Management Approaches to Resolve Team Conflict: A Detailed Analysis

This essay discusses management strategies for resolving team conflict, emphasizing the importance of face-to-face interaction to understand employee perspectives and boost motivation. It outlines ten strategies for handling and resolving team conflict, including proper communication, active listening, motivation, setting proper rules, discussing both sides of the perspective, acknowledging the issue, providing guidance, forgiveness, maintaining a positive culture, and embracing conflict. The essay highlights the significance of leadership in guiding employees and fostering a positive workplace environment to effectively address and resolve conflicts.

Running head: Management
Management

Management
Answer 1
To gain the consensus, face to face interaction will be done with the employees so that they can
share their opinions and views. By doing face to face interaction, it can be easy to know the
mindset of the employees and it will help to know about the set targets by the employees in the
workplace. So, the best strategy will be face to face interaction with each employee as it will
help to boost the level of motivation towards the work. It will also help to know what the
employees want to accomplish in the workplace (Nankervis et al., 2016).
Answer 2
10 strategies that will be considered to handle and resolve the team conflict are:
 Proper communication: there should be proper communication among the team members
and leaders so that conflicts can be resolved easily.
 Active listening: when conflict takes place, it is important for both the parties to listen
each other.
 Motivation: the leaders should motivate the employees to solve the conflicts.
 Proper rules should be set: there should be proper rules set by the management.
 Both sides of the perspective should be discussed: decisions should be taken by seeing
both views.
 Acknowledge the whole issue: the issue should be acknowledged.
 Provide guidance: the leaders should give proper guidance to the employees.
 Be quick to forgive: the leaders should forgive their team members.
 Positive culture: Positive culture should be maintained so that conflicts can be resolved.
 Embrace conflict: the conflict should be acknowledged not ignore by the leaders (Leon-
Perez et al., 2015).
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Management
References
Leon-Perez, J.M., Medina, F.J., Arenas, A. and Munduate, L., 2015. The relationship between
interpersonal conflict and workplace bullying. Journal of Managerial Psychology, 30(3), pp.250-
263.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
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