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Conflict Resolution in Team: Analyzing the Cause of Conflicts and Best Skills
for Conflict Resolution

Article in Scholars Journal of Engineering and Technology · August 2023

DOI: 10.36347/sjet.2023.v11i08.001

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Scholars Journal of Engineering and Technology
Abbreviated Key Title: Sch J Eng Tech
ISSN 2347-9523 (Print) | ISSN 2321-435X (Online)
Journal homepage: https://saspublishers.com

Cause
Conflict Resolution in Team: Analyzing the of Conflicts and Best Skills
for Resolution 1*
Tawfig Khidir Ibnouf Adham
1
Project Management, LIGS University, United States

DOI: 10.36347/sjet.2023.v11i08.001 | Received: 26.06.2023 | Accepted: 03.08.2023 | Published: 06.08.2023

*Corresponding author: Tawfig Khidir Ibnouf Adham
Project Management, LIGS University, United States

Abstract Original Research Article

This research study aimed to investigate and assess effective conflict resolution skills and interventions for managing
conflicts within the team. Through a comprehensive literature review, a range of conflict resolution skills were
identified and categorized into distinct domains. The first domain highlighted the significance of understanding
cultural differences and emotional awareness in conflict resolution processes. The second domain emphasized the
importance of fostering a cooperative and inclusive team atmosphere to facilitate conflict resolution. The third domain
underscored the value of providing constructive feedback as an effective skill to address conflicts. In the fourth
domain, effective communication and establishing positive relationships, were emphasized as crucial factors in
resolving conflicts. The fifth domain recognized the significance of leadership skills in managing and mediating
conflicts within the team. The sixth domain emphasized the skills of trust-building to encourage open dialogue and
conflict resolution. The seventh domain highlighted the necessity for effective managerial strategies and decision-
making processes in conflict resolution. Finally, the eighth domain encompassed various skills such as problem-
solving skills, consistency and clarity skills, conflict analysis skills, active listening skills, and empathy skills, all of
which were identified as essential in addressing conflicts within the team. The findings of this research study provide
valuable insights into the diverse array of conflict resolution skills applicable to managing and resolving conflicts
within the team.
Keywords: Conflict resolution skills, conflict resolution interventions, team conflicts, intragroup conflict,
communication, trust, emotional intelligence, cultural intelligence, leadership.
Copyright © 2023 The Author(s): This is an open-access article distributed under the terms of the Creative Commons Attribution 4.0 International
License (CC BY-NC 4.0) which permits unrestricted use, distribution, and reproduction in any medium for non-commercial use provided the original
author and source are credited.

INTRODUCTION unavoidable. The conflict has both positive and

In today's dynamic and interconnected work negative effects on team performance and outcomes. On
environments, teams are the lifeblood of organizations, the positive side, conflict can stimulate creativity and
propelling innovation, achieving shared goals, and innovation, challenge assumptions, and improve
driving success. Therefore, organizations realized the decision-making. Aghaei et al., (2022) Argued that
importance of team and teamwork in addressing various conflict plays a crucial role in promoting idea-sharing,
challenges that may hinder their progress and brainstorming, and effective decision-making among
development. Team management enhances employee workers, irrespective of their seniority. It is important to
productivity through collaborative activities, shared adopt an appropriate approach to manage and maintain
monitoring, mutual support, and the cultivation of a certain level of conflict to foster employee agility.
individual and group capabilities. It fosters the adoption When team members are encouraged to express diverse
of shared values, guiding every team member's behavior opinions and perspectives, they can draw on their
and promoting collective accountability for achieving unique experiences and knowledge to generate new
performance outcomes (Khosravi et al., 2020). ideas and solutions. Moreover, when conflicts are
Therefore, to achieve the most desired outcomes from managed effectively, team members can learn from
teams, a team must be cohesive, synergized, each other, build stronger relationships, and improve
cooperative, and efficient. However, along with the communication skills. Therefore, conflicts, regardless
undeniable advantages of teamwork comes the of their nature, have the potential to induce mental
inevitable presence of conflicts. Conflict is a natural overload and impair the quality of decision-making,
part of team dynamics, and its occurrence is

