...Diversity & Avoiding Conflicts PM/582 May 17, 2014 Professor Carol Locker Diversity & Avoiding Conflicts In mot organizations, conflicts arises because of jealousy, egos, lack of communication, promotion and falsely spread rumors. According to Manktelow (2014), conflict arises from differences between people; the same differences that often make diverse teams more effective than those made up of people with similar experience. When people with varying viewpoints, experiences, skills, and opinions are tasked with a project or challenge, the combined effort can far surpass what any group of similar individual could achieve. Team members must be open to these differences and not let them rise into full-blown disputes. Understanding and appreciating individuals viewpoints involved in conflict are key factors in its resolution. These are key skills for all team members to develop. The important thing is to maintain a healthy balance of constructive difference of opinion, and avoid negative conflict that's destructive and disruptive (Manktelow, 2014). The remainder of this paper will discuss the issues arising with Riordan Manufacturing “Going Green” and how the project manager addresses and mitigate conflicts. Also, discussing different strategies a project leader can use to promote success while leading team members Address & Mitigate Conflicts For the past few months, Riordan Manufacturing has been working a project where the company will be “Going...
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...Positive & Respectful Relationships With Team Members Kacenia S. Fitzgerald PM/582 August 11, 2014 Professor Lindsay Pineda Diversity and Avoiding Conflict Managing a team can be a complicated task. There are many factors to consider, such as gender, race, educational background, and technical experience. A project manager/leader has to consider all of these things when trying to form a team with positive synergy. There are a few recommended strategies to ensure success. First, start the opening of the project a “Kick Off” event. This will break the ice and give team members the opportunity to meet each other. Next, the project manager should communicate well; this will reduce confusion. Lastly, the project manager should be skilled at managing conflict so that it does not erode team cohesion and interfere with project completion. Kick Off The “Kick Off” is a very important element of starting a project. This is where team members will form their initial impression of the project manager as well as other team members. It is important that the project manager put as much effort into this event as possible because it could set the tone for the entire project. Having the meeting at an off -site location is optimal because it creates more of a relaxed atmosphere. Such a setting will reduce anxiety and make team members feel less apprehensive. The meeting must start on time. If the project manager starts the meeting late, it will...
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...Week 6 Lecture 1: Decision Making Individuals Definition of decision making: it is a process of making a choice among several action alternatives. It involves a commitment of resources to some course of action. Assumptions of rational decision making model: Problem clarity: clearly defined and unambiguous Know options: identify all relevant criteria and viable alternatives in an unbiased manner Clear preferences: the criteria and alternatives can be ranked and weighted. Constant preferences: constant decision criteria and weights assigned to them are stable over time No time/cost constraints: full information is available Maximum payoff: the choice alternative will yield the highest economic value (a rational decision making process: define the problem—identify the criteria—allocate weights to the criteria—develop alternatives—evaluate the alternatives—select the best alternative Types of judgments and decisions: Normative: how X should be chosen/ judged in optimal/ rational conditions Descriptive: how X actually gets chosen/ judged The reasons why descriptive decisions are different from normative decisions: Bounded rationality: time cost constraints; incomplete information; perceptiual errors in obtaining information; cognitive load in information retention and performing caluculations Bounded decision making: We seek solutions that are the best given the information that is available; that are satisfactory (good enough) We satisfice rather than...
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...Avoiding Abilene Bea Carson Page 1 5/22/2006 AVOIDING ABILENE: BREAKING OUT OF GROUPTHINK by Dr. Bea Carson Introduction Have you been trapped in the frustration of meetings that were not functioning well? Have you sat in a meeting where you did not speak your mind because you knew the risk, or the futility of it? Perhaps you suffered in more bad meetings than you participated in useful ones. Did meetings, when nothing of value was accomplished, seem a terrible waste of time, yours and everyone else’s? Reflecting on it later, did you wonder what it was that caused the teams to be so ineffective? The situations that led to these non-working meetings tend to fall into three categories: 1) We are so sure that everyone is in agreement that we don’t want to be the lone dissenting voice. 2) Our team has always been “right.” We have been on the cutting edge for as long as anyone can remember – therefore we must be “right” now. 3) The boss says we must – therefore we must. After biting our tongues through these exasperating meetings, the next thing we know something blows up (figuratively or literally) and we berate ourselves for not having said something. What causes this ineffective – actually, dysfunctional – behavior and how do we stop it? Let’s start by putting names to those three situations described above. © 2006 Carson Consultants 1187 Neptune Place Annapolis, MD 21401 410-349-1326 www.carson-consultants.com Avoiding Abilene Bea Carson ...
