UNIVERSITY OF CAPE COAST

COLLEGE OF HUMANITIES AND LEGAL STUDIES

FACULTY OF ARTS

DEPARTMENT OF COMMUNICATION STUDIES

COURSE CODE:CMS 303

LECTURER NAME:

GROUP NUMBER:7

TOPIC: TEAM DYNAMICS AND CONFLICT RESOLUTION

INDEX NUMBERS:

AR/CMS/21/0093 AR/CMS/21/0105

AR/CMS/21/0050 AR/CMS/21/

AR/CMS/21/0094

AR/CMS/21/0076

AR/CMS/21/0073

AR/CMS/21/0074

AR/CMS/21/
KEY DEFINITIONS

“Conflict represents opposite beliefs or behaviors on the part of various individuals resulting in
antagonistic situation{Tschannen,2001:3} A “Team is a group of people from different
specialties who come together to perform a task by merging their skills {Donnollen 1998:48}
According to Myers, (2013), Team dynamics are the unconscious, psychological forces that
influence the direction of a team's behavior and performance. Conflict Resolution is the process
of identifying and resolving disagreements or conflicts between individual’s groups in a
constructive and positive manner .it involves finding a solution or reaching an agreement that is
mutually acceptable

TEAM DYNAMICS AND CONFLICT RESOLUTION RELEVANCE TO INDUSTRIAL

PSYCHOLOGY

 Team dynamics and conflict resolution increase productivity and profit .Since no
organization runs for charity targets must be met, and revenues must be generated tasks
must not be kept pending for a long time and ought to be completed within the structured
timeframe .this depends on how an industry operates clear communication ,discipline
hard work ,peace and dedication create a healthy environment which enable people to
work harmoniously .again a single brain cannot come up with solutions .in a team every
member has an equal contribution and each team member comes out with the best suited
to the problem
 Team dynamics and conflict resolution promote relations among employees at workplace
individuals perform tasks in close coordination with each other better.it is an avenue
where trust is built and the chances of unnecessary conflicts among the employees are
reduced .every team member tries to support their teammates the absence of an individual
is covered by the rest of the team and work goes on in organizations where tasks are
isolated and assigned to individuals could mean the work has to halt.
  Team dynamics and conflict resolution help increase the wellbeing of employee
motivational activities such as promotion employee survey giving out incentives among
others help to improve employee satisfaction. whereby people love to feel good
individuals might Have worked for years in an organization and when here is no
promotion they feel unappreciated. again when there is discrimination against certain
tribes and people they feel offended and irritated

HISTORICAL BACKGROUND OF TEAM DYNMAICS AND CONFLICT RESOLUTION

The historical background of team dynamics dates back to the late modern period which was the
18th century and was initiated by Gustave le bon in the year 1895.Sigmund Freud responded with
Group psychology and the analysis of the Ego in 1922. Team dynamics originates from the
concept of group dynamics. Kurt lewin who was acknowledged as the founder of social
psychology coined the term team dynamics. Kurt lewin conducted a research on the interaction
between individuals and considered team dynamics to describe both the positive and negative
forces within a group. He also established the group dynamics research center in 1945 at the
Massachusetts. He later relocated to the university of Michigan in 1948. these dynamics play a
crucial role in teamwork and organizational success, emphasizing the importance of
understanding the complexities of group behavior. Historically ,successful tools for managing
interstate conflict included arbitration direct intermediaries and others this means there were no
clear conflict resolution measures the first world war destroyed many millions of live afterwards
the united states Europe and other organizations renewed their efforts to establish institutions to
reduce the causes of war many societal developments in the period between the outbreak of the
one and two were the cause for contemporary conflict resolution .they include research and
social innovations that painted to alternative ways of thinking about and conducting conflicts
and ending them between 1946 and 1969 many developments provided the materials with which
contemporary conflict resolution was built

The significance of the history of team dynamics and conflict resolution in industrial
psychology; It exams the nature formation and reasons of forming a groups .it studies how
groups affect the behavior and attitudes of members and organization. As Kurt Lewin conducted
a research on the interaction between individuals and considered group dynamics to describe
both the positive and negative forces within a group when members trust respect and support
each other they are likely to collaborate communicate effectively and work hard together

CURRENT RELEVANCE OF TEAM DYNAMICS IN TODAYS ENVIRONMENT

First, team dynamics and conflict resolution are essential to achieve organizational goals
and desired outcomes when team members work together effectively, they can achieve more than
they would individually. this is because every member brings his unique skills and perspective
on board. team action impacts future performance. the most effective teamwork leads to team
performance gains that are greater than the sum of each individual member’s effort

Also, Team dynamics and conflict resolution is relevant in today’s work environment because
it helps infuse diverse scope of knowledge and skills towards the achievement of an organization
set goals that is, it allows room for several view from various background, transforming
individual talents into a symphony of productivity and innovation

Again, Understanding team dynamics and conflict resolution at the work place especially today
it provides an avenue for free flow of communication, essential for the establishment of clear
roles and responsibilities of employees, giving every member a Centre of focus and of
accountability. this transcends into extracting an all-round involvement of people at the work
place.