Citation: Tawfig Khidir Ibnouf Adham. Conflict Resolution in Team: Analyzing the of Conflicts and Best Skills for
Resolution. Sch J Eng Tech, 2023 Aug 11(8): 152-162. 152
 Tawfig Khidir Ibnouf Adham, Sch J Eng Tech, Aug, 2023; 11(8): 152-162
thereby diminishing employees' capacity to make seeking to navigate the complexities of team dynamics
effective choices (Khosravi et al., 2020). and foster environments conducive to collaboration and
achievement.
On the other hand, unresolved conflict can lead
to decreased motivation, decreased satisfaction, THEORETICAL BACKGROUND
increased stress, and reduced productivity. Conflict can Conflict and Causes of Conflicts in Teams
escalate into more severe issues that can damage team Conflict in teams refers to disagreements,
cohesion and lead to adverse outcomes when not tension, or opposing viewpoints that can arise among
addressed. For example, unresolved conflicts can lead group members when working together. Diverse
to team members disengaging from the project, perspectives regarding goals and approaches to task
decreased collaboration, and reduced trust among team completion can give rise to varying opinions;
members. Ultimately, these issues can lead to decreased simultaneously, interpersonal tensions may escalate,
team effectiveness and performance. Recognizing the and conflicts over leadership and power dynamics can
critical need to address team conflict, researchers and hinder effective teamwork and collaboration (L. Greer
practitioners have focused on understanding the causes, & Dannals, 2017). The conflicts that arise within an
dynamics, and potential resolutions for the conflicts. organizational workplace or workgroup typically stem
Studying conflict resolution in teams is important for from contradictions in needs, norms, values, interests,
improving team communication, enhancing team and perspectives among individuals working together
dynamics, developing problem-solving abilities, within that setting (Kayani, 2021). McKibben (2017)
increasing productivity, fostering a positive work Concluded different definitions of conflict including
environment, promoting personal and professional interpersonal disagreements or conflicts arise when two
growth, and boosting employee satisfaction. By or more individuals hold differing opinions, engage in
acquiring conflict resolution skills, teams can competition, perceive each other negatively, have
effectively manage conflicts, maximize their potential, unclear role expectations, or experience communication
and achieve collective success. This research endeavors gaps. Therefore, studying intragroup conflicts is
to delve into the realm of team conflict resolution, essential for understanding group dynamics, enhancing
exploring the multifaceted nature of conflicts within team performance, promoting innovation, managing
teams and investigating the potential mechanisms for diversity, and fostering personal and professional
their resolution skills. By shedding light on the development. It allows individuals and organizations to
underlying factors contributing to team conflicts, this create healthier and more productive group
study aims to equip team leaders, managers, and environments. According to McKibben (2017), conflict,
organizational stakeholders with evidence-based when approached positively, has the potential to
practices skills, and interventions to mitigate conflicts stimulate and foster change in situations where team
and promote positive team dynamics. dynamics have become stagnant. It can also boost
productivity and inspire critical thinking among team
In an era where teamwork and collaboration members. Alhyari et al., (2020) Argued that there is
have become increasingly indispensable, understanding support for the notion that a certain degree of conflict is
how to resolve conflicts within teams effectively can be necessary for teams to maintain their viability, engage
a game-changer for organizations striving for in self-criticism, and foster innovation. Literature
excellence. By promoting harmonious and productive concluded three types of intragroup conflicts identified
team interactions, the findings from this research will by (Jehn, 1997) including task, relationship, and
contribute to enhancing team performance, employee process. Bendersky & Hays (2011) introduced the
satisfaction, and overall organizational success. fourth type which is status conflict.

