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Location
One key conflict our team has recently experienced is finding a suitable meeting location. As a team, we have found several challenges involving this conflict, including the actual location itself, fairness of location, and transportation issues. Most of our team members live in the Orange county area. However, one team member lives in Irvine. We had initially agreed to meet in Orange, since it seemed most convenient for the majority of the team members to meet there. Upon discussing this issue further, we learned that our meeting location might not be fair or convenient for all of our team members. Additionally, one of our team members is pregnant and cannot drive far distances. Other challenges in deciding upon a meeting location included the amount of time it would take to get to a mutually agreeable location and the lack of or unreliability of some team members modes of transportation. To find a location that would take about the same amount of time for each team member to reach it was very tricky. Furthermore, one team member has an unreliable vehicle and finding a location close was also important.
Our team has discussed in depth possible resolution to our meeting location conflict. It was decided that meeting in the University of Phoenix study group rooms would be a possible solution. Essentially, the team believes that, by meeting at Pepperdine university, each team member will be traveling approximately the same distance from his or her place of residence. In addition, all team members are familiar with the location and know how to get there without risk of getting lost in an unfamiliar community. Because the University of Phoenix is relatively close for all team members, each member will be traveling about the same amount of time to this location and we feel, as a team, that this is the most fair and mutually contingent solution to this conflict.
Adaptation
Another key conflict our team is experiencing is the ability to adapt to each team member's personality and to be able to communicate more effectively as a group. We felt we had many communication barriers to overcome, such as the one listed in our Tools for Teams textbook "Lack of communication, misunderstanding in terminology, unwillingness to listen to another person, etc." As a team, we felt some members communicated less or had challenges in expressing assignment items in a focused and to-the-point manner. This lack of communication is a challenge we all needed to actively improve. Some team members may also find the terminology involved in some of the assignments confusing or may not know the meaning. It is important for team members who are having difficulties with the class terminology to speak up and voice their conflict, so that team members go have a grasp on the terminology can assist them in better understanding. Furthermore, as a team, we needed to adapt to each other's personalities in order to better communicate. A critical skill all team members needed to improve was listening. Active listening means listening to what a person is saying with the whole self, not deciding what to say next, or interrupting. Associated with good listening is the skill of being able to thoroughly pay attention and value what the other person is saying. As a team, we also needed to adjust to the different personalities of each person and accept that they may have a different point of view. Hands down, we needed most importantly to respect each team member as an individual in order to communicate with him or her effectively.
In order to find a solution to this conflict, we all needed to be a little more open-minded. As a team, we also found that we needed to find common interests in order to "help individuals redefine dimensions of conflict and perhaps bring about a compromise". We accomplished this by taking some time to get to know each other better. Additionally, we found it crucial to find agreement between team members. To do so, we needed to learn how to communicate more effectively. By becoming active listeners and paying attention to each individual, we were able to collect the information we needed and to make agreements, as a team, as to what worked and what didn't. Also, we found that if someone did not seem to be in agreement, that we could collaborate together, come up with a common solution and reinforce that this was the best resolution. To make sure that each team member was able to get the most out of the assignment objectives, we have decided to summarize each objective, so that even if there was a break in communication, each team member leaves the meeting with understanding. Additionally, we have decided as a team to respect each individual and to value that they have their own personality and opinion.
Organization
The final key conflict that we are experiencing in our team structure is organization. We found that we must assign someone as the team coordinator. The responsibility of the team coordinator is to make sure that each team member is focusing on the assignment at hand. We also felt it was equally important to have a set of rules dictating the behavior of each team member and what each team member's responsibility within the group is. In doing so, we also needed to consider what each team members personal capabilities, such as strengths and weaknesses are, and what they can best achieve for the group. For example, one team member is strong in Microsoft PowerPoint, so we feel that this team member will have the best capacity at performing tasks that involve the use of Microsoft PowerPoint. Still another organizational challenge is that no one team member should feel that they are depended upon solely to complete the assignment objectives. The Tools for Teams textbooks describes this as, "If one person depends too heavily on another for information or assistance, conflict is more apt to occur". As a team, we needed to come together to form an organized team structure.
In order to find a resolution to our organizational conflict, we needed to consider many issues as a team. First of all, we needed to take the time to deal with each issue independently as a team. By dealing with each issue separately, it lessens confusion an opens communication among team members. To make sure that we stay focused on each individual issue, we assigned a team coordinator. We chose the team coordinator based on their ability to be open-minded. We also found it necessary to "agree to disagree". The team coordinator must maintain among team members that each of us is an individual with different opinions and that each team member must be treated with respect in order to lessen conflict and increase organization. Further, the team coordinator should actively encourage each team member to speak up if they are having challenges in understanding their specific responsibility within the team. Most importantly, every team member should be flexible to the other team members when they may have physical, external, or internal difficulties in attending the team meetings or completing the assignment objectives. For example, if a team member cannot make it to the team meeting because of a personal conflict, the team should try to understand the issue and work things out. In addition, it will be the team coordinator's responsibility to make sure that each team member understands their responsibilities, whether they were able to attend the meeting or not. We have found that as a team, assigning a team coordinator to increase organization within the team structure has proven beneficial to all team members.
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