Instead of arguing with you, I present to you this unfinished piece
It is often believed that, in group situations, cooperation is the key to success. In addition, conflict is frowned upon; in team situations, conflict is the fastest route to failure. However, this is not always the case. Conflict can, in some circumstances, be of great benefit. By eliminating, or at least minimising the harmful effects of, a group can use the conflict to become a more cohesive and productive group, gain new perspectives on both sides of an idea or argument and enact an actual change. Through simple measures, such as establishing group procedures and encouraging an open and friendly environment for discussion, conflict can be managed and a successful group created.
Conflict in groups can have positive effects on the group outcomes, but also on the people involved. Tension and frustration can be built up through the course of the group work, or due to external forces relating to personal lives. Conflict within the group allows members a place to vent this frustration in a way that can provide benefit to the situation at hand. This can also help air concerns that group members have we each other, and ease the tension between them in order to create a positive atmosphere. Settling the differences, rather than ignoring them, is an effective way to cease the trouble altogether.
A range of new information and ideas can be brought about by conflict. Group members who disagree with an idea can bring forward their own, or suggest ways to amend or improve the original idea. A simple suggestion can spark another, or help someone find a flaw in their plan. By examining and scrutinising from every angle, groups can overcome flaws in an idea. This amended idea is, in turn, discussed and debated and the entire process repeated until the best possible idea is reached. This mimics the way in which bills are moved between the Upper and Lower Houses in the Australian Government. Without this, there would only be a single, heavily flawed idea submitted, rendering the group itself effectively purposeless.
The catalyst of change is conflict. Without conflict, there is no reason to change and no suggested alternatives. Baden (1997, p. 1) quotes a Marxist belief that conflict was the cog in the machine of human progress.
Effective meeting structures are essential to successful group work. While a complete formal meeting structure might not be completely necessary, following the basic guidelines ensures that the matters at hand are dealt with efficiently. There are seven rules to conducting an effect meeting: have a purpose for the meeting; stick to the agenda; have time limits for each topic; ensure all members participate; start and end on time; distribute minutes prior to the meeting; and do not have a meeting if it is unneeded. By following these rules, a group can ensure their meetings are of actual benefit.
One of the most logical ways to manage conflict is by creating a positive atmosphere for discussions. Ellis and Fisher (1994, p. 241) state that one of the reasons groups do not clearly identify the issues within a certain is because the members do not feel comfortable stating their opinions. Establishing this positive environment can be quite simple. One method is to identify the group members who are reserved or who appear to be withholding a comment, and ask them for their opinion. This actively engages them in the discussion, and will help them to feel confident to speak up at other times. Following on from this, offering positive feedback and constructive criticism shows that the idea was received, whether the idea itself is useful or not.
Okay go
I'm not sure if this took it a bit too far actually. Sorry Psy and Psyfamily. :(
Quote:
Originally Posted by
Necrotic
Well of course we asked for your brains; it's not like anyone would want you for your body.
Your mother never complained. Then again that doesn't really say much for me as, looking at your dad, it's clear she never had much taste.