Study Objectives and Aims Task Conflict

The primary objectives of this research are Task conflict refers to disagreements and
twofold. Firstly, it seeks to identify and analyze the differences of opinion among individuals or team
various sources of team conflicts, examining individual members regarding the content, goals, or methods of a
and contextual factors contributing to their emergence. particular task (Jehn, 1997). It is a type of conflict that
Secondly, this study aims to explore and evaluate arises from conflicting viewpoints, ideas, or approaches
effective conflict resolution skills and interventions that related to the work at hand. Task conflict involves
can be employed to address conflicts within teams. By differences in how to approach the task, allocate
synthesizing existing literature and empirical resources, make decisions, or solve problems. Research
researches, this research endeavors to present a findings regarding the impact of task conflict on team
comprehensive framework for team conflict resolution performance lack consistency and show varying results.
skills. Through a careful examination of the causes and Wu et al., (2017) concluded their findings and argued
consequences of team conflict, as well as the that task conflict contributes to stabilizing the demand
application of proven conflict resolution strategies, this for benefits within project teams and enhances
research aims to provide a valuable resource for communication as well as the establishment of trust
researchers, practitioners, and organizational leaders mechanisms. Downes et al., (2021) demonstrated that
© 2023 Scholars Journal of Engineering and Technology | Published by SAS Publishers, India 153
 Tawfig Khidir Ibnouf Adham, Sch J Eng Tech, Aug, 2023; 11(8): 152-162
team performance-prove goal orientation (PPGO) relative status. This form of conflict is driven by the
exhibited a positive correlation with collaboration and desire to maintain or enhance one's own status while
team performance, particularly in situations diminishing the status of others. It occurs when
characterized by high task conflict and low relationship individuals or groups compete for recognition, power,
conflict. While De Clercq & Belausteguigoitia (2017) resources, or influence based on their status or social
argued that task conflict diminishes job satisfaction; standing. Status conflicts can result in strained
however, they noted that this effect is attenuated when relationships, reduced cooperation, and decreased
individuals possess higher levels of transformational overall group cohesion. Although status conflict does
leadership, tenacity, and passion for their work. occur independently, it was more common that a task,
relationship, or process conflict served as an arena for a
Relationship Conflict status contest (Bendersky & Hays, 2011). Greer &
This conflict refers to disputes, disagreements, Dannals (2017) concluded that status concerns are
or tension among team members. In particular, insidious challenges to teams, and often may explain
relationship conflict occurs when there is a personal why more destructive conflict forms arise in teams,
incompatibility between members (Caputo et al., 2018). such as process conflict. Thus, understanding the types
Past research studies have indicated that relationship and causes of conflict in teams is important for effective
conflicts among team members can lead to anger and conflict resolution. Wu et al., (2017) Argued the goal
dissatisfaction, ultimately impeding their ability to of handling project teams’ conflicts is, based on
effectively accomplish tasks (Khosravi et al., 2020). different skills and knowledge, to coordinate all project
Failure to address task conflict or process conflict stakeholders in dealing with both existing and hidden
adequately can result in their escalation and subsequent conflicts. Gonçalves, et al., (2016) highlighted the
development into relationship conflict (Wu et al., importance of enhancing individuals' constructive
2017). Therefore, relationship conflicts can distract conflict resolution skills as a means to ensure effective
team members from their tasks and reduce their focus management of conflicts.
on achieving common goals. This distraction can lead
to decreased productivity and hinder the team's overall Conflict Management Styles
performance. Continuous relationship conflicts create a There are different models and approaches to
negative work environment, which can lead to conflict resolution that have been proposed in the
decreased morale and job satisfaction. Team members literature, such as the Thomas-Kilmann Conflict Mode
may experience stress, anxiety, or frustration, affecting Instrument (TKI) and interest-based problem-solving
their motivation and commitment to the team's (Oghenechuko & Godbless, 2018).
objectives.
Thomas-Kilmann Conflict Mode Instrument (TKI)
Process Conflict (1976)
Process conflict involves incompatible views The Thomas-Kilmann Conflict Mode
about how the work should be accomplished (Alhyari et Instrument (TKI) (1976) Figure 1 (Sample, 2008) is a
al., 2020). It often involves debates and disagreements tool used to assess an individual's preferred conflict-
about the procedures, timelines, allocation of resources, handling styles, which include competing,
or division of responsibilities within the group. Process collaborating, compromising, avoiding, and
conflict is an exceptional form of intragroup conflict accommodating. In a collaborative setting, different
due to its intricate interpersonal dynamics, individuals may employ various problem-solving styles.
encompassing concerns related to tasks, relationships, Collaborators strive to meet the needs of all team
and power dynamics. Study on the impacts of conflicts members, whereas compromisers aim to find a solution
on team trust and Performance, Yuni et al., (2020) that benefits the majority. Accommodators prioritize the
revealed that process conflict exhibits a positive needs of others, sometimes at the expense of their own.
correlation with team trust while displaying a negative Competitors tend to assert their authority to push their
association with team performance. The authors argued own agenda, while avoiders may not take any action,
that there is a reciprocal relationship between task and leading to potential long-term problems. In their study
relationship conflict and process conflict. While process examining the impact of inter-organizational conflict on
conflict can initially create challenges and hinder group project-added value, Wu et al., (2017) concluded that
effectiveness, it also offers potential benefits. It can the influence of task, process, and relationship conflicts
stimulate critical thinking, encourage creativity, and on added value in construction projects is contingent
promote a more thorough evaluation of different upon conflict management strategies. When employing
options. If managed constructively, process conflict can a collaborative strategy, task and process conflicts
lead to better decision-making, innovative solutions, exhibit a positive relationship with project-added value,
and improved overall group performance. while relationship conflict shows a negative
relationship. Conversely, when adopting a competitive
Status Conflict strategy, all three types of conflicts - task, process, and
Bendersky & Hays (2011) defined status relationship - display a negative association with the
conflict as the attempts to defend or elevate one’s own added value in construction projects.
© 2023 Scholars Journal of Engineering and Technology | Published by SAS Publishers, India 154
 Tawfig Khidir Ibnouf Adham, Sch J Eng Tech, Aug, 2023; 11(8): 152-162

Figure 1: Thomas-Kilmann Conflict Mode Instrument (TKI)

Source: Thomas-Kilmann Conflict Mode Instrument (TKI) Cited from (Sample, 2008).

