美国论文代写：群体内部冲突
美国论文代写：群体内部冲突
处理群体内部冲突的两个基本维度，关心自我和关心他人。第一个维度显示了人们想要满足他的顾虑的程度。这个维度基本上是基于高低的一个度量。当任何一方或双方都有这个维度高的时候，那么解决冲突的最好方法就是解雇一名员工。这种解雇应根据只关心自己的人来执行。如果两者都具有相同的自我关心程度，则团队应该解雇不那么重要的人。
第二个方面是，关心他人。当一个人有这个维度时，那么这种冲突可能会对这个团体有很大的好处。
维度是在五个基础上得分的：第一是整合，这意味着这个人有很高的自我关怀;第二点是强制性的，这意味着这个人对他人有很多的关心。第三点是妥协;这也意味着这个人高度关注他人。第四点是支配性的，这意味着人们只关心自己，而最后一个人是回避的，这意味着人们高度关注他人（Poole＆Roothe，1989）。
因此，通过对以上几点进行评分，我们可以找到帮助解决团队内部冲突的人的本质。
团队绑定
在这里讨论团队约束是最重要的，因为在一个团体中发生冲突的主要风险是冲突的结果可能会破坏团队或团队（Putnam，1986）。因此，对于团队绑定有两个解决方案;一个是以冲突的方式来管理冲突，其二是冲突应该得到解决。
冲突的积极结果取决于团队成员的相互了解和冲突的情况。因此，团队应该提供团队工作的培训，并且应该增加与其他团队成员的相互理解。
通过实施上述过程，团队的联系变得更加强大。
美国论文代写：群体内部冲突
There are two basic dimensions of handling the conflicts within a group, concern for self and concern for others. The first dimension shows the extent up to which the person wants to satisfy his concerns. This dimension is basically a measure on the basis of high or low. When any of the person or both have this dimension high, then best solution of the conflict resolution is dismissing one of the employees. This dismissal should be performed depending on the person who is only concerned about himself. If both have the same extent of self-concern, the team should dismiss the less important person.
The second dimension is, Concern for others. When a person has this dimension, then that type of conflict may become very much beneficial for the group.
The dimension is scored on the basis of five points: first is integrating, this means that the person has high self-concern; the second point is obliging which means the person has a lot of concern for others. The third point is compromising; this also means that the person is highly concerned about others. The fourth point is dominating, which means that the person is highly concerned about only himself and the last one is avoiding, which means that the person is highly concerned about others (Poole & Roothe, 1989).
Thus, by rating the above points we can find the nature of a person that helps in resolving the conflicts within a group or team.
Team Binding
Discussing team binding individually is most important here as the main risk of having conflicts in a group is that the result of conflict may be breaking of team or group (Putnam, 1986). Thus, for team binding there are two solutions; one is to manage the conflicts in such a way that it may result positively and the second is that the conflict should be resolved anyway.
The positive outcome of the conflict depends on the mutual understanding of the team members and the situation of the conflict. Thus, team should be provided the training of team work and should try to increase the mutual understandings with the other team members.
