Conflict is the result of real or perceived opposition to the actions or interests of others. This can happen internally or externally. Conflict work groups can affect the organization as a whole, and conflict resolution can produce a positive outcome for both parties involved. Constructive conflict is one where the benefits outweigh the harms; it generates productivity, shared decisions that are beneficial for the team. The process of constructive conflict is just as important as the end result. Destructive conflict often arises from rigidly set guidelines, and in most cases this type of conflict produces negative results. Opposing teams in conflict are often subject to personal attacks, threats and hostility. Overall; The main goal is the defeat of the opposition, rather than reaching a resolution that both sides can agree on. Say no to plagiarism. Get a tailor-made essay on “Why violent video games should not be banned”? Get an original essay Unlike destructive conflict, constructive conflict is based on the firm belief that all parties involved can be winners and that the goals involved of both parties are flexible, which makes it possible to find a common link between the two parties. Beneficial conflict relies on a flow of communication and a willingness to accept change. Poor conflict management often limits positive interactions and reproduces destructive conflicts. Some causes of destructive conflict include feelings of inadequacy, hopelessness, lack of empathy, fear of change, and lack of understanding of different points of view. Overall, constructive conflict fuels conversation, employees develop a better relationship between themselves and their superiors – collaboration increases. as well as productivity and in turn promotes equality; on the other hand, destructive conflicts promote inequality and cause friction between relationships. Respect is often lost between colleagues, which often leads to frustration and resentment, which also leads to low productivity and unfinished tasks that have been set. Methods for managing conflict within a team Prepare for resolution by first recognizing the problem so that it can be managed and resolved. In some cases, the problem may be insignificant at first and team members may ignore these early signs. As a team, discuss the impact of conflict on team dynamics and performance. Everyone involved must agree to cooperate to resolve the conflict. This can be done by putting the team first and putting aside your own ideas and opinions. Communication is key, and everyone involved needs to talk about the problem, discuss their feelings, and understand where the other person is coming from in order to move on. You must first understand the situation – clarify everyone’s positions within the team to identify the nature of the problem. conflict objectively, listing the facts, assumptions, and beliefs that underlie each position and the information that is the basis of their beliefs. Analyze the team by dividing them into small groups and find out which facts and assumptions are true. These areas will spark new areas of agreement as well as new ideas and solutions. It is important not to criticize or judge the perceptions of others, but rather to listen to all ideas presented. Each member of the team must be heard and recognized for having a solution. After the dialogue of..