Interest-Based Conflict Management System accountability for the conflict management system's
(Oghenechuko & Godbless, 2018) successful operation (Oghenechuko & Godbless, 2018).
Interest-based conflict management system
focuses on identifying the underlying interests and Apart from the mentioned approaches, the
needs of parties involved in a conflict, rather than just literature proposes various theoretical frameworks for
their positions. This model aims to find mutually conflict resolution. Two examples are the Dual Concern
beneficial solutions that go beyond simple compromise Model (DCM) (Blake & Mouton, 1964) and the
or win-lose outcomes. The core of this approach is the Integrative Model of Conflict Resolution (IMCR)
recognition that conflicts arise due to differing interests, (Pruitt & Carnevale, 1993). Each of these approaches
concerns, or values held by individuals or groups. possesses its own set of strengths and weaknesses. The
Instead of directly attacking positions or engaging in selection of an approach relies on the specific
confrontations, the interest-based problem-solving characteristics of the conflict and the objectives of the
model encourages parties to identify and understand parties involved. Overall, a theoretical understanding of
their underlying interests. This model of conflict conflict resolution in teams can provide a useful
resolution promotes open communication, active foundation for identifying best practice skills for
listening, empathy, and a collaborative mindset. It conflict resolution. Therefore, Thomas-Kilmann
encourages parties to move away from adversarial Conflict Mode Instrument (TKI) and interest-based
positions and towards finding common ground and problem-solving are two examples of models and
mutually beneficial solutions. This approach fosters approach to conflict resolution that can be used to guide
better relationships, enhances understanding, and research in this area.
increases the likelihood of sustainable resolutions to
conflicts in various contexts. Interest-based conflict Study Problem and Hypothesis
management fosters a systemic approach to resolving In the past few years, the majority of research
conflicts, enhancing the organization's ability to gain on team conflict has been primarily centered around the
insight into itself by continually addressing areas of impacts of conflicts on team trust and performance
disagreement and discord. Additionally, it provides (Yuni et al., 2020), relationships between conflict and
system participants with opportunities to develop their team outcomes (Suifan et al., 2020), the influence of
interest-based skills and collaborative problem-solving conflict on individual team commitment (Lee et al.,
techniques, which are essential for utilizing the system 2018), Impact of conflict on employees' job satisfaction
effectively and feeling empowered. Moreover, (De Clercq & Belausteguigoitia, 2017), and the
designing interest-based methods through interest-based influence of conflict on employee's agility (Aghaei et
processes serves as both a partnership-building and al., 2022). Henceforth, the study aims to address the
problem-solving endeavor. When stakeholders actively problem of team conflict resolution skills by identifying
participate in the design process, they become genuine effective skills. Therefore, the following hypothesis is
partners in identifying, comprehending, and managing proposed:
their disputes, assuming a greater sense of
© 2023 Scholars Journal of Engineering and Technology | Published by SAS Publishers, India 155
 Tawfig Khidir Ibnouf Adham, Sch J Eng Tech, Aug, 2023; 11(8): 152-162
Hypothesis: To effectively resolve team conflicts, and 2023, while 22 studies were excluded. Although the
conflict mediators must cultivate specific skills that excluded studies were related to conflict management,
promote practical conflict resolution strategies and they did not investigate resolution skills. Therefore,
techniques for preventing, managing and de-escalating these studies were omitted from the analysis.
conflicts.
RESULTS AND FINDINGS
Wu et al., (2017) Argued that the goal of According to the literature, numerous skills
handling project teams’ conflicts is, based on different have been identified that effectively facilitate the
skills and knowledge, to coordinate all project implementation of practical conflict resolution
stakeholders in dealing with both existing and hidden strategies and techniques. These skills play a crucial
conflicts. Greenwood & Haar (2017) contended that role in preventing conflicts, managing them, and
conflict management skills can be considered as effectively de-escalating tense situations. A
essential components of a supervisor's toolkit. comprehensive overview of these skills can be found in
McKibben (2017) Mentioned that effective resolution Table 1 and as explained below.
and conflict management can be beneficial if managed
practically. Khosravi et al., (2020) asserted that; in Cultural Intelligence and Emotional Intelligence
order to mitigate conflicts among project team Skills
members, project leaders and organizations can employ Davaei et al., (2022) Presented previous
a variety of resolution strategies aimed at facilitating studies that recognized the influence of different bits of
better understanding, management, and regulation of intelligence, including cultural intelligence (CQ) and
emotions among project workers. Kwofie et al., (2023) emotional intelligence (EQ), on conflict dynamics. The
advocated that with the increasing complexity and authors’ findings revealed that both cultural intelligence
competitiveness of the business environment, conflicts (CQ) and emotional intelligence (EQ) among team
become unavoidable, highlighting the need for the members contribute to a decrease in the occurrence of
adoption of more effective conflict resolution strategies. various types of intragroup conflicts. Specifically, as
the level of Emotional Intelligence (EQ) decreases
METHODOLOGY AND DATA SOURCE within the team, there is an increased risk of process
This research conducted a literature review to and task conflict within the team. Additionally, when
collect data about conflicts, conflict management, and individual team members have lower levels of EQ and
conflict resolution. Conducting a comprehensive CQ, there is a higher likelihood of experiencing
literature review is a vital research methodology that interpersonal, process, and task conflicts at the team
skillfully synthesizes the existing knowledge base, level. Cavaletti et al., (2021) Argued that emotional
enabling a deeper understanding within a broader intelligence plays a crucial role in differentiating
context and offering valuable recommendations for productive, task-focused conflict from unproductive,
future studies (Razi et al., 2019). Moreover, reviewing relationship-focused conflict and positively influences
previous studies offers significant benefits for both leaders in effectively managing conflicts. Therefore, the
industry practitioners and scholars by providing them authors concluded that individuals with higher
with comprehensive and valuable sources. Additionally, emotional intelligence demonstrate superior skills in
