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Learning Team problem resolutions ?As we set down for our brief session as a learning team it became quite apparent that in the event of a conflict our team of A type personalities would have a difficult time transiting through any problems without an appropriate process for conflict resolution. Team Dynamics and Conflict Resolution will always be a part of any working environment in today’s society. Teams provide a forum for individual employees to excel within a group by allowing the individual to show cases their individual thru the process of making contributions in several different areas.
As with any group, team or individual project there will be problems or conflicts at some point. One of the most important things you can learn from working on a team or by one’s self is that at some point you will have to deal with others. The key to dealing with others is figuring out how to handle conflicts that arise effectively in order to still accomplish the project or mission. In order to accomplish this task we will first look at the team dynamics.
The following things will be considered during this process: 1) what a group is and functions of its members and the function of group members, 2 Social changes, development process, roles and norms within the group. These areas also included basic building blocks, group structure, member characteristics, and manager’s effects on group development. First we need to define what a team is and the types of conflicts that occur within those teams. A team is two or more people interacting together to accomplish a central mission or goal.
These teams can be developed in two types Formal and Informal. The best way to determine them is general formal teams have labels and Hierarchy (Work Team, Task force, committee). Informal teams have common interest of a personal nature. (Friends socializing and general no hierarchy). An informal group exists when the members overriding purpose of getting together is friendship or common interests. Conflicts occur in both of these teams, and are general based on differing perspectives from individuals.
When our perspective is different from the team’s perspective for a goal or a project conflict arises. Example Ben perceives that a member is attempting to take over or influence the team to go in a directions that was not a part of the course objective this creates demodulating effect thereby causing an unfavorable conflict within the team. While operating as member of a team there is always a sender and focal person who the team assumes will act out a specific role or complete a certain task.
If this is not completed in the manner in which others expected it to be completed we have what is calling a role conflict. Example one team member has a family crisis that was not anticipated by other team members thereby requiring other team members to completed unanticipated parts or an assignment. There is also role ambiguity which is simple members failing to outline the requirements, task or objectives of the role player. This issue is general caused by a failure by other members of a team to communicate the objectives clearly.
Group norms are defined as attitudes, opinions, and feelings and actions-shared by two or more people these are general only enforced to assist the organizations when it’s trying to survive, correct behavior issues and to prevent embarrassment for the organization. A proven way of dealing with conflict is the 4R’s Method, which stands for reason, reaction and results and resolution. They all focus only a different aspect of the conflict with an ultimate goal of resolving the conflict. The first R (Reason) determines what caused the conflict. The second R (reacting) looks at how the group is reacting to each other.
The third R (results) what makes it possible for group to achieve its goals. Forth r is (resolutions) then the group should be able to reach its ultimate goal. ?? In conclusion the following have been defined what a team or group is, the different types of teams or groups, and the function of members. Then we discussed social changes in the group, group development process, group roles and norms which included; basic building blocks of group dynamics. Secondly, we focused on “conflict resolution” in today’s workforce; we defined what “conflict” means, explained three types of conflict in a group, constructive and destructive conflict.
Team dynamics and conflict resolution is any and everywhere, where there is more than one employee, it is an ongoing process, but with the proper tools used to resolve an issue, all team members will prevail.???? References?? University of Phoenix (2008). Learning Team Toolkit. Retrieved on Sept 17, 2008 from? http://ecampus. phoenix. edu.? Stewart, G. , Manz, C. , and Sims, H. (1999). Teamwork and group dynamics. New York:? Wiley. Pp. 406-441.? Decision Making and Conflict Resolution? Engleberg, I. , Wynn, D. , and Schuttler, R. (2003). Working in groups: Communication ? Principles and strategies (3rd ed. Boston: Houghton Mifflin. Pp. 146-170.? Wisinski, J. T. , (1993). “Resolving conflicts on the job. ” New York: American ? Management Association, pp. 27-31.? Bourgeois III, L. J. , Eisenhardt, K. M. , and Kahwajy, J. L. (1997). “How Teams Argue ? But Still Get Along”. Harvard Business Review. Vol. 75, Issue 4, p77, 9p, 1 chart. Internet from 03/24/08),08/28/08, http://www. apollolibrary. com Eisenhardt, Kathleen M.. “Strategic decisions and all that jazz. (influence of improvisation in business strategy)”, Business Strategy Review, Autumn 1997 Issue (Internet from 03/27/03) http://www. ejeff. net