Team Management and Conflict
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Transcript of Team Management and Conflict
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Team Management and Conflict
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Teams Defined
• A group of two or more people• Interact regularly and coordinate their work to accomplish a common objective
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Three Points Characterize a Team
First, at least two people must be involved. Second, the members must interact regularly and
coordinate their work. Third, members of a team must share a common
objective.
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Characteristics of Effective Teams Team members are committed. All team members feel free to express themselves and
participate in discussions and decisions. Members trust each other. When needs for leadership arise, any member feels free to
volunteer. Decisions are made by consensus. As problems occur, the team focuses on causes, not symptoms. Team members are flexible in terms of work processes and
problem solving. Team members change and grow.
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Two Types of Teams Vertical Team – sometimes called a command team or a
functional team. Composed of a manager and his or her subordinates. May include as many as three or four levels of management.
Horizontal Team – made up of members drawn from different departments in an organization. In most cases such a team is created to address a specific task
or objective. May disband after the objective is achieved. Three common kinds of horizontal teams:
– Task forces– Cross-functional teams– Committees
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Potential Uses For Teams
Team Options
Product Development
Teams?Teams
?Teams
ProjectTeams
ProcessTeams
?Teams
QualityTeams
WorkTeams
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Virtual TeamsDefining Characteristics
Members are distributed across multiple locations.
Membership can be extremely diverse in skills and culture.
Team members can join or depart the team in midstream.
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Teams with Moderate Independence
Cross-functionalProduct development
Project
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Independent Work Teams
Self-managed
Work teams
Self-directed
Executive teams
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Steps in the Process of Team Building
Step 1: Assessing feasibility. Step 2: Identifying priorities. Step 3: Defining mission and objectives. Step 4: Uncovering and eliminating barriers to team building.Step 5: Starting with small teams. Step 6: Planning for training needs. Step 7: Planning to empower. Step 8: Planning for feedback and development time.
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Prince (1989), Parker (1990)Reported that the Typical Team
Includes Roles For
Task specialists
Social specialists
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Roles for Task Specialists Include
The contributor, a data-driven person who supplies needed information and pushes for high team performance standards.
The challenger, a team player who constantly questions the goals, methods, and even the ethics of the team.
The initiator, the person who proposes new solutions, new methods, and new systems for team problems.
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Roles for the Social Specialists Include
The collaborator, the “big picture” person who urges the team to stay with its vision and to achieve it.
The communicator, the person who listens well, facilitates well, and humanizes the work of the team.
The cheerleader, the person on the team who encourages and praises individual and team efforts.
The compromiser, the team member who will shift opinions to maintain harmony.
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Team Leaders Require a Special Set of Skills
Oriented toward
teamwork and cooperation
Create a noncompetitive
atmosphere
Think reasonably
Positivelyreinforce
Keep their teams focused
Share leadership
Encourage members to
assume as much responsibility
as they can handle
Renew trust
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Stages of Team Development
Forming PerformingStorming Norming
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Forming Stage
Members become aquatinted
Members test behaviors
Marked by a high degree of uncertainty
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Storming Stage
Disagreement and conflict occur.Personalities emerge.Members assert their opinions.Disagreements may arise.Coalitions or subgroups may emerge.The team is not yet unified.
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Norming Stage
Team comes together
Teams achieves unity; consensus about who
holds the power
It has oneness A sense of team cohesion
Now focused
Disagreements and conflicts resolved
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Performing Stage
Begins to function and moves toward accomplishing its objectives.
Team members interact well with each other.
Deal with problems.
Confront each other if necessary.
Coordinate work.
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Determinants and Results of Team Cohesiveness
Small Size Frequent Interaction
Clear Objectives Success
Large SizeInfrequent Interaction
Unclear ObjectivesFailure
HighCohesiveness
Failure to Achieve
Objectives
Low Morale
Objective Achievement
HighMorale
LowCohesiveness
Team FactorsDegree of
Cohesiveness Results
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Effects of Cohesiveness and Performance Norms on Productivity
BModerate Productivity
CLow-to-Moderate
Productivity
AHigh Productivity
DLow Productivity
Team Cohesiveness
Team
Per
for m
a nc e
Nor
ms
Low
High
HighLow
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Costs of Teams
Power-realignment Training expenses
Free-riding Loss of productive workers
Lost productivity
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Philosophical Approaches to Conflict
TRADITIONAL VIEWBeliefs Reactions
• Conflict is unnecessary.
• Conflict is to be feared.
• Conflict is harmful.
• Conflict is a personal failure.
• Immediately stop conflict.
• Remove all evidence of conflict, including people.
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Philosophical Approaches to Conflict
Beliefs ReactionsBEHAVIORAL VIEW
• Conflict occurs frequently in organizations.
• Conflict is to be expected.
• Conflict can be positive but, more likely, it is harmful.
• Immediately move to resolve or eliminate conflict.
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Philosophical Approaches to Conflict
INTERACTIONIST VIEWBeliefs Reactions
• Conflict is inevitable in organizations.
• Conflict is necessary for organizational health.
• Conflict is neither inherently good nor bad.
• Manage conflict to maximize the positive.
• Manage conflict to minimize the negative.
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Sources of Conflict
Disagreements about role requirements
Differences in objectives
Work activities
Values and perceptions
Individual approaches
Breakdowns in communication
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Analyze a Conflict Situation,Three Key Questions
Who is in conflict?
What is the source of conflict?
What is the level of conflict?
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Conflict Situation Strategy
Avoidance Smoothing Compromise Collaboration Confrontation Appeals to subordinate objectives Decisions by a third party
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Circumstances in Which Managers Stimulate Conflict
When team members exhibit and accept minimal performance.
When people appear to be afraid to do anything other than the norm.
When team members passively accept events or behavior that should motivate action.