it facilitates meaningful discussions, allows for drawing conflict management, building relationships, fostering
insightful conclusions, and helps in identifying future trust, and perceiving project success. Khosravi et al.,
research directions (Yap et al., 2021). Therefore, the (2020) Demonstrated that effective emotion regulation
present study utilized Google Scholar (GS) and and management enable project team members to
Research Gate as research engines in order to gather regulate and comprehend their own emotions as well as
data on conflict resolution skills in teams. Specific the emotions of their colleagues in response to conflict
keywords such as team conflicts, conflict management, situations. Consequently, improving emotional
conflict resolution, and disputes were employed to intelligence can alleviate the negative impact of
search for relevant topics. The search focused on data relationship conflicts (Rezvani et al., 2019).
published between 2017 and 2023 to narrow down the
scope to relevant subjects. The initial examination on Cultural intelligence also plays a significant
Google Scholar (GS) yielded a total of 17,800 topics. role in adopting effective conflict management
To establish the selection criteria, the following strategies. Gonçalves et al., (2016) have shown that
conditions were applied: publications had to be in cultural intelligence can predict an individual's conflict
English, published between 2017 and 2023, and focused resolution approaches, and self-monitoring, although
on conflict management and conflict resolution. controversial, is linked to these styles. Self-monitoring
Furthermore, the publications had to be published in is found to be an influential factor in conflict
scientific journals. After a meticulous process of management, influencing the choice of dominant style
checking, evaluating, and removing duplicate studies, a during conflict situations. When individuals possess a
final set of 40 studies were identified. Further reading heightened awareness of each other's cultural
of all 40 studies revealed that 18 researches related to background and consciously emphasize their
conflict resolution skills were published between 2017 connection with others during social interactions, they
© 2023 Scholars Journal of Engineering and Technology | Published by SAS Publishers, India 156
 Tawfig Khidir Ibnouf Adham, Sch J Eng Tech, Aug, 2023; 11(8): 152-162
are more likely to employ conflict resolution strategies factors. By addressing these aspects, teams can enhance
that benefit both parties involved. By prioritizing communication and reduce the occurrence of disputes
mutual benefits and maintaining strong relationships, (Amila, 2022). It is necessary to establish a formal
individuals can navigate conflicts effectively and communication mechanism to harness the benefits of
promote positive outcomes. These findings have task conflict while minimizing the negative effects of
provided valuable insights into how cultural intelligence process and relationship conflict (Wu et al., 2017). The
and self-monitoring influence conflict-resolution styles. authors also highlight that the higher levels of
By establishing a company culture that values different communication willingness, contribute to a team's work
perspectives, opinions, and cultural diversity, managers enthusiasm, sense of belonging, and proactive attitude,
can lay the groundwork for maximizing employee thereby fostering increased idea generation and
agility and productivity (Aghaei et al., 2022). creativity in problem-solving during project
implementation. As a result, communication
Collaborative Environment Skills willingness positively influences process and task
The objective of effectively managing conflicts conflict while negatively affecting relationship conflict.
within project teams is to harmonize the efforts of Moreover, leveraging communication channels such as
various stakeholders by leveraging diverse skills and progress meetings and well-documented information
knowledge (Wu et al., 2017). Preventing or resolving ensures accurate, relevant, and sufficient
conflict can be achieved by cultivating a harmonious communication for project processes and tasks.
team environment and boosting morale. Cultivating Ultimately, effective formal communication contributes
mutual respect is crucial in teams for creating a positive to the reduction of both task and process conflict. These
working environment. Respectful interactions among findings were supported by Cavaletti et al., (2021),
team members contribute to a team atmosphere and a Downes et al., (2021), and Wu et al., (2017). Khosravi
more productive work outcome (McKibben, 2017). et al., (2020) argued that enhancing trust within teams
Creating an environment that fosters open and cultivating long-term cooperative relationships can
communication, encourages information sharing, and be achieved through effective communication
promotes diversity and tolerance is vital for conflict facilitation and the establishment of meaningful
resolution (Aghaei et al., 2022). horizontal working connections. Rezvani et al., (2019)
concluded that when project teams possess the
Feedback Intervention Skills capability to manage their negative emotions through
Conflict resolution focuses on resolving the emotional intelligence, adverse reactions to conflict are
underlying problem rather than blaming individuals. likely to diminish. This, in turn, facilitates effective
Condemning individuals is not a productive solution. communication, fosters creativity in addressing
Negative behaviors such as challenging behavior and complex challenges, and encourages the exchange of
condescension can lower morale and create negative knowledge and information among project teams.
feelings. Additionally, contradictory or confusing
actions can lead to uncertainty and frustration, Leadership Skills
undermining respect and creating further conflicts. Foncubierta-Rodríguez et al., (2021) found
Understanding the individuals involved in a conflict is that implementing the Transformational Leadership
essential to minimize or effectively manage it. Gaining Style leads to an expansion of the positive area of
insights into their perspectives, motivations, and needs conflict. This expansion is further enhanced by
can aid in finding suitable resolutions and restoring fostering open discussions of ideas and encouraging the
harmony (McKibben, 2017). Therefore, providing exchange of diverse points of view. The authors
positive feedback has been shown to decrease team reached this conclusion based on the transformative
relationship conflict, leading to a positive impact on leader's ability to foster increased team cooperation and
team creativity. Conversely, negative feedback has the promote interactive team dynamics. Moreover,
potential to increase team relationship conflict, resulting Gonçalves et al., (2016) argued that personality
in a negative effect on team creativity. Thus, managers attributes such as intelligence, ethics, flexibility,
should take the initiative to implement appropriate assertiveness, and openness have been associated with
feedback valence interventions, establishing a feedback different conflict management styles in several studies.
