2. Fear of conflict The only purpose of productive conflict is to produce the be

Question

2. Fear of conflict

The only purpose of productive conflict is to produce the best solution in the shortest period of time. The great teams discuss and resolve issues more quickly and completely than others, and they emerge from heated debates with no residual feelings or collateral damage, but with an eagerness and readiness to take on the next important issue.

It’s important to distinguish productive ideological conflict from destructive fighting and interpersonal politics. However they can have many of the same external qualities—passion, emotion, and frustration—so much so an outside observer might easily mistake it for unproductive discord.

Ironically, teams that avoid ideological conflict in order to avoid hurting team members’ feelings, end up encouraging dangerous tension.

It’s also ironic that so many people avoid conflict in the name of efficiency, because healthy conflict is actually a time saver. Teams that avoid conflict actually doom themselves to revisiting issues again and again without resolution, they often ask team members to take their issues “off-line” but only to have it raised again at the next meeting.

Teams that fear conflict ignore controversial topics that are critical to the team success, fail to tap into all the opinions and perspective of team members, and waste time and energy with posturing and interpersonal risk management.

Teams that engage in conflict put critical topics on the table for discussion, solve real problems quickly with minimal politics, and have lively and interesting meetings.

Suggestions: First acknowledge that conflict is productive, and that many teams have a tendency to avoid it. Assign a team member to be “miner of conflict”—who extracts buried disagreements and sheds the light of day on them—during a meeting. Interrupt and remind one another in real time to not retreat from healthy debate when they start to feel uncomfortable.

It is key that leaders demonstrate restraint when team members engage in conflict, and allow resolution to occur naturally. The desire to protect members from harm is the most difficult challenge for leaders, which leads to premature interruption of disagreements and prevents members from developing conflict management skills, similar to mistakes of overprotecting parents. Lead by personally modeling appropriate conflict behavior.

QUESTIONS:

a, Identify the relevance of this dysfunction to your current computer science field

B, Describe what you are planning to do to address this. Identify a specific and concrete plan.

Explanation / Answer

Answer)

a) Fear of conflict is the fear or social anxiety when other people disagree with you view or have different say than you. It deals with annoy or bother other people with your views. Thus we become afraid of getting into conflicts as less as possible. But we have to remember that conflicts can be helpful and time saving. Productive conflict can produce the best solution in the shortest period of time. This method resolves issues more quickly and completely than other types of meetings and issue resolving. thus we have to get into conflicts non the less to achieve this. Identify that when the conflict is productive and then get into it and involve people who belong to the team as people have tendency to avoid it. This is very relevant to the current computer science field among teams who are a part in a project. Thus, productive conflict is a great way to resolve issues rather than doom yourselves to revisiting issues again and again without resolution and then raising it again at the next meeting. This is perfectly relevant and thus productive conflict should be implemented and frequently done to resolve issues which the team or individual in a team is facing in a project.

b) We have to plan to achieve productive conflict among team, thus the plan should involve:

i) Team meeting motivating being an extrovert and sharing anything of individual or team concerns about the project

ii) Discussing the problem openly with teammates

iii) Not fearing what other people will think of your inputs

iv) We have a lot to gain by speaking up - thus we may discuss issues more often

v) Team should be trained to understand what we can gain through ideal communication and productive conflict

vi) We should address on issue at a time, and discuss related issues thereon

vii) Make the team understand that let's not be nice all the time and to be blunt about the things to share

viii) Focus on the business needs and requirements

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