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Conflict and Conflict Resolution Among Teams

It is common to find conflicts in every day scenarios, be it in interpersonal, workplace,

and political arena. Although the term may be associated with negative consequences, conflict is
a useful and constructive concept if managed properly. Conflict can occur within teams due to
cultural differences, attitudes, beliefs, individual interests, and even the pressures exerted by the
surrounding environment. Conflict resolution measures are crucial in promoting efficiency, unity
in dealing with issues or disputes, as well as the health of all concerned. This essay focuses on
the conflict dynamics in teams with some real life illustrations such as the Kenyan political
system, literature and social issues such as marriage. The paper will in cooperate The Black
Hermit by Ngugi wa Thiong’o and The River and the Source by Margaret Ogola as well as
Kenyan politics in the present day manifested by the Azimio la Umoja party and the United
Democratic Alliance party. Moreover, this paper uses the Social Interdependence theory, which
asserts that conflicts may be caused or solved by varying degrees of positive or negative
interdependence between individuals.
The first matter of discussion is causes of conflict in teams. Sources of conflict in teams
can be grouped into internal and external categories. Such include; competition for resources,
differences in beliefs and perceptions, inability to effectively communicate, leadership
competition, and environmental situations such as political instability (Wu et al., 2017). Conflict in
professional environment can be observed when members of a team have different goals or when
a leader is absent. As for interpersonal conflicts, conflicts in marriage, for example, may occur
due to incompatible expectations, money issues, or misunderstandings.
Among the factors that have caused conflict in the country one of the most common is
political rivalry. The conflict between the Azimio la Umoja and the UDA parties demonstrates
how the fight for power can heighten animosity (Chuma & Ojielo, 2012). This is evidenced by the
recent parliamentary seat disagreement issue whereby the court declared Azimio leaders had
more seats while the UDA-led speaker declared the UDA party as the majority party. This can be
reminiscent of conflicts that occur in organizational teams where a party may choose friends or
people they support over others, thus triggering a debate on equity.
Other common sources of conflicts in organizations also include: Conflict of interests,
Conflict of personalities, Conflict of style and Conflict of generations (Jordan & Troth, 2021). It all
means that while the young employees might be enthusiastic in adoption of the new technology,
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the old employees are likely to be resistant to change. Such conflicts when not resolved
compromise organizational performance and foster an ill workplace environment thus the need
for systematic approaches to conflict resolution.
Conflict in literature and real life is the second point of discussion in the essay. Since
conflict is a core element within literature, it mirrors societies and their issues. In “The Black
Hermit” one key character, Remi faces both the inner conflicts and external turmoil entailing the
issues of identity, political tension and societal pressure. He also embodies the doubts and
dilemmas of a man oscillating between tradition and the new world, like in real life political
crises where a leader jostles between a desire to please himself and elevate his people (Ngugi wa
Thiong’o, 1968). In the same manner, ‘’The River and the Source” also deals with generational
differences especially the place of women. The characters illustrate how changes in society can
cause rifts within the families and the communities that people belong to. This reflects most
contemporary battles in teams, especially where young and talented employees demand
innovation and changes but are met with resistance from their senior colleagues. Such
approaches come as a result of generational differences and thus need to be addressed with better
strategies to fully capitalize on both actions (Ogola, 1994). The Social Interdependence Theory
posits that everyone in a team revels in their achievements and mutually interdependent hence,
they are more likely to work out their differences amicably. This theory can be applied in
workplace scenarios to focus on a culture of collaboration and conflict resolution.
Conflict in marriage is another key factor in discussion. Since I am in a marital
relationship, so I am able to resonate with the theme of conflict in relationships. Marriage union
is like a game which involves two players, each with different training, skills, and ideas. Issues
being money, children and even household decisions that a couple may experience in their day to
day routine (Ramsbotham, 2011). The problem solvers in marriage also insist on communication,
dialogue, and compromise that are key components of conflict resolution in any team.
For instance, one of the potential marital issues is conflict over financial issues. The case
in point is that if one partner is a saver and the other one is a spender, the situation can cause
strain in the relationship (Omisore & Abiodun, 2014). In politics and business organizations people
may have different priorities and strategic goals and this may lead to disputes. Effective
communication is a critical component that has to involve listening and respecting the opinions
of each other to come up with a solution.