MODELS OF TEAM DYNAMICS AND CONFLICT RESOLUTION

There are four models namely the Grip, the Disc, the Tuckman model and the Thomas killman
model that are involved when it comes to team dynamics and conflict resolution which we
would like to elaborate on Three key models that are the GRIP model, DISC model and the
Tuckman team model

GRIP MODEL; This model outlines how a diversified team can achieve a highly effective
teamwork. since the team is dynamic, these components need special attention to develop the
team and improve outcome. the model outlines for its related components of a highly effective
teamwork:

 GOALS every team member’s personal goals must be in alignment with the overall
goals and objectives of the team
  ROLES each and every team member must know the specific takes assigned to them and
must perform it accordingly
 INTERPERSONAL it is key to pay attention to how members of the team communicate
or relate with each other

DISC MODEL: It is the acronym for dominance, inducement, submission and compliance the
disc model can be used to resolve conflict as it prescribes four key personality traits can aid in
resolving conflict

DOMINACE; People who score high in dominance tend to be assertive, ego driven problem
solver and are driven to overcome obstacles they also can be argumentative and very ambitious

INDUCEMENT; People with such traits are enthusiastic, persuasive optimistic a real people
person and are more concerned with popularity than tangible results

SUBMISSION: Such people are reliable predictive easy going, dependable and are resistant to
change

CAUTIOUS: Cautious people have high standards, values precision great researcher offers
realistic perspective and can get bogged down

THE TUCKMAN TEAM MODELThe model highlights the stages a team go through as they
journey towards attaining a high performance. these stages start with team members getting to
know each other and how individual works. The first stage is forming this is the period where
team members get to know each other and, their strength and weaknesses. this is also a stage
where individuals also become sure of the teams’ objectives The second stage is storming. This is
a stage where individuals try to push against boundaries and as a result can amount to tensions.
Norming is the third stage. with this stage conflicts are resolved and the specific roles of the
teammates are spelt out with individuals performing their roles independently and meeting
someone as a team to check the progress of the work The Performing stage is the next after the
norming stage This is a pointing time when the team gets on with their tasks. here members are
now conversant with their roles and are accountable to it. The adjourning stages is the final stage
and the stage where the team is resolved
REAL LIFE SCENARIO. In a crude oil production company known as BESS the company has
been running losses for over a year now and want to show an up rise in the market so they select
a team of intellectuals from each department of the company. The team's success hinges on the
teammate's ability to adapt and tolerate the views of one another, produce a thorough research
and showcase how the industry would rise in it market sales.

In this team you observe a unique dynamic due to the different backgrounds of the
teammates. There is a clash of personalities: Sandra, the detail-oriented marketer, Alex the
diplomatic marketer Ella the unexperienced marketer and Adrianna the not so good marketer
the Each teammate brings invaluable skills to the table but clashes occasionally on approaches
and timelines.
The teams marketing strategy involves a tight deadline which is halfway due, and high stakes
because the company is on the verge on losing it biggest stakeholders Sandra is keen on a more
structured approach provided by the market analyst In recent years emphasizing thorough
research before the work is delivered to the board Ella, Andreanna on the other hand prefer on
exploring new methodologies that they know will yield a thorough and effective work done.
Alex, faces difficulty as he aims to decide between the perspectives of both sides as he is tasked
to make the submission strategy to the board as the vocal one
The team mates are at loggerhead and this has become a force hindering the effectiveness of the
team's goal. How should Alex navigate this situation to ensure both innovation and efficiency
while maintaining a cohesive team?
An Industrial Psychologist, after carefully making observations and studying the situation, she
identifies team dynamics as the force behind the conflicts and goes ahead to use one of the
models of team dynamics and conflicts resolution called The Tuckman Team Model. This model
highlights the stages a team goes through as the members’ journey towards attaining a high
performance, and resolving conflicts simultaneously.
The first stage is called forming. This is the period where teammates get to know one another,
their strengths and weaknesses. This means that the team being talked about, should have taken
some time to study one another before sharing roles. So here, the industrial psychologist, will
suggest that the team takes some time to study one another's strengths and weaknesses before

