Group Dynamics: The Four Levels Of Group Conflicts

Group members express themselves in a multitude of ways ranging from productive to destructive. The Characteristics of these interpersonal strategies can be categorized into various `styles` of verbal and non verbal interaction. Group members can be classified as one of four social styles: analytic, driver,expressive, or amiable (Griffith & Dunham, 2015). One of the first things an employee is likely to perceive upon joining a new organization is a complex system of power relations. Power is a pervasive feature of organizational life that is expressed in many ways; the actions that people take (Anicich & Hirsh, 2017, p659-682). Analytic-This member may feel they always need to be right, they feel they have to prove themselves, and they are

A., & Dunham, E. B. (2015). Working in teams: moving from high potential to high performance. Los Angeles: SAGE.

Anicich, Eric M.; Hirsh, Jacob B. (2017). Academy Of Management Review. Vol 42. Issue 4, p659-682

Conflicts among members, can emerge from any number of sources. Conflicts that involve differences in values or beliefs are the most difficult to resolve because people are less likely to compromise their core values. Sources of conflict can be found in any one of four distinct levels: fact or data, processes or methods, goals or purpose, values, or beliefs (Griffith & Dunham, 2015). Level 1: Facts or data- Arguments can start when a member of the group does not have all of the facts, this member may be listening to an opinion but nothing based on facts. Level 2: Processes or methods- As groups work on task, members may have built of frustration that becomes known. Arguments may get started if a member if frustrated with their task, or if their having a bad day. By defining ground rules, policies, and expectations, teams can deal with potential differences in an open and transparent way. Level 3: Goals and purpose- Without a unified vision, members may start working against each other. Goals and deadlines are needed to make a business run correctly. If members of the group are not working to their full potential it could cost the company in the long run, and the company cannot afford for such delays. Level 4: Values or beliefs- The values and beliefs within the team may be so strong, that a member may not admit when they are wrong and when another is right. If that is the case, than the conflict may not be resolved. In fact, the conflict could very well be on going and may cause problems in the future, if not resolved immediately. (Griffith & Dunham,