communication is very important in this situation. before you do anything make sure there are no any misunderstanding. go talk to a coworker who worked with that guy before to see if that guy is always like that. If not there might be some misunderstanding between you and that person. it might be something he/she said or did subconscious makes you feel unhappy but he/she may not mean so. or it just some different approach to get this project done but that way makes you feel uncomfortable. just go talk with him/her share your idea and your approach to solve this problem and see how it goes. if after this conversation you still feel that guy is difficult there is something i would do. if i think i can handle this project without that person, just ignore that person and finish everything on me onw. if i cannot finish this by myself then make a chart what i did and make all conversation through email, leave a paper trail. when the project didn't go well i can have a prove so I won't be the one to be blamed.  

I agree with @lw266, clear communication is needed in this type of situation to establish what is to be expected from every team member. From day one, if a set schedule and deadline is put into place, it creates a good foundation for everyone to follow and can motivate the team (even the difficult members) to stay on track. Seeing other team members consistently meet their deadlines fosters a driven team that can push each other to perform and deliver their best.  In the case that a team member only sees everything their way, it would be ideal to politely tell that person that their approach may not be ideal because of "xyz" and try to come to a compromise that the whole team is happy with. However, if that person is still not willing to compromise and continuous conversations with that team member are not successful, it would be appropriate to then speak to upper management about the issue and decide how to move forward. 

The above answers from both @srp98 and @leshan bring up good points that clear communication skills is important for any team as it establishes the group dynamic and how the group will workin the future. On top of establishing a clear line of communication, it is also equally important to identify any friction that is happening within in the team early on by the project manager in charge of the. It is important to find out any one particular member of the team that may seem to be miscommunicating or repeatedly making mistakes and correct the action. This is important because once the team dynamic is set and the person keeps making repeat offense, it becomes that much harder to reshape how the team is working and how everyone has setup their own personal workflow. To do this, its important to talk to each member and get their own personal input on how the group dynamic is and where there can be improvements.

I think sometimes the best approach is to allow it to happen... One way or another, the work would get done (maybe not in the most efficient way). Being peaceful in a situations with a "hard-headed" co-worker could be tough, yet the best way is to try to see what outcomes their proposal brings. If it turns out wrong, maybe the person could realize over time. Creating tension and arguments within group work could cause poor cooperation from everyone, as it would not be enjoyable for anyone. 

On the flip side, if you feel like you are being that difficult group member, try to compromise and discuss in an open and positive manner with the rest of the group. Having a negative vibe during work could be more harmful than helpful, both on the project and socially with those people. 

At the end of the day, making sure communication is there and informative, but likewise positive in order to maintain a healthy working atmosphere.  

Working with difficult team members is always a challenge but I find taking a step back always helps. When difficult teammates are head strong about their idea I won't make the discussion an argument, rather state my point of view and let the entire group decide. If the team member's decision is wrong then there needs to be a more in depth talk about why they believe their plan will work. Hopefully during that time we can reach a compromise or they can realize the problem and switch gears. A faulty team member can make the process more rigid however learning to compromise is the biggest method at resolving conflict.

It is true that groups will not always be streamlined with all members working in harmony. There can be clashes in personalities, ideas brought up, and general discussions about various topics. It is important to remember that as a team, the goal is to not put others down to make sure that one idea is the only one used. Having multiple people from multiple backgrounds can lead to generating ideas and concepts that one individual may not have been able to come up with themselves. Validating and hearing out what others in the group have to say is an important skill in communication and teamwork and can lead to a greater flowing dynamic throughout the team as a whole. There will be people that only do what they think will be best and will not listen to others but in that case, there needs to be patience and effective communication. Once a rift divides the team into smaller groups, the work done will be much more divided and inefficient. This means that less work will be done with inferior quality since there is not a whole team working on it. As stated previously, it is important to communicate all ideas and concerns with the whole team and evaluate any kind of feedback received. This leads to multiple minds collaborating on the given topic and this can also lead to an efficient workspace, as well as great work being done.