intervention mechanism that effectively reduces team Yin et al., (2022) their findings indicated a significant
relationship conflict and fosters an environment positive impact of a leader's cooperative conflict
conducive to team creativity (Liu et al., 2022). management style on both the positive emotional
climate within the team and the team's passion.
Communication and Relationship Skills Furthermore, the positive team emotional climate was
Ineffective communication among teams is a found to mediate the relationship between the leader's
significant contributor to disputes. Therefore, several cooperative conflict management style and team
factors influence effective communication, aiming to passion. Additionally, the study revealed that team
minimize disputes. These factors include human emotional intelligence acts as a moderator between the
aspects, technical considerations, organizational leader's cooperative style and the development of a
elements, cultural influences, and environmental positive team emotional climate. In addition, when team
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 Tawfig Khidir Ibnouf Adham, Sch J Eng Tech, Aug, 2023; 11(8): 152-162
leaders embrace a cooperative conflict management ability to perceive and understand one's own emotions
style, it cultivates an environment of team as well as the emotions of others significantly enhances
psychological safety, resulting in enhanced team the likelihood of team performance by fostering trust
innovation performance (Yin et al., 2022). Kayani and reducing conflict. Managers can leverage these
(2021) provided compelling evidence that conflicts findings to enhance team performance and mitigate
within or between project teams have a detrimental conflict (Rezvani et al., 2019). The findings revealed by
effect on team performance. However, these conflicts Ratasuk & Charoensukmongkol (2019) indicate that
can be effectively managed and resolved through the teams characterized by a high level of trust experienced
implementation of temporal leadership strategies. lower levels of conflict and achieved greater team
Temporal leadership has garnered significant research innovation compared to teams with low levels of trust.
attention in recent years due to its association with The authors argued that increased trust within a team
positive outcomes. By promptly addressing and fostered openness among members, leading to reduced
resolving misunderstandings within project teams, interpersonal conflict. Consequently, team members
temporal leaders exhibit self-confidence and foster a exhibited a greater willingness to contribute and share
cohesive working environment. Through effective task resources, which are essential for generating new ideas
organization, coordination, and motivation, temporal and fostering innovation.
leadership empowers managers to guide their teams
toward achieving optimal results. The author added Managerial Skills
further that by employing temporal leadership The presence of strong managers’ support acts
strategies, team leaders can mitigate conflicts, foster as a buffer, mitigating the impact of intra-group conflict
collaboration, create an atmosphere conducive to high on negative affect. This means that when supervisors
performance, and maximize the potential of their teams. actively support teams and foster stability within the
Thus, effective leadership, fostering positive team group, they create an environment with reduced conflict
dynamics and communication, promotes shared and less negative emotional impact (Greenwood &
problem-solving and embraces change (McKibben, Haar, 2017). The authors further argued that the nature
2017). of supervisor support suggests that demonstrating
interest in team difficulties, actively listening to
Trust Development Skills problems, and showing genuine concern for the well-
Trust is identified as a critical boundary being of team members are crucial interpersonal
condition in the relationship between conflict and communication skills for supervisors. These attributes
performance. Consequently, project managers and contribute to effective support and can positively
leaders should possess a comprehensive understanding influence team dynamics. Moreover, their findings
of the project and actively foster trust development to indicate that supervisor supports not only directly
mitigate the detrimental effects of conflict among team influences outcomes such as reducing intra-group
members (Khosravi et al., 2020). Trust among project conflict, alleviating negative affect, and enhancing job
participants is inversely related to task conflict, process satisfaction but also interacts with intra-group conflict
conflict, and relationship conflict. Consequently, itself. Consequently, providing supervisors with the
fostering a project trust culture and creating a necessary tools and training can greatly contribute to
supportive working environment becomes imperative. successful conflict management within teams. Aghaei et
Therefore, establishing trust mechanisms based on al., (2022) emphasize the importance of managerial
equal cooperation among project participants is support in harnessing conflict for high job performance
essential to harness the positive impacts of task and among team members. Additionally, the authors argued
process conflict while mitigating the adverse that managers are advised to assign challenging tasks to
consequences of relationship conflict. These engage employees' focus and energy on task completion
mechanisms should prioritize mutual trust as a rather than interpersonal differences. While, Downes et
foundational element (Wu et al., 2017). The authors al., (2021) strongly advise managers to prioritize
added that it is crucial to prioritize the cultivation of contingent factors such as team trust and
trust among project teams, with a specific focus on communication in order to harness the advantages of
fostering calculative trust. Thus, to foster long-term task conflict and mitigate the harmful consequences of
cooperative relationships, deliberate efforts are required relationship conflict.
to develop and nurture calculative trust. Khosravi et al.,
(2020) Argued that rather than fixating on conflict Other Conflict Resolution Skills
situations, the cultivation of high levels of trust among The literature revealed other conflict resolution
project team members fosters an emotional bond and a skills that include Problem-Solving Skills: Focusing on
safe environment. This, in turn, encourages open the Issue and not Blaming Individuals; Consistency and
discussions, effective problem-solving, and the Clarity Skills: Avoiding contradictory or confusing
facilitation of creative ideas, particularly in times of actions, promoting certainty, and clarity; Conflict
crisis. Furthermore, trust and conflict within the team Analysis Skills: Identifying conflict source, type, and
act as mediators in the relationship between team root causes (McKibben, 2017). Active Listening Skills:
emotional intelligence and team performance. The Listening to problems and demonstrating care for Well-
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being (Greenwood & Haar, 2017). Empathy Skills: (Gonçalves, et al., 2016).
Understanding and sharing others' emotions