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Further, marital conflicts may also originate from intra-history issues, and the
expectations of the couple regarding to gender roles, work and family responsibilities. In the
past, women were assumed to be the main caregivers in the family, but now, so many women are
out there working, therefore transforming family responsibilities (Cagiltay et al., 2015). This
reflects workplace dynamics where contemporary gender roles can lead to tension within
organizations especially in management positions. By encouraging people to discuss such issues
and understand each other, whether it is a business team or a married couple, these problems can
be handled more efficiently.
The role of mediation in conflict resolution is a critical factor in discussion. Mediation is
a vital tool in solving disputes no matter if they are political, organizational or interpersonal. The
conflict between Azimio and UDA in Kenya’s political context could have been better regulated
through appeasement measures (Khadiagala, 2013). But what is left is grievances and this has led
to lack of trust and instability. This has been compounded by the increased cases of abductions
and killings especially of the young people due to political violence leading to loss of confidence
in the current UDA government where by even the leader is referred to as Kasongo by the youths
(Daily Nation, 2024). Lack of faith in leadership results in conflict and thus increased unrest
provoking people to protest continually.
In organizations, mediation is generally done by getting a third party whom acts as a
middle person to the aggrieved parties. It is useful because it allows a range of viewpoints to be
discussed and excludes conflicts that might lead to an escalation (Morrison & Ruiz, 2020). Just like
in marriage, one may seek a counselor or mediator to help them gain a better understanding of
each other hence improving the relationship. Also, integral conflict-solving, where disagreement
involves the representatives of the conflicting parties coming up with the solution, has been
effective particularly in team situations (Bradley et al., 2013). For instance, when employees feel
that they are not being listened to on the workplace, proper feedback channels can be put in place
to advance the concerns. It helps prevent bitterness and negativity accumulating over the course
of a longer working relationship and foster convivial spirits in a team.
Leadership’s role in conflict resolution emerges as a key point which cannot be left out of
this discussion. Leading is another aspect that both contributes to the forming of conflicts and
can be used as a solution to it. Leadership behavior may enhance cooperation or create conflict in
teams (De Wit et al, 2012). A negative role model who set strict standards without considering
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suggestions from workers keeps the working atmosphere hostile while a positive role model that
encourages workers to be creative to find a lasting solution helps to avoid escalation of workers’
disputes.
It also worthy of note that, in politics, the role of leadership in the management of
conflicts as well as the adoption of non-violent means is even more evident. This is the case
when political leaders only think about their interests, a way to remain in power rather than
considering the welfare of the nation as a whole (Giebels & Janssen, 2020). On the other hand,
leaders who practice good governance and take time to involve stakeholders in the decision-
making process help in the stability of the country (Brett et al., 2020). One good example is
Nelson Mandela who championed for reconciliation in the post-apartheid South Africa; this
shows how effective leadership can turn some of the severest of human conflicts into avenues of
change.
Conflict prevention strategies is the last factor in discussion in this paper. Conflict
prevention is also as important as conflict resolution since it tries to stop conflicts as early as
possible (Mathieu et al., 2017). It has also been established that there is a need to embrace active
strategies by organizations and teams to ensure healthy working environments. It helps team
members to be on the same page in terms of their duties and what is expected of them hence
avoiding conflict. Having goals in common promotes team cooperation regarding goals and
means to achieve them thereby avoiding formation of factions (Jordan et al., 2021). Promoting
assertiveness means that people would be more aware of their feelings and avoid getting into a
fight which would make the situation even worse. Ensuring that people treat each other with
respect and promoting inclusivity understanding that people might be from different cultural or
backgrounds reduces conflict. Also, the effective determination of feedback processes empowers
the members to raise issues at the right time and ensures that small issues do not escalate to
significant problems. If implemented, the mentioned preventive measures would enhance
teamwork and productivity while minimizing instances of conflict and conflicts’ durations.
In conclusion. it may be impossible to avoid conflict but it is possible to control the way
it proceeds, either constructive or destructive. In political teams and organizational settings, as
well as in marriage, it is crucial to have cooperation, negotiation, and problem-solving skills. The
key lessons learnt from the literature, Kenyan politics and self- reflection suggest that conflict
can be a power tool for change if properly addressed. It remains clear that leaders at various
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levels, such as in government, businesses, and households, require fairness and meaningful
conversation to help their constituents find the way forward. Team performance can benefit from
Social Interdependence Theory application which promotes collaborative work and minimizes
destructive competition. Teams together with societies achieve enhanced strength when they
implement structured methods to resolve conflicts. This essay has discussed and expounded the
topic on conflict and conflict resolution among teams in depth and provided references from
different scholars so that the matter can be understood clearly.
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References
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