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...Week Three Reflections Learning Team A discussed the learning objectives assigned for week three of class. Specifically, the team members discussed strategies to help develop effective groups and teams. The team members also discussed strategies to resolve conflict within organizations. The discussion included topics with which the team members felt comfortable or struggled with and how the weekly topics applied to team members’ business field. This paper summarizes Learning Team A’s discussions. Strategies to Develop Effective Groups and Teams The team members discussed the difference between the definitions of work group and work team. The work group share information and make decisions that assists each member perform tasks in his area of responsibility (Robbins & Judge, 2011). The group members do not engage in “collective work that requires joint effort (Robbins & Judge, 2011, Chapter 10) like a work team does. A work group does not create the synergy of a work team. The individual is accountable in a work group but both the individual and team members mutually are accountable. Work group members provide random and varied skills, whereas work team members bring complementary skills to the joint effort. Robbins and Judge (2011) categorized the major characteristics of effective teams into three general categories: context, composition, and process. In the context category, managers play a vital role in providing leadership, structure, a climate of trust...
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...Running Head : Conflict Resolution at General Hospital BUS 520: Leadership and Organizational Behavior Strayer University Fall 2010 1. Discuss the conflict that is occurring at General Hospital The conflict that was occurring at General Hospital was the inability of the hospital to control cost which the CEO, Hammer believed that it was caused by physicians. He assumed that physicians didn’t understand, nor were they interested in the role of costs in determining the practicality of hospitals. In so doing, he emphasize further that the lack of concern stemmed from the physicians allegiance to their profession as opposed to the hospitals in which they had patient privileges In addition, the hospital needed improvement from the ongoing performance and the efforts of the cost control led the hospital administration to look for an effective way to tackle planned and unplanned work circumstances. They used a variety of industry specific assessments, without efficiently allocating the management of the company’s resources, which seemed separate. As a result, there was a little coordination between the planning of capital expenditures and the payment of hospital operating costs, in spite of the fact that management bodies were absence for the intended effect of such coordination. Rather than the management involving themselves in setting goals for performance, and periodically evaluating the progress toward achieving these goals as a process that needs to...
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...you're at the equilibrium of a teamsstage? | | 8 | What is the process when teams have to interact with each other? | | 9 | What is comprehensive interdependence? | | 10 | What is reciprocal? | | 11 | | | 12 | | | 13 | | | 14 | What is sensitivity? | | 15 | | | 16 | | | 17 | | | 18 | What contribute filidety loss | | 19 | | | 20 | | | 21 | | | 22 | | | 23 | | | 24 | | | 25 | What is pressure? | | 26 | What is ingratiation? | | 27 | | | 28 | | | 29 | What are powers, internal, personal, external, organizational and directional? | | 30 | | | 31 | | | 32 | | | 33 | | | 34 | What is low discretion? | | 35 | What is substitutability? | | 36 | What is visibility? | | 37 | What is coalition? | | 38 | What is visibility? | | 39 | | | 40 | | | 41 | What is low quality exchange? | | 42 | What is intrinsic? | | 43 | What is low exchange? | | 44 | What is high exchange? | | 45 | What is extrinsic? | | 46 | What is management by exception? | | 47 | Leader member exchange theory? | | 48 | in group readiness | | 49 | out group readiness | | 50 | high general cognitive ability | | 51 | high extroversion | | 52 | high stress tolerance | | 53 | openness to experience | | 54 | leader effectiveness | | 55 | autocratic leader | | Review: Team- A team consists of two or more people who work interdependently over some time period...
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...However, this study guide WILL help you ace the MGT/311 Final Exam. The guide covers the same topics and will help you gain a deeper understanding of the concepts. Best of all, you are guaranteed a score of 90% or higher or your money back! Tip #1: Use CRTL+F to search a related keyword to quickly find the topic you need. Tip #2: If a topic is missing, please email us at support@accnerd.com. We can usually provide immediate custom support during normal business hours. Remember to check out ACCNerd.com for the latest updates! 1. Vera’s job in publishing requires her to seek out new writers. She has chosen a bunch of talented writers, but none of them seem to get chosen for publishing. She thinks this has something to do with conflicts in management. How would you describe Vera’s job attitude? Low job satisfaction. High job involvement Explanation: Vera obviously works very hard at her job, but she gets very little satisfaction because her writers never get published. 2. Julia is a receptionist at a stockbroker’s office. Her boss just came in and chewed her out for no apparent reason. Julia freaks out and slams her iPad in the garbage. What is the cause of Julia’s reaction? Emotion Explanation: Julia was upset by her boss’s actions and let her emotions cause her to do something out of the ordinary. 3. Erin is a customer service rep a social media software company. A customer calls and chews her out because the software is down. She needs to leave...
