AN OBSERVATION OF TEAM CONFLICT

An Observation of Team Conflict

Florida State College at Jacksonville

Sherman L. Williams

INP 1390 – Human Relations in Business and Industry

Professor John Haworth

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Team Conflict

Of the factors available for our paper, I have chosen to speak on Conflict Management,

Leadership, and Team Building. The observed event I want to speak on happened with two

employees that worked for me while I was on active duty in the United States Coast Guard. What

happened was a big argument between the two members in the dining room area. The argument

was so big that I had to pull them apart and speak with them separately. Upon separating them, I

got each person side of the story. Petty Officer Lee who at the time was new to the unit and Food

Service explained that the orientation to his new job has been stressful. He also explained that he

felt that Petty Officer Saul wasn't a good supervisor. He explained that Petty Officer Saul was mean,

abusive, and belittling. Petty Officer Lee explained that he had enough of the abuse and

mistreatment. After receiving Petty Officer Lee's side of the story; I talked to Petty Officer Saul.

He explained that he felt that Lee just wasn't a good cook. Petty Officer Saul admitted that he may

have been a little hard on Lee, but that's because he felt that Lee was slow on his cooking times.

Petty Officer Saul explain that his aim was to figure out a way to motivate Lee to become better.

After getting both members sides of the story, I brought them together to facilitate a

mediation between them. Upon discussing the situation, I allowed each member to state their

feelings and views to each other. Anytime the conversation didn't follow in line with the prior

discussion that I had with each member separately, I would correct them and keep both members

on the topic. After about 20 minutes of facilitating the discussion; both sides shook hands and

apologize to each other for not understanding the other's position. Out of the session what we

achieved was a few valuable objectives.

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Conflict Management: Although both members had a difference of opinion, we worked

through and facilitated a win-win strategy; both members felt as though they had come out on top.

At the end of the mediation, both members shook hands and apologize to each other for their

previous negative views (Lamberton 368).

Team Building: Bringing each member together we help to facilitate an agreement to a

common goal. It's all about working together to achieve the bottom line, the team cannot do that

if the team is tearing itself apart (Robbins).

Leadership: By providing positive leadership and guidance the two members came to an

agreement, to work together. Influencing the situation enabled the members to work together

towards a common goal (Daft). As an effective leader Warren Bennis reminds us that we as Leaders

must do the right things, this applies to management as well as to our employees (Bennis).
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Works Cited

Lamberton, L. H., & Minor, L. (2014). Human relations: strategies for success. New

York, NY: McGraw-Hill Education.

Robbins, H., & Finley, M. (n.d.). The NEW why teams don’t work - Mike Finley.

Retrieved October 12, 2017, from

http://www.bing.com/cr?IG=059C5CE10BEA4CC18C77F7F8F302914F&CID=2EFA99257D50

6A8C01C4923C7C566BCE&rd=1&h=Vh1gCqclPz-s-39QwqFU-OXNsWUcSVOIjcMYBmfo-

pM&v=1&r=http%3a%2f%2fmikefinleywriter.com%2fpdf%2fwhyteams.pdf&p=DevEx,5065.1

Daft, R. L., & Marcic, D. (2014), Understanding Management, 5th ed. (Mason, OH:

Thompson South-Western, 2006), pp. 412–413.

Bennis, W., & Nanus, B. Leaders: The Strategies for Taking Charge (New York: Harper

& Row, 1986), pp. 19–26.