Table 1: Effective Team Conflict Resolution Skills

Skill Category Skills Techniques
Establishing effective communication to minimize disputes
Managing relationship conflict through formal communication
Communication and Relationship Skills: Leveraging informal communication for process and task conflict
Mitigating relationship conflict through formal channels
Fostering open communication
Providing adequate support
Applying the appropriate leadership style
Expanding positive areas of conflict
Leadership Skills Enhancing team cooperation
Facilitating team interaction
Demonstrating a cooperative conflict management style
Fostering long-term cooperation
Foster problem-solving skills
Encouraging creativity
Building strong relationships
Enhancing Cultural Intelligence and Emotional Intelligence
Understanding and managing emotions and self-management
Creating a positive team emotional climate
Cultural Intelligence and Emotional Minimizing interpersonal differences
Intelligence Skills Establishing a tolerant culture
Embracing different opinions, values, and cultural diversity
Minimizing interpersonal differences
Managerial Skills Attending to contingent factors
Building team trust
Facilitating effective communication
Harnessing benefits of task conflict
Mitigating deleterious effects of relationship conflict
Collaborative Environment Skills: Creating a welcoming atmosphere and a safe environment
sharing ideas and Encouraging open discussion
Openness to constructive criticism
Supporting collaborative decision-making
Encouraging teamwork and idea discussion
Feedback Intervention Skills Providing constructive feedback
Avoiding negative feedback
Initiating appropriate feedback valence interventions
Establishing feedback intervention mechanisms
Trust Development Skills Building trust as a boundary
Fostering trust, openness, and resource sharing
Other Skills Problem-Solving Skills
Consistency and Clarity Skills
Conflict Analysis Skills
Active Listening Skills and Empathy

CONCLUSION AND minimize disputes and foster a positive team climate.

RECOMMENDATIONS Among these skills, establishing effective
In conclusion, this research study aimed to communication was highlighted as a fundamental factor
explore and evaluate effective conflict resolution skills in mitigating both relationship and task conflict.
and interventions for addressing conflicts within teams. Encouraging open discussion, sharing ideas, and
Through an extensive literature review, numerous skills exchanging points of view were deemed essential in
and strategies were identified to promote harmonious creating a safe environment where team members feel
team dynamics and productive conflict resolution. The comfortable voicing their perspectives. Furthermore,
findings of this research shed light on a wide array of the research emphasized the significance of building
conflict resolution skills that can be employed to trust among team members. Trust acts as a boundary
that allows team members to feel secure in sharing their
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 Tawfig Khidir Ibnouf Adham, Sch J Eng Tech, Aug, 2023; 11(8): 152-162
thoughts and ideas, ultimately leading to more resolution and conflict management approaches to the
collaborative decision-making processes. The study also specific dynamics and contexts of the team. Consider
underscored the importance of emotional intelligence factors such as team size, organizational culture, and the
and cultural intelligence in conflict resolution. nature of the conflicts being addressed. This
Understanding and managing emotions, fostering a customization will ensure that interventions are relevant
positive team emotional climate, and embracing cultural and effective in promoting harmonious relationships
diversity were identified as critical elements in and achieving desired outcomes.
resolving conflicts stemming from interpersonal
differences. Moreover, the research highlighted However, with ongoing commitment and
problem-solving skills, active listening, empathy, application of these conflict resolution skills, teams can
consistency, clarity, and conflict analysis skills as strive for long-term cooperation, improved
valuable assets for addressing conflicts effectively and relationships, and increased productivity. Thus, the
finding mutually beneficial solutions. To implement findings of the study contribute to the theory of
these conflict resolution skills and interventions competency performance.
successfully, appropriate leadership styles that
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Acronym List Appendix 1
CQ Cultural Intelligence

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Summary of Conflict Resolution Skill
S No Author Conflict Resolution Skills

1- Creating a welcoming atmosphere for brainstorming, sharing ideas, team-working environments, and being open to constructive
criticism from peers, and subordinates.
1 (Aghaei, Haghani, & Limunga, 2022) 2- Establish the culture of the company upon the pillars of tolerance towards different opinions, values, and cultural diversity.
3- Adequate support from leaders of companies for effective communication and information processing.
4- Set challenging tasks to focus employees’ minds and energy on task completion rather than interpersonal differences.

