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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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First clarify the conflict
Find a safe place to discuss it
Give everyone opportunity to talk
investigate the situation
discuss with everyone and agree for the best solution.

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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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be self aware
clear expectation and clear communication
in understandable language.
Be open to questions. Seek clarification.

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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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some symptoms of team conflict
lack of communication
Anger
productivity slowdown
anxiety
loss of trust.

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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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Group 2: Aliya , Asif Newaz, Jiayin, Banujan

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Some source of team conflict
Diversity in idea
lack of communication
lack of effort
Language barrier
Competition over resorce and many more but this are some conflict that most of the team face.

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There are some styles to manage the conflict:
- Avoidance: involves backing off and trying to side-step conflict; changing the subject; walking away
- Accomodation: involces giving in to the demands  of others
- Competition: stresses winning a conflict at the expense of the other person involved
- Compromise: attempts to find the middle ground ini a conflict
- Collaboration: uses other-oriented strategies to achieve a positive solution for all involved

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To deal with the destructive conflict and change it to the constructive one:
- Care more about partners, the others
- Avoid assumption, check perception frequently
- Listen actively
- Helps to build new insights and establishes new pattern in a relationship
- Try to avoid win-lose perspective

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Symptoms happen as a process:

- Prior: become aware that there are differences
- Beginning: frustration awareness, the differences in the relationship are increasingly problematic
- Middle: active conflict, bring frustration to the attention of others, express struggle, become active to be displeasure
- End: resolution: try to manage the conflicts, not all conflicts can be resolved

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Some sources of team conflicts:

- The differences make incompatibilities:
+ Different goals
+ Different ways of the solutions
+ Different emotions

- Express struggle:
+ Express displeasure to each other

- Can not achieve a goal
+ claim responsibilities to each other

-   Not listening actively, misunderstanding, and make wrong assumption, then act differently

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Constructive criticism
Group Norms
- agreement

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all conflicting members communicate their problems with eachother and have one person act as a moderator to create an incentive all parties of conflict can agree on

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Collaborative mindset
- open to suggestions
- inclusion
Collective approach to constructive criticism
Remaining optimistic/realistic

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- Moderation
- eg. one person tries to moderate the members

- Assign roles that have clear objectives
- eg. Delegate work evenly

- Feedback
- eg. everyone communicates their feedback to eachother

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- Time Managament
- Relevant solutions based circumstances
- Solution can be measured

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High context work cultures, procrastination in group members, lack of responsibility and accountability.

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- have a conversation to hash out the tension and hold them accountable
- have members talk about their perspectives and why they feel the way they and how they can communicate it

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- Goal oriented
- Productive Discussion
- Participation from each member

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lack of communication
divided attention
lack of progress
not open to others' opinions

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Mutual understanding by diffusing any hostilities. Speaking clearly, understanding other perspective.
Having a mediator to be a middleman.

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- negativity between team members
- decreased productivity
- task may not be completed in time
- team members may disband/quit

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before it happens:
- assign roles to each team member depending on background and get feedback
-break down the assignment to small pieces
-  introduce each other before the assignment starts

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- Poor Productivity
- Not meeting deadlines
- Bad communications
- Possible member resignation

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Communication: interacting with each other and being able to reach a mutual and consensual agreement to an issue.

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Listen before acting, discuss culture differences beforehand, ask for everyone's opinion, be concise in explanations.

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Regular meetings to discuss issues, conflicts and conundrums that members wish to bring up in order to dissolve them earlier. Must ensure that it is a safe space and that everyone feels that they can share.

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negative body behaviour ( arms crossed, rolled eyes, bold eye contact. aggressive tone, long breaths)
silence
lack of patience

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-tension in the environment and arguments

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John T, Nirav, Sudip, Terry

- Cultural Barriers
- Diversity in Ideas
-Language Barriers
-Lack of effort
-Lack of Motivation
-Poor sense of goals

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- opposing opinions
- cultural differences
- miscommunication

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Ignorance
ambiguity
unmotivated individuals
dominating individuals
clashing of ideas
time management/organization
lack of direction

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-conflicting opinions

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idman, Daisy, yvonne

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Symptoms include clashes of personality, lack of communication, low motivation to complete project, different cultures.