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2. A CEO shares his key ingredient for cooling team conflict

   www.aol.com/finance/ceo-shares-key-ingredient...

   Shaun McAlmont has a few ideas for avoiding that unhealthy team dynamic. The president and CEO of Ninjio , a cybersecurity awareness training company with about 100 employees in the U.S. and ...

3. Team conflict - Wikipedia

   en.wikipedia.org/wiki/Team_conflict

   He stated that there are two kinds of conflict: cognitive — conflict based upon issues, ideas, processes or principles, and affective — conflict based upon personalities, emotions or values. Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive.

4. Tuckman's stages of group development - Wikipedia

   en.wikipedia.org/wiki/Tuckman's_stages_of_group...

   The forming–storming–norming–performing model of group development was first proposed by Bruce Tuckman in 1965, [1] who said that these phases are all necessary and inevitable in order for a team to grow, face up to challenges, tackle problems, find solutions, plan work, and deliver results. Tuckman suggested that these inevitable phases ...

5. Conflict resolution - Wikipedia

   en.wikipedia.org/wiki/Conflict_resolution

   Conflict resolution is conceptualized as the methods and processes involved in facilitating the peaceful ending of conflict and retribution.Committed group members attempt to resolve group conflicts by actively communicating information about their conflicting motives or ideologies to the rest of group (e.g., intentions; reasons for holding certain beliefs) and by engaging in collective ...

6. 10 Tips For Tackling The Toughest Workplace Conflicts - AOL

   www.aol.com/news/2012-07-20-10-tips-for-tackling...

   Here are 10 tips for resolving workplace disputes: By Jessica Harper Each employee possesses a unique set of attitudes, ideals, and beliefs that may differ from that of their co-workers. Sometimes ...

7. Conflict management - Wikipedia

   en.wikipedia.org/wiki/Conflict_management

   Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.