Sample Solution

understands the conflict correctly.

Validate feelings: After acknowledging the issues it is very important to understand the cause of the issues. Try to confirm if the negative feelings like frustration or anger are the reasons behind the cause of the conflict.

Apologize: Always apologize for mistakes. This will help people move on and forget the anger.

Conflict Management styles

The way in which a conflict is managed determines the success or failure of a team. There are different models to analyze the conflicts. The following are the different types of conflict management styles (Aritzeta, Ayestaran & Swailes, 2005)

Integrating: Individuals are highly concerned about their own self and are also concerned about others. Team members collaborate, share information, solve differences and find ways to satisfy each other
Compromising: In this style, the individuals show moderate concern for self and for other others. All the Individuals of a team settle on a middle ground, where each one of them has to give something and take something
Obliging: Individuals show high concern for others and show a low self-concern. They try to understand other party’s opinions and satisfy their needs. These people are ready to make concessions in a conflicting situation.
Avoiding: Individuals have low self-concern and also low concern for others. Individuals hide their disagreements and avoid confrontations with other party involved in the conflict
Forcing/ Dominating: Individuals have high concern for their own self and are least concerned about others. This type of individuals put all efforts to obtain favorable solutions for their self-interests regardless of others.
The Relation between team roles and conflict management styles
Each team member uses a different conflict management style regarding the way in which they want to approach a problem. The following describes different team roles and their conflict management styles. (Aritzeta, Ayestaran & Swailes, 2005)
Completer: These individuals correlate avoiding and obliging styles for conflict management. Individuals who are completers are self-controlled and submissive. This team role does not have a forceful b