sharing roles and duties. Therefore, proper and clear demarcation of roles and duties must be
implemented.
The second stage is storming. This is the stage where individuals try to push against boundaries
and as a results amount to tensions or conflicts. The diverse perspectives on how the work should
be done brings loggerhead among the teammates. The industrial psychologist, will suggest mixed
methodologies as a solution to the problem of this stage. Here, open communication is
encouraged among teammates prevent them from breaking the boundaries of one another. Blend
of methods will encourage innovation and precision of work.
Norming is the third stage. In this stage, earlier loggerhead tension that caused the conflict is
resolved and now specific roles of teammates are spelt out again with individuals performing
their roles independently and meeting sometimes as a group to check progress in work. Hence,
effective communication is implemented by the industrial psychologist attain this stage.
The performing stage. This is a pointing time when the team gets on with the tasks. Here,
teammates are conversant with roles and are accountable to it so that together, they can achieve
the team's goal effectively. The industrial psychologist spells out clear team goal and makes sure
all teammates are in line with it when performing their research tasks to avoid deviation.
The adjourning stage is the final stage where all research contributions are compiled, submitted,
and the group presentation is done effectively. This is the stage where the team is resolved.

DATA AND ANALYSIS OF THE MODELS OF TEAM DYNAMICS AND CONFLICT

RESOLUTION

In the process of promoting the regional culture inheritance in China, a number of self-
management organization emerge as the times require. Many citizens learn knowledge and show
themselves by participating in these teams. The organizations promote community cultural
prosperity and play an important role in the construction of a harmonious community. It is
defined as Community Folk team.
Community Folk Team is a non-profit organization, which aim to improve the quality of life by
learning in community. The Community also performs some social function such as
entertainment, sporting activities and public services. The team members are from the
community residents who have common interests, hobbies and form a team voluntarily. The
group contains five to forty members ordinarily with a trainer or a leader.
However, these organizations are facing some problems in the development. The problems faced
by the community are: community folk teams have “inherent problems", such as lack of
management system, no plan and long-term goal. Secondly, there are lack of facilities for
activities. Because the leaders are from the locality, they lack the spirit of innovation and art,
slowing down development.
Expectations:
1. Contribution towards the development of learning of organizations.
2. Diversity in discharging activities in the educational system.
3. The learning organization should have a long term effect on members in terms of goals.
Cultivating Strategy of the Community Folk Team based on the Tuckman Model
Management Strategies of Forming Stage
Clearing Objectives, Giving Support in the Capital, Site and Personnel.
In the primary stage of team development, most residents of the community for the same hobbies
organize to make activities together. Members have high motivation to entertain. Objective,
structure, leadership of the team are uncertain and the team has no planning and long-term
objectives. Lack of resources and location of activities, activity time is not regular and cannot be
guaranteed, condition of activities and facilities is very simple and crude. The main focus of this
phase is to clear the team's expectations, encourage and help the team to make goals and work
plans and to develop team activities.
Management Strategies of Storming Stage
Building Platform, guiding in Classification, Highlighting the Characteristics.
In the second stage, the objectives of the team begin to get agreed on by team members. In this
process, the belonging to the team and a sense of identity of members is further strengthened.
The expectation of serving the community will rise, but the team culture has not yet formed.
According to these characteristics, managers should encourage the team leader and team
members to develop a clear plan for self-development, which should be consistent with team
development goals. Consciously creating conditions to help them to grow, creating a platform,
expanding its space activities, attracting them to participate in community construction. Guiding
the team in classification forms the unique culture of each team.
Management Strategies of Norming Stage
Training the Core Members, Encouraging Innovation.In the third stage, team members begin to
form a close relationship between themselves. They will have a strong team sense of identity and
friendship. The motivation of team members who joining the team is changed from enjoyment to
get happiness though service to others. This stage focuses on formatting team spirit. During the
formation of team cohesion and team spirit, team leader and backbone play an important role. So
it is important to pay attention to train team’s core members. In this stage, the teams become
matured, can be lead to keep pace with the times, be closed to the residents’ lives. In this stage,
the members in the community should develop mutual help and improvement among the
different team. Gradually, they will innovate the learning style of the team; lift the learning
efficiency of the team. Management Strategies of Performing Stage
Using the Method of Evaluation to Encourage, Lifting the Self-Manage Ability of the Team.
In this stage, the ability and high cohesion of the team is obviously enhanced. The team makes a
contribution in building civilized communities, plays a role for the maintenance of community
harmony and stability, and wins the recognition of the society. According to Maslow's hierarchy
of needs, respect and self-realization need become the main motivation of this stage of team
members to participate in activities. The incentive should reward team achievement, also
recognize individual contributions. In this stage, a lot of loose and highly arbitrary groups have
gradually grown up to the folk teams having some self-management ability and discipline after
cultivated.
Management Strategies of Adjourning Stage
People-Oriented, Strengthening Humanistic Care. After several years of cultivation, the
management systems of some community folk teams become more perfect, which produces a
batch of brand team with well- known characteristics in the community, the city and even in the
country. They integrate the existing resources of community and adopt a variety of novel form to
guide the community residents to participate in community construction by using the propaganda
position in community; however, some team also appear phenomena such as disorganized, loss
of members, dissolution etc. It is encouraged that the team do succession planning and actively
recruit new members. In the adjustment phase, it should pay attention to strengthen the
humanistic care, highlight the concept of people-oriented, understand the change of emotion of
members, improve the enthusiasm and creativity of the team and stimulate the potential of team
members
IMPLICATIONS OF THE MODELS OF TEAM DYNAMICS AND CONFLICT
RESOLUTION

