According to various studies of team conflicts, the main causes of conflict between project teams are unassured project objectives, disagreement over project priorities and conflicting work plans. This is not a surprise, as most organizations now carry out several projects and employees often work in a large number of project teams. To fuel the fire, employees can report to a large number of project managers, while reporting them directly to functional managers. Communication and the flow of information are therefore preconditions for further conflicts. Indeed, if relationships are complex, it becomes more difficult to share information. Dissolve the remaining differences: If you`ve listened carefully to the people around you, you`ve probably discovered what causes the disagreement. Once you have defined the real problem, you should be able to divide it into manageable parts. This will help you generate alternative solutions and then choose the alternative in which everyone can accept. This means that you are sorry that there has been disagreement, and you regret that your partner is angry and that you are determined to find a way that works for both of you.
So if we work with people who have different cultural backgrounds — with different boundaries — (an employment dynamic that is becoming more and more the norm) and we disagree, we also have to navigate at the invisible cultural level, which is not always explicit. It can mask our ability to communicate and listen effectively if our cultural competence is not strong. Unlike the obligation to think positively, for example, it is much more difficult to recalibrate our own cultural style. What for? Because it means acting in a way that is not natural. And if you`re not a professional Thespian, it`s very hard to do and do well. Conflict resolution requires commitment from both of you. Talk ahead about how you want to deal with disagreements and also agree that you will help each other. Conflicts and disagreements can make us angry, and they can happen because we have become angry about something else. At work, we might try to control our anger and avoid things we might regret. At home, unfortunately, we say a lot more hurtful things. There are also fewer chances than others around, which can convey, and therefore disagreements quickly degenerate in a way that could not happen at work. Incorporate silent disagreements into your decision-making process Team conflict is a challenge for project managers, but it`s not necessarily bad.
Conflicts can lead to new ideas and approaches and facilitate the handling of important issues among team members if they are well managed. Nglish: The translation of surfaces for Spanish spokespersons comfort with public disagreements is another great source of conflict over intercultural teams. Members of cultures who attach great importance to ”face” and group harmony may be reluctant to confront, because they think they are slipping into conflict and disrupting group dynamics — in short, social failure. In other cultures, a ”good fight” is actually a sign of confidence. People from different parts of the world are also distinguished by the amount of emotions they show and expect from others during a professional debate. A conflict in a relationship can be defined as any type of disagreement, including an argument, or a continuous series of disagreements. B for example, on how to spend money. Conflicts can be extremely distressing, but they can also act to ”clear the air” by asking questions that need to be discussed. Listen: Free your mind from distractions and really try to focus on what the person is trying to communicate – listen to both words and non-verbal cues from gestures and body language.