Turning Conflict into Cooperation

Of course, the desire to avoid confrontation is understandable. Discord makes us uncomfortable. In a situation like the one described above, many of us would choose to tell a few close and trusted allies or just stew in our own juices as a way to deal with our feelings. It's the path of least resistance, and ultimately it's the wrong choice. Delaying resolution means depriving yourself of the opportunities that can arise from differences of opinion. Here's how to turn conflict into a constructive dynamic.
Stop ignoring conflict; it won't make it go away. Dodging misunderstandings, real or imagined, doesn't solve the problem and in fact can exacerbate tensions. This holds true whether they have been simmering for some time or have just erupted. Although the temptation is to avoid the issue while the two parties ignore each other, a better solution is to bring the combatants together for a face-to-face discussion.
Act decisively to improve the outcome. Putting off a discussion once a conflict has surfaced diminishes the possibilities for greater understanding.
Make the path to resolution open and honest. Solicit input from all parties involved and be up front about the end result you have in mind. While progress is under way, keep everyone in the loop. When people are in roles that require close collaboration, communication is the lifeblood of mutual respect.
Use descriptive language rather than evaluative. Words that stem from critical analysis of a problem can sound judgmental and accusatory, putting everyone on the defensive. Don't start with such statements as, "I've been told you've got issues with your manager. She says your actions are hurting morale." Being descriptive and dispassionate can illuminate the events better and avoid hurt feelings: "Your manager mentioned that you've had challenges lately that might be impeding your career. Can you tell me more about that? I bet if we work together, we'll find an approach that will improve the situation." It's always better to focus on the problem and its effect on the workplace and then work together to find the solution. This process is easier when you remove all judgmental and punitive language from the conversation.
Make the process a team-building opportunity. Solving tensions can refine the department's interpersonal relationships. When confronting discord, maintain a team-oriented tone rather than a personal one. Ask "how can we solve this together?" rather than stating "because of you there is a problem." Cultivating camaraderie with actions that say "we're all in this together" works wonders and elevates your own standing as a leader.
Keep the upside in mind. Effective conflict resolution creates "success momentum." Personality clashes, office politics, petty rivalries, and other negative, energy-sapping distractions are potholes on the road between your organization and the finish line. Left unchecked, any of these factors can drag down the performance of even the most professional and capable people.

Focusing on the best characteristics of ourselves and those around us is easy. It's the ability to roll up our sleeves and dig into problems that separates top performers from everyone else. Managers who successfully deal with conflicts in their organizations will calm unrest, reduce turnover, motivate employees, and accelerate growth.

http://www.businessweek.com/managing/content/oct2010/ca20101014_882756.htm
Hatfield- Read chapters for section III.
Borland- Study material. Test will be Monday, October 25th.
Little- Wiley Plus (2 assignments)
Lane- Study for test on Thursday, October 21st.