Course Reflection What are three takeaways from this course you were able to apply to your career? Submission Instructions: Your initial post should be at least 200 words. This is a reflective pos

The Controversial Team Member

Jennifer Bacuylima

SOC-460D-OL1

Conflict & Conflict Resolution

Dr. Ruth Doriscar-Cook

June 6, 2025

The Controversial Team Member

Introduction

In organizations and academic settings, teams often consist of individuals holding diverse ideologies, cultural backgrounds, and values. While it can help businesses advance and include different viewpoints, diversity can sometimes result in challenges and debates. Folger et al. (2018) explore the issues that can come up when someone on the team shares ideas or views that other members consider controversial. The conflict is explored here using theories, religious points of view, and the author's personal experiences in life. It explains how people react with each other in teams, discusses ethical communication, and suggests ways to solve disagreements.

Case Summary and Conflict Analysis

In this case, Alex says some controversial things during a group project, which causes a central issue for the student team. Others in the team consider the statements to be racially insensitive and wrong, which causes them to feel uncomfortable and tense. Some want to remove Alex from the group, though others are unsure, as they worry it might result in further conflict or grading consequences.

This conflict can be examined with different theoretical viewpoints. First, social identity theory shows that people tend to put themselves and others into either in-groups or out-groups (Khadka, 2024). Alex’s views probably added to the way the in-group was viewed, resulting in alienation. In addition, conflict styles are very important in this matter. According to Akhtar and Syeda (2021), using the styles of integrating, obliging, dominating, avoiding, and compromising can explain a person’s reactions. Some people tried to avoid the situation, whereas some were aggressive in pushing for Alex’s removal without talking about it.

In addition, how conflicts were presented through communication greatly played a role in the dispute. Folger et al. (2018) underline that a person’s viewpoint and emotions help shape the way they see a conflict. Alex spoke about his ideas as an expression of free speech, but to some, what he said was seen as microaggressions. A shared vision was missing, which helped the conflict progress and develop further.

Moral and Religious Reflections

Looking at this from a moral view, we should find a balance between expressing views and ethical duties. I believe that words should be used with respect and empathy for other people, since my morals uphold these values. Offenses that are unintended should not go overlooked by anyone. Kant and other moral philosophers promote the belief that the dignity and feelings of each team member should be respected by everyone (Guryanov et al., 2021).

Christian teachings in the Bible guide me on how to live peacefully and with respect. This verse tells us to treat people how we ourselves want to be treated. People often refer to this principle as the Golden Rule because it underlines why empathy and being responsible matter. Romans 12:18 further says, “If it is in your power, make every effort to keep peace with everyone.” These writings recommend resolving problems positively and with understanding, rather than avoiding them or creating hostility.

The challenge is to make sure both truth and respect are promoted together. Not respecting how others feel can cause problems within the group and reduce its unity. Using religious and moral guidelines would motivate Alex to think about whether his words are true to love, humility and help the group.

Resolution Strategies and Personal Insight

To deal with this type of conflict, we should approach it highly structured manner and by using both accountability and empathy. Another helpful way is facilitated dialogue or mediation, which involves a neutral person leading the team in a conversation centered on what they have in common and respect for each other (Ali, 2023). Alex gets the chance to share his preferences, and everyone can share their worries in a constructive way.

Establishing what is acceptable in terms of behavior and communication, as well as respect, should take place at the start of the project. Jordan and Troth's (2021) study reveals that emotional intelligence is related to constructive ways of resolving conflicts. Guiding team members in emotional intelligence helps create a setting where differences can be discussed openly.

I have had experiences working with people from different political and social backgrounds. At one moment, one of my teammates said something that made me uncomfortable. Instead of getting annoyed, I spoke to him one-on-one to understand his point. This did not make me view his ideals differently, but it permitted us to understand each other better and work together. Being a good listener does not mean you need to agree, and understanding what is expected from each other usually stops problems from happening later on.

Conclusion

Starting from this case, we can see how free speech, involving all people and being ethically responsible, is our common point of struggle across the world. Examining the situation by conflict theory, personal morals, and religion teachings makes it clear that the best approach is to speak and listen from everyone’s point of view. Team members should be able to share their thoughts without fear of getting harmed.

The case prompts us to rethink how we deal with viewpoints that are not the same as ours. We have to ensure that our leadership and collaborative efforts uphold dignity, peace, and openness in talking with others. As a result, we are better able to overcome differences, form strong teams, and handle conflicts in a wise and friendly manner.

References

Akhtar, N., & Syeda, S. H. (2021). Conflict management styles as predictors of organizational commitment in university teachers. Journal of Behavioural Sciences, 31(1), 98.

Ali, A. A. (2023). Mediation and Conflict Resolution.

Folger, J. P., Poole, M. S., & Stutman, R. K. (2018). Working through conflict: Strategies for relationships, groups, and organizations (7th ed.). Routledge.

Guryanov, A. S., Minnullina, E. B., & Shakirov, A. I. (2021). Kantian ethics: The phenomena of respect and worth (worthiness). European Proceedings of Social and Behavioural Sciences. https://doi.org/10.15405/epsbs.2021.11.89

Jordan, P. J., & Troth, A. C. (2021). Managing emotions during team problem solving: Emotional intelligence and conflict resolution. In Emotion and performance (pp. 195-218). CRC Press. https://www.taylorfrancis.com/chapters/edit/10.1201/9780429187636-4/managing-emotions-team-problem-solving-emotional-intelligence-conflict-resolution-peter-jordan-ashlea-troth

Khadka, C. (2024). Social Identity Theory and Group Behavior. TUTA Journal, 105-120. https://doi.org/10.3126/tutaj.v12i1.74063