How It Works
Team conflict is one outcome of team organization that is practically inevitable. When we consul twith team-based organizations, one of the most frequent requests we receive is for help in dealing with team conflict. People see conflict as a barrier to productivity. We take the point of view,however, that team conflict is a potential promoter of productivity. The effects of team conflict are dependent on the way team members handle conflict. If team members can get a firm grasp of what behaviors turn conflict into a plus, they will be well on their way to using their diversity to their advantage. Team Conflict is designed to give team members insights into how their behaviors determine the outcome of conflict and how they can change those behaviors to be more productive.
Facilitator set includes:
- Administrative guidelines
- Background information
- Sample training design
- Blank training outline
- Self Assessment
- Certificate of achievement template
- Training evaluation template
- Overhead transparency master: tear-out pages from the back of the facilitator set that you can copy to create your own overhead materials
Self assessment includes:
- Pressure-sensitive response form
- Interpretive information
- Action planning
Scoring: Parts I and II can be scored in 5 to 10 minutes each
Discussion: Parts I and II require 15 minutes of discussion time each. Part III, along with the Action Planning, requires 1 to 1.5 hours of discussion time
Eileen M. Russo, Ph.D. is former vice president of research and development for HRDQ. She has a Ph.D. in social psychology with a minor in organizational behavior and an MS in social psychology from the University of Pittsburgh. Dr. Russo has a BA in psychology from Fairfield University. Her work includes research in social influence, group behavior, decision making, and perceptions of control at work. As vice president of research and development, she was responsible for overseeing the development of HRDQ products.
Matthew Eckler is a former research associate for HRDQ. He specializes in assessment development and redesign. He received a BS in communications media with an emphasis in organizational communication from Indiana University of Pennsylvania. His areas of expertise are process improvement, survey instrumentation, and educational needs assessment.