
- Identify the conflict and its effects on team’s performance and