Advantages of functional conflicts

Can conflict be a good thing? What are the advantages of functional conflicts and how do we manage them?

If we focus on conflict transformation, we can see that it is the transforming process of dealing with conflict, and as a result, we can really see advantages flowing from that process, especially when it is transformative. Therefore, you're truly seeking to deal with conflict in a way that benefits everyone, rather than just trying to alleviate or lessen it.

The first is stagnation. Renewing your motivation may be quite beneficial for both a group and an individual when you are dealing with a lack of development or production.

So, when dealing with disagreement, new issues may occur and you won't be doing it the same way you always have; you'll be thinking of fresh solutions.

The second is that people may decide to pay more attention and learn more about what is going on when they are involved. When individuals aren't involved in the process, they often choose to ignore it and may even grow more resentful of the conflict; however, if they participate in the resolution of the problem, it can help to modify both the conflict itself and how people respond to it.

Concerns, inviting via speech is the finest approach to overcome opposition. Therefore, when it comes to handling conflict, being more expressive can actually diminish opposition to it because individuals frequently seek out more imaginative methods to handle disagreement. The issue with conflict is that it frequently just stems from how individuals have handled conflict throughout time, or from a company's rules and procedures or the way they handle things. When it comes to the transformation process, more expression and other approaches can be brought to the table. This can result in a novel approach, which can minimize antagonism and actually unite teams. It can also lead to social and personal change by resolving the issue that causes a collective adjustment or shift in favor of the hurting person with a greater regard for their perspective on life. Therefore, including someone in a process who does not feel like they are a part of it can actually promote equity, diversity, and inclusion as well as increase a person's sense of belonging.

Norms may be changed. Future decisions are influenced by past experiences, so if norms have been established and are now being challenged or altered, future choices won't have to be based solely on past actions. Instead, new solutions may arise as a result, and then changes may be made more subtly through the implementation of policies and procedures. Thus, conflict can actually stop an escalation from happening. The advantage of dealing with a problem as soon as it pops out and that it stops a purposeful or planned expansion of that conflict later.

The third is admitting that something isn't working can inspire or motivate people to figure out what might work better or what might be done differently. This is related to the idea of problem solving and learning how to get to the heart of what can change and bring positive change. Consequently, it encourages and influences others to delve a little bit deeper.

Group cohesiveness is the final one. In accordance with the group dynamics model, members of a group can progress from the storming stage to the norming stage, then on to the performance stage, where they can come together to celebrate their victories after going from the noncohesive to the cohesive stage. That can only be achieved by actually using the storming method of conflict resolution, which brings people together and builds stronger teams.