Freitag, 31. Januar 2014
Organizing a student conference: an example of interpersonal conflict
Imagine you are the head of an organizational committee. Motivated to make an impact you start to work with a team of four on organizing a conference. All of you are volunteers. All of you are dedicating their spare time to this project. At least that’s what it seems like. Soon you realize that one of your group mates has a different understanding of team work. When splitting tasks he refuses to offer his help. If a task is assigned to him he misses the deadline without explanation.
Your group members are frustrated and you as the head of the team have to resolve the conflict quickly before the others lose their motivation.
So you start wondering about the reason for your team mate’s behaviour. You do some research and read about the reasons for interpersonal conflict.
You learn that interpersonal conflict can arise from behavioural norms. These norms help to maintain a professional culture in the group but they might also inhibit your team mate to express criticism. Your team member might be unsatisfied with the split of tasks but does not feel the right to address this issue.
Another reason could be the different amount of power in relationships. You as the group leader have more power than your team members. It is you who makes the final decision. In a group where everybody is volunteering and on the same hierarchy level - you are all students - it can be difficult for a member to accept this imbalance of power between you and him.
A third possible reason is ineffective communication. You might have missed to set clear limits in the relationship concerning the split of responsibilities and the commitment to tasks. Or your team member did not make clear that he is too occupied with university to do his fair share for the project.
Now, having a better understanding of the issue you start to work on a solution for the problem.
Unsure of the right solution you turn to experts of effective interpersonal communication.
So fellow readers; what do you think? How should the conflict be resolved without losing the member?
Read more about the reasons for interpersonal conflict here: http://kathleenlawman.efoliomn.com/2
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Kommentare zum Post (Atom)
Hi Katja,
AntwortenLöschenThanks for sharing this very relatable example.
Firstly, as the head of the organizing committee, it might be good for the committee to set some ground rules and expectations that they want to achieve out of this project.
Next, if a particular member appears to be non-motivated in completing the tasks assigned to him, the leader could possibly approach him and ask if he has faced any difficulties. If the member is truly facing difficulties, the leader could reflect to the rest of the committee about the problem and ask for their support to the member. It is important for the members of the committee to understand and support one another.
Lastly, if the member simply refuses to put in his effort without any reason whatsoever, the leader could again remind the member of his responsibilities and expectations (in my first suggestion). If the member fails to perform again despite the extra chance, I believe it is better for the committee's morale to lose the member.
Hark Hui