# Teamwork Conflict Management Training and Conflict Resolution Practice via Large Language Models
## 4 Conflict Management Training and Practice
### Operationalizing Transformative Learning Pedagogy
#### 4.2.2 Step 2: Practice
In this practice, collaboration was the most prevalent conflict-handling approach, suggesting some evidence of the effectiveness of our training approach. In this conflict-handling style, students attempted to work with the other team member to identify a solution that would be suitable for the two parties, thus being assertive and cooperative. Collaboration, as enacted by these students, involved engaging in discussions where parties learned from each other's perspectives, aimed to resolve potential conflicts over resources, and actively sought solutions to interpersonal issues through confrontation and dialogue. It is important to note that while 9% of students who reported no change in confidence all used a collaborative conflict resolution style, their specific strategies differed somewhat from those used by students who reported increased confidence. The students with unchanged confidence focused heavily on involving everyone in the resolution and compromising when necessary, with only 50% identifying the root cause of the conflict. In contrast, the students who reported increased confidence and used a collaborative style more frequently employed strategies such as identifying the root cause, actively listening, and focusing on shared goals. This suggests that even within the same conflict resolution style, there can be variations in the specific strategies employed, and that certain strategies, such as identifying the root cause and active listening, may be particularly effective in building confidence in conflict management skills. ### Common Conflict Resolution Strategies

The third research question characterized the specific conflict management strategies that the students applied during the simulated practice via the LLM. As evidenced by the findings, the most common strategy used by the students was to try to identify the root cause of the problem. In this process, students actively listened to try to understand the team member's concerns and used \"1\" statements when voicing their concerns and finding ways to find a solution. The process of finding a solution focused on identifying shared goals, in this case, completing the semester project successfully. In finding a solution, students involved both parties. Many times, that solution took the form of offering help, although fewer students offered multiple solutions. Other less-used strategies included seeking help and reflecting on the experience. The frequently used strategies of identifying the root cause of conflicts and focusing on shared goals align with [PERSON] and [PERSON]'s principle that advocates for \"focusing on interests, not positions\" and \"inventing options for mutual gains\" as more effective ways to resolve disputes [71]. This principle highlights the importance of negotiation skills in conflict management, suggesting that a deeper engagement with negotiation training could enhance students' capabilities to manage disputes effectively. Such training could provide practical tools for students to navigate the nuances of conflict resolution beyond academic settings, preparing them for real-world interactions. ### Deviatations from Best Conflict Resolution Practices

The study observed instances where students deviated from the recommended conflict resolution practices. These deviations provide valuable insights into the challenges students face in consistently applying taught strategies, particularly in emotionally charged situations. Several factors may influence the extent to which students adhere to best practices, including the perceived severity of the conflict [72], individual communication preferences [73], the emotional state of the person [74], and the specific dynamics of each interaction [75]. For example, when stakes feel high, students may default to more aggressive communication styles in an attempt to convey the gravity of the situation and prompt immediate action [76]. Additionally, deeply ingrained communication habits may be difficult to override, especially in the heat of the moment.