Jan. 18, 2009 Individual paper on Team Dynamics Strategies for Conflict Resolution University of Phoenix GEN300 Strategies for Conflict Resolution The topic I have decided to go with is Conflict resolution. I am especially focused on conflict resolution in the workplace. This is something that I have been witness to since it’s very difficult to have perfect harmony when dealing with multiple personalities within a confined space for, sometimes 10 to 12 hours a day. Being able to handle these situations I believe, is key to becoming an effective leader in a short amount of time. Of course, being able to work together as a team is also important and probably go hand in hand with other aspects of team dynamics, but, since I have to choose one, Conflict Resolution is it. Understanding the Theory: Conflict Styles In the 1970s Kenneth Thomas and Ralph Kilmann identified five main styles of dealing with conflict that vary in their degrees of cooperativeness and assertiveness. They argued that people typically have a preferred conflict resolution style. However they also noted that different styles were most useful in different situations. The Thomas-Kilmann Conflict Mode Instrument (TKI) helps you to identify which style you tend towards when conflict arises. Thomas and Kilmann's styles are: Competitive: People who tend towards a competitive style take a firm stand, and know what they want. They usually operate from a position of power, drawn from things like position, rank, expertise, or persuasive ability. This style can be useful when there is an emergency and a decision needs to be make fast; when the decision is unpopular; or when defending against someone who is trying to exploit the situation selfishly. However it can leave people feeling bruised, unsatisfied and resentful when used in less urgent situations. Collaborative: People tending towards a collaborative style try to meet the needs of all people involved. These people can be highly assertive...