Conflict is the result of real or perceived opposition to another's values, actions, or interests. This can occur internally or externally. Conflict working groups can influence the organization as a whole, and conflict resolution can produce a positive outcome for both parties involved. Constructive conflict is where the benefits outweigh the disadvantages and generates productivity, shared decisions that are beneficial to the team. The process of constructive conflict is as important as the end result. Destructive conflicts often arise 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 to defeat the opposition, rather than arriving at a solution that both sides can agree on. Say no to plagiarism. Get a tailor-made essay on "Why Violent Video Games Shouldn't Be Banned"? Get an Original Essay In contrast to destructive conflict, constructive conflict has a strong belief that all parties involved can be winners, and the goals involved on both sides are flexible, which means that a common link can be found between both parties . Beneficial conflict is based on a flow of communication and a willingness to accept change. Poor conflict management often limits positive interaction and reproduces destructive conflicts. Below are some causes of destructive conflict: feeling 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 conflict promotes inequality and causes friction between relationships. Respect is often lost between colleagues and this 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 acknowledging the problem so it can be managed and resolved. In some cases, the problem may seem trivial and team members may ignore these early signs. As a group, discuss the impact the conflict is having on group dynamics and performance. Everyone involved must agree to work together to resolve the conflict. This can be done by putting the team first and putting your own ideas and opinions aside. Communication is key, and everyone involved needs to talk about the issue, discuss their feelings, and understand where the other person is coming from in order to move forward. First you need to understand the situation: clarify the positions of everyone within the team to identify the nature of the problem. conflict objectively, listing the facts, assumptions, and beliefs underlying each position and what information underlies their beliefs. Analyze the team by breaking them into smaller groups and look for which facts and hypotheses are true. These areas will lead to new areas of agreement along with new ideas and solutions. It is important not to criticize or judge the perceptions of others, but instead listen to all ideas presented. Every team member needs to be listened to and acknowledged in order to have a solution. After the group dialogue and after the facts are discovered, team members move away from their emotional attachment and.