The team leader also plays a major role in those types of conflicts. Even though it is good to maintain a modest approach to offensive or hot-headed behaviours, in most cases this is not something that a particular team member can resolve on his/her own. Ideally, the team leader would identify such "problematic" individuals and sit with them to discipline them or help them resolve their issues. In case he does not do that, then it is our responsibility to discuss with the team leader the difficulties that this person causes to the team. Of course, we should reach out to the team leader after having discussed this issue with that person first, so as not to expose him to our superior. 

When it comes to working with someone that is being difficult, I find that trying to approach the individual themselves first to see how we can reach compromise and find a way to work together in a way that benefits the overall project the most. I take this approach method first because sometimes the individual in question is not being difficult on purpose and may have other situations going on in their life that is imposing on their work, and in those instances a simple rebalancing of the workload would resolve things in a much quieter manner than my second approach, which is going to the project lead and asking them to talk to the individual. This is an approach I would take if the individual is still being difficult in a one-on-one setting that is intended to resolve these conflicting ideals. While the individual may feel like their perspective is what is best for the project, if the vast majority feels otherwise they should be flexible and work with the group, not against and if they refuse to do so, the project manager should step in and make the executive decision on which path to take, as well as talk to the individual to make sure such an instance does not happen again.

I agree with the above posts that communication is the best way to deal with difficult team members. It is important to acknowledge the problem as soon as it comes up and discuss it with your group. It is also is important to take some time to think about the situation rather than reacting right away. This allows the individuals involved to think about the situation and weigh different options. If the situation does not settle down, it may be necessary to consult the manager or higher up authorities. Overall, it is best to prevent conflict with team members from occurring in the first place so as not to create tension or issues at work. When a project manager is selecting teams, they should look for individuals with good communication skills and the ability to work well with others. 

To work with a difficult team member, many ground rules should be established as to why are they being difficult. It could be something simple as they do not have the social skills to cooperate in a team, and it has to be address early on, giving this person a set of rules/foundations that they need to comply by to make  the project smooth. Sometimes it is not an easy conversation to have, but a necessary evil to make sure the project will not fail in the long run. With many people in a group, not everyone will get along, nor will every personality mesh, but by incorporating a guideline of etiquette and also making sure every team member knows their roles, responsibility, and knowing that communication is key amongst the members, it will help them feel more at ease if they feel the group is open/friendly to have discussions to squash any unwanted negativity. 

It's very common to have a difficult member on your team. Although this can make the entire project very cumbersome, it is important to remember that you both still have the same project goal. This is why it is important for every team member to be capable of communicating and compromising. You have to try to find common ground with the difficult member and try to finish the project in a timely manner with as little conflict as possible. If a compromise cannot be reached then it is time to involve the team manager or a supervisor. After the project is completed, with the rest of the team, let the manager know how the difficult member behaved and hopefully the manager can talk to them or put them on another team entirely. 

Communication is very important for teams, good leadership is also essential. Teams that I've participated in or teams that I've led have been most successful when the group works together, ideally on the front end, to establish norms. The norms should cover how the team will communicate and how the team will deal with conflict. 

Working with difficult people in work groups can be very stressful at times. It is still important for both parties to understand that there is one common goal. When working with others everyone should be on the same page and willing to compromise. Communication between the two parties can also benefit the relationship. One approach would be for both parties to communicate to see if they can come to a common group. If that does not work, then take the issue to the project lead to have them talk to the individual. Overall, each individual should all be working for one common goal. At the end of the project if there still is an issue, talk to the project lead about the experience after the mediation with the lead.

@kellyepcarter Hello! I agree with your discussion. Everyone should have one common goal about the project. If there is an issue the first thing you should do is talk to the individual yourself. If that does not work, then talk to the project lead.