Input from team members opens up a wider range of options and ideas which can be applied to problem solving. It is, however, important that some form of coordination and cooperation exist and that team members accept different roles in different situations, with the object of fulfilling team rather than individual needs. In other words, teams work well when everyone is prepared to listen to and respect others, to contribute when required and to follow the appropriate leadership at the time. In an effective team we cannot all be leaders at the same time or even leaders all of the time. In order to operate effectively and to achieve results there must be clear objectives, supported by clear and cooperative communication between all team members.
Furthermore, the job satisfaction, commitment, and performance will expand when coming together in making decisions. Additionally, organizations also benefits from these decision-making styles is deciding what approach is feasible to resolve any questions or concern that may arise. There is a disadvantage to these decision-making styles; not every stakeholder, employee or client may be willing to participate or may not agree with the ideas, or his or her needs are not met. Social pressure, or stress in these groups may cause indecisiveness, inefficiency, lower morale, and productivity may suffer. Moreover, debates may arise and little involvement between the stakeholders, employees, and clients will result in failure vice success in the organization; additionally, this may also be a slow and intense process.
I will then go on to look at minimising conflict using a recognised technique and how the adverse effects can be minimised. Causes and Explanation Because there are a variety of personalities within the work place it is inevitable that there will be conflict at some point and this could be for any number of reasons; * Different Personal Values; at some point you may be asked to complete a task that conflicts with your ethical standards. When work conflicts with personal values conflict can arise very quickly and this can be overcome by trying not to ask people to do tasks that you know will cause them distress due to their beliefs/values. * Unpredictable Policies: When rules or policies change within the workplace and those changes are not communicated clearly, confusion and conflict can occur. It is essential to inform people of changes and why these changes are happening as when you are aware of why something is being altered you are much more likely to accept it.
This also involves promoting staff, this can make employees feel valued and can encourage better behaviour in the workplace and may also cause the employee to perform better if they show more self-worth. 5. Self-actualisation needs- this involves setting challenging assignments for employees with this need, they may feel their work is meaningless unless they receive a challenging assignment, employees at this level need to feel they are working for a good reason. The ability to self-actualise is mostly related with the privileged The process theories of motivation attempt describe and analyse how personal factors (internal to the person) interact and influence each other to produce certain kinds of behaviour. The equity theory is an
This can keep a person from feeling like they are being personally attacked and put down. Taking criticism is hard for everyone. Keeping this in mind can allow the person giving it to be more empathetic and understanding. Pointing out a flaw in someone’s work or behavior related to work can be taken as a personal criticism. This is where the mindset of “do
Being innovative will also help with assessing arguments through critical thinking. I will be able to challenge the traditional methods and ideas within the group as well as seeing the value of opposing thoughts. Now that I have a better understanding of my career interests and competencies, I hope to continue on my path to success. I can
Discussion Task conflict involves differences between group members in relation to the content of the task, including differences in viewpoints and opinions about the task performance and goals. If the task conflict involves with a certain level, which is appropriate with the complexity and uncertainty of group work, it even positively influences the overall task performance (Robbins & Judge, 2007). Truly, task conflict is not always a negative factor; if it is used properly, it can be a healthy addition to a group dynamic, increasing the capabilities of the group by improving individuals’ creative thinking skills and techniques. As a consequence, the task conflict should be encouraged and proper managed, rather than discouraged or ignored by the manager or team leader as it improves the overall organizational effectiveness. In my organisation, when facing with a complex task, the branch manager usually encourages people to openly discuss divergent viewpoints, then if necessary, organise a vote to have everyones’ compromise and consensus to the final solution.
When a group is complying with leaders’ demands from a place of fear it can lead to animosity and a communication breakdown in the group that can follow through with results unwanted by the leader such as employee job strikes. Legitimate power comes from formal titles, such as manager, owner, parent, teacher, and coach. The effectiveness of legitimate power depends on how the person uses it. An employee who goes to work follows the job rules, and works in an efficient manner does so because this employees’ boss has the power to relieve him
The idea is to take something seen as a negative and turn it into a positive. Often times team conflicts can be a waste of time and energy, and become very discouraging and distracting for the progress of the team. When you are working and learning in a team environment you have to plan for there to be differences and issues that may arise. Establish rules for the team to
c. Personal achievement. The significance of role of uncertainty, can affect the performance of a team, it can lead to lack of collaboration among the team members, which will resulted in individualism operation and that can not guide the team to achieve their tasks. 4. Why is it important that the team’s purpose and role be collaboratively developed? To assure the members that their ideas are valued, it raise their moral to contribute more in the Organization which will result in increasing productivity.