l)f Lhe group. And quite frequently, the 0U1er group members are not able to solve the problem constructively; they either support the obst. n1clur or reject him-botb of which arc unde:-irnblc. The leader may have to intervene if Lhe conflict siluution is to be himdled productively. Process, Negotiate and Resolve Conflicts to Member's Satisfaction 111c d)11amism characteristic of the work group is maintained if the hostility and connicl in U1e gruup ore pt:nniltcd lo de\'C:?lop. However, stability, in Lhe face of turbulence. cannot be sustained 11nlcss gro11p rn. cmben; have the necessary attitude towards conflicts and the compett-ncies necessary to handle or manage Lhem. Specific inte. rvt>ntions focus on developing the member·s competencies to handle conflict cvnslrut:tively: Help members underst. Jnd the nature of conflicts Help members so through the coping process of conflict resolution using the problem-solving approach. Help members pnerate new ways of looking at the situation or problem. Help members analyze the here-and-now experience. 1. Understandin g tl1e Nature of Conflicts. Group mem. bers Jear11 to develop a positive at Utude towaid conflict when they realize that it has the follovvi. np; characteristics: a. It is a natural part of any relationship and of any group. It is inevitable in a problem-solving group primarily because persons differ from each other in many ways-needs, motives, interests, ideas, and , perspectives. 138 b. Conflict is desi. rable and e,,. _trernely valuable for several 1·easo11s, according to Johnson and Johnson (1975, pp. 148-153): It encourages inquiry, promotes objectivity and sharpens analysis since it provides for a greater diversity of opiniu11s, inle1·esls, v;ilues, and ideas among group members. Thus when conflict is handled constructively, Lhe group is able to come up with creative and high-quality decisions aod solutfons. Conflict stimulates interest and curiosity, and increases t J1e motivation and energy of group members. These, in turn, enco11ra~e active iuvolvemen1 and commitment of members to group functioning. It can greatly reduce the natural tension and frustration of working together. Contlict allov,rs for the expression of emotions such a. c; indignation and anger that would interfere wilh group work if suppressed. Feelings t Jiat an: unn:solved nfld. ;ire not dealt with make for biased, non-ohjcctivc judgements and act ions. They affecl the members' pe,rceptiu11 of cvc11ts a11d i11for111ation. They lead to distortion of other·s ideas or mi. sintcrprct. nion of their actions. Thus. if members withdraw from conrlicts. reln1ionships within the group become so fragile 1hat mcmhcrs cr1 nnot stond the strain of prolonged differences. 