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...However, this study guide WILL help you ace the MGT/311 Final Exam. The guide covers the same topics and will help you gain a deeper understanding of the concepts. Best of all, you are guaranteed a score of 90% or higher or your money back! Tip #1: Use CRTL+F to search a related keyword to quickly find the topic you need. Tip #2: If a topic is missing, please email us at support@accnerd.com. We can usually provide immediate custom support during normal business hours. Remember to check out ACCNerd.com for the latest updates! 1. Vera’s job in publishing requires her to seek out new writers. She has chosen a bunch of talented writers, but none of them seem to get chosen for publishing. She thinks this has something to do with conflicts in management. How would you describe Vera’s job attitude? Low job satisfaction. High job involvement Explanation: Vera obviously works very hard at her job, but she gets very little satisfaction because her writers never get published. 2. Julia is a receptionist at a stockbroker’s office. Her boss just came in and chewed her out for no apparent reason. Julia freaks out and slams her iPad in the garbage. What is the cause of Julia’s reaction? Emotion Explanation: Julia was upset by her boss’s actions and let her emotions cause her to do something out of the ordinary. 3. Erin is a customer service rep a social media software company. A customer calls and chews her out because the software is down. She needs to leave...
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...LEARNING TEAM CHARTER – TEAM “A” |Course Title | LDR/711A Leadership Theories and Practice | | | | | | | | | | | Team Members/Contact Information |Name | |Phone | |Time zone and | |Email | | | | | |Availability during the Week | | | |Stephenie Welch | |641-455-8412 | |CST (fairly flexible but late afternoon/evenings | |stepheniewelch27@gmail.com | | | | | |are best) | | | |Blanca Ches | |915-449-1448 | |CST (Afternoons/evenings are best also) | |blancpches@yahoo.com | |Renee Hobgood | |512-507-7453 | |CST Late evening after 8 pm | |Reneehobgood@YAHOO.COM | |Luis Ramos | |860-796-0678 | |Eastern Time, Mon-Fri 6p – 12a; Sat &...
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...time to start planning for the 2013 summer program. With the planning on the way the center has hired four more team players to help run the center and help with the summer program plans. The team members are: Christine (the head coordinator), Dani (an employee for three years and has helped with the program for the past two years and she is very open minded to change), Mike (is new to the center and ex military with a strong over powering tone), Fran (is new and one of the youngest team members and has worked for the YMCA in the past with their summer program), Vaughen (is new and has an follow the leader attitude), and the last new hire is Ebony (she has a take control attitude and is very pushy). This is the team that is going to help plan for 2013 summer program at the center. They have been given a year to have it all planned out from the programs, cost, events, field trips, transportation, and so on. But as they go into their first meeting there is already tension in the air with some of the team members. Christine has notices that there are some personalities that are trying to overpower others. It is causing attitudes to run high and emotions to carry over into the work place. The best way to help with this is to first call a team meeting to talk about the issues at hand. In the meeting the main topics that need to be addressed would be: 1. Understanding team dynamics and encouraging good relationships. 2. Selecting and developing the right people for the right...
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...Conference page 15 CONFLICT IN WORK TEAMS: PROBLEMS AND SOLUTIONS Brittany Sikes, Florida Institute of Technology Robert D. Gulbro, Athens State University Linda Shonesy, Athens State University ABSTRACT Conflict is almost certain to occur in work teams due to the fact that they are comprised of different people possessing different perceptions, personalities, and behaviors. Although incredibly effective, work teams may stumble upon barriers which must be overcome to allow for growth and continuation towards the common goals of the group. It is quite possible that a work team may perform without the presence of conflict, but oftentimes certain measures have been implemented to prevent such conflict from occurring. Occasional conflict, if managed appropriately, can lead to creativity, better decision-making, and improved results. However, too much conflict can lead to a decrease in performance and group cohesion. In global organizations there is an opportunity for cross-cultural differences that may increase conflict. Contained herein are both the positive and negative consequences of conflict, as well as courses of action to understand, prevent, and resolve conflict that occurs within work teams or groups. THE VALUE OF WORK TEAMS A work team is defined as an organized group, committed to the individuals within the group, whose members share the same intent of accomplishing a common goal. Managers have become more inclined to utilize work teams when presented with missions...
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...developing effective teamwork in organizations 4 4.1. Explain the nature of groups and group behaviour within organisations. 4 A. Definition 4 1. Group and group behavior 4 2. Group norms 7 3. Group decision-making 8 4. Group contribution 10 5. Formal and Informal group 11 6. Advantages and disadvantages of informal organisation