1- Increases the level of cultural intelligence (CQ) and emotional intelligence (EQ) among the team member. The results show that the
2 (Davaei, Gunkel, Veglio, & Taras, 2022) (CQ) and (EQ) of the team members reduce the occurrence of the three different intragroup conflicts, that as the level of Emotional
Intelligence EQ decreases within the team, the risk of process and task conflict within the team increases and the lower the level of EQ
and CQ of each team member, the higher the level of team interpersonal, process and task conflicts.
1- Organize, coordinate and distribute the task among members of the team and motivate them to give desired output results in a proper
3 (Kayani, 2021) required manner.
2- Increase the performance of the team to adopt temporal leadership and utilize its managerial resources.
1- Provide Positive feedback that helps to reduce team relationship conflict and avoid negative feedback.
4 (Liu, Xiao, & Wang, 2022) 2- Initiate appropriate feedback valence interventions that establish a feedback intervention mechanism which reduces team
relationship conflict and enhances team creativity.
1- leader’s cooperative conflict management style has a significant positive effect on both positive team emotional climate and team
5 (Yin, Qu, Liao, Jia, & Li, 2022)
passion.
1- The greater the emotional intelligence in individuals, the better their conflict management skills, relationships, trust skills, and
perception of project success.
(Cavaletti, Santino, Penha, da Silva, &
6 2-Formal and effective communication reduces conflict between tasks and processes. Therefore, a high frequency of formal
Bizarrias, 2021)
communication is positively associated with relationship conflict. Informal communications positively influence the process and task
conflict and negatively influence relationship conflict.
1-Managers need to attend to contingent factors like team trust and communication to reap the benefits of task conflict and lessen the
7 (Downes, Gonzalez-Mulé, & Seong, 2021)
deleterious effects of relationship conflict.
1- Encouraging the discussion of ideas and the exchange of points of view.
(Foncubierta-Rodríguez, Martín-
8 2- The results show that the application of Transformation Leadership Style expanding the positive area of conflict. The authors came to
Alcázar, & Perea-Vicente, 2021)
this conclusion because the transformational leader enhances team cooperation and team interaction
1- Emotion Intelligence EI (ability to understand and to manage emotions) can induce project team members to control and understand
their own emotions and those of other team members in response to conflict events.
2- Promoting the development of trust where trust acts as a boundary condition between conflict and performance
9 (Khosravi, Rezvani, & Ashkanasy, 2020) 3- Facilitating effective communication and the development of useful horizontal working relationships
4- Foster long-term cooperative relationships
5- Creates an emotional attachment and a safe environment that initiates open discussion, problem-solving, and the facilitation of
creative ideas in moments of crisis.
1- Poor communication between the teams is one of the causes of disputes, thefore, establish effective communication to minimize
10 (Amila, 2022)
disputes
1- The higher level of trust within a team makes members more open to other members, thereby lowering interpersonal conflict in the
11 (Ratasuk & Charoensukmongkol, 2019) teams. As a result, team members are willing to dedicate and share more resources which are required for developing new ideas and
innovation.
1- Emotional intelligence enables project teams to manage and understand their own and the emotions of other team members that
arise from conflict events. Therfore, the negative influence of relationship conflicts can be diminished by improving emotional
conflicts (Rezvani, Barrett, & Khosravi,
12 intelligence.
2019)
2- facilitates effective communication, creativity towards solving complex challenges and the exchange of knowledge and information
among project teams.
13 (Greer & Dannals, 2017) 1- Team atmosphere, which encourage the expression of open, cooperative, non-emtional task debates
1- Nurturing positive team dynamics and communication
2- Encourages shared problem solving and acceptance of change
3- Encourage mutual respect that fosters a more positive working environment
4- Seek to solve a problem, not the person, therefore condemning individuals is not the solution
14 (McKibben, 2017)
5- Avoid contradictory or confusing actions that may lead to uncertainty and frustration,
6- Understand the person, or people at the centre of conflict
7- The source must first be identified, including the type of conflict, and how and why it has arisen
8- Effective leadership will help prevent or resolve conflict positively, through harmonious team function and raised morale

15 (Wu, Liu, Zhao, & Zuo, 2017) 1- Establish formal communication mechanism to take advantage of the positive effect of task conflict whereas mitigating the negative
effect of process and relationship conflict.Therefore, effective formal communication reduces both task and process conflict.
1- Nurturing trust among project teams, particularly on developing calculative trust.
2- Trust mechanisms should be established among project teams based on equal cooperation to take advantage of the positive effects
16 (Wu, Zhao, & Zuo, 2017)
of task conflict and to avoid the negative effects of process conflict and relationship conflict.
3- Project teams should enhance their core capabilities and develop high level trust with partners

1- High supervisor support buffers the influence of intra-group conflict on negative affect. Therefore, when being supportive – in the
way that teams work and maintain stability (and create less conflict) within themselves.
17 (Greenwood & Haar, 2017 2- listening to problems and demonstrating care about well-being.
3- showing interest in difficulties.
4- interpersonal communication skills such as attentive listening are important attributes for manager.
5- Immediately controls the misunderstanding occurred within a project team.
1- Awareness of the cultural background of each other during social interactions and behave to emphasize on their connection with
18 (Gonçalves, et al., 2016) others, then, in a conflic
2- Empathy

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