1. Goal Clarity: Clearly defining and aligning team goals is essential for minimizing conflicts
and promoting a shared sense of purpose. By ensuring that all team members have a clear
understanding of the project objectives, conflicts arising from divergent goals can be reduced
2. Role Definition: Establishing clear roles and responsibilities within the team helps to minimize
role-related conflicts. By clearly defining expectations and boundaries for each team member,
conflicts arising

3. Effective Communication: The GRIP model emphasizes the importance of effective

communication in reducing conflicts. Open and transparent communication channels, active
listening, and adapting communication styles to accommodate different preferences can enhance
team dynamics and minimize misunderstandings.

CHALLENGES OF CONFLICT RESOLUTION AND TEAM DYNAMICS

1. Cross Cultural conflict: in diverse workplace cultural conflict can arise due to difference way
the employees communicate, their styles and values. Teams with diverse backgrounds have
greater difficulty coordinating their efforts than team with members who have homogeneous
backgrounds.
2.Lack of trust between team Members: A mutual trust between team member is the foundation
to success. When there is lack of trust between team member in a company, it creates a toxic
culture. Communication and collaboration becomes harder this may lead to the breakdown of the
team.
SOLUTION TO THE CHALLENGES OF TEAM dynamic CONFLICT
RESOLUTION
1. Building of Trust: This is one major Solution to the challenges of team dynamics and conflict
resolution. When there is an existing trust among team members. It creates a strong foundation
for effective collaboration and communication. When there is trust, team members are
comfortable to share their ideas.
2.Team meetings should be well planned and effective: When team meetings are organized and
purposeful, they provide a platform for effective communication, collaboration and decision
making. By setting clear objectives, creating an agenda and allocating time for each agenda item,
team members can stay focused and make most of their time together.
SUMMARY OF KEY POINTS
First of all, Team dynamics is the psychological forces that affect team behavior and with
conflict resolution it is described as ways of resolving disagreements some of its relevance is
improving employee wellbeing and increase productivity and finally help improve decision
making in an organization. Team dynamics was coined by Kurt lewin and conflict resolution
developed during the first world war and stated that these historical background help to develop
nature formation and groups it did not end there in the introduction we elaborated the current
relevance of the topic and said they help in effective decision making also help infuse diverse
knowledge from different scope of life
Secondly in the body it talked about three theories namely the grip models the disc and the
Tuckman model which were the key models for our topic and long the line we introduced our
case study and our real life scenario which were solved with the disc and Tuckman model
respectively .in our research findings on the models we should a Chinese organization ability to
solve their organizational problem with the Tuckman model
Thirdly to the discussion stage we elaborated on what these theories imply or are deduced in
our real life setting making points that enhance communication skills improve self
awareness and others and in the same paragraph we gave a deep insight on the challenges and
solutions to team dynamics saying the challenges include cross cultural conflicts lack of trust and
others and moving on to the solutions we stated building of trust and tolerance as a step in
solving team dynamics and conflict resolution

FINAL THOUGHTS ON TEAM DYNAMICS AND CONFLICT RESOLUTION

1.Team dynamics and conflict resolution is seen as the basis or the foundation of every
organization success because with it as the basis the team is geared towards success and
achievement of goals
2.Team dynamics and conflict resolution brings about innovation and creativity because through
this individuals are able to bring out new ideas and bring the best out of individuals
3.It helps individuals know the type of leadership styles to introduce in a team with the aid of
team dynamics and conflict resolution people get to know the communication skills to infuse in a
team in order to bring the best in the team
CALL TO ACTION: Treating this topic has brought to light that team work plays
a vital role in ensuring easy accomplishment of goals, however, there cannot be a team without
dynamics hence, we admonish all to adapt to accommodating several dynamics within a team
and be ready to resolve rising conflicts that may emanate due to the various dynamics
accordingly so as to achieve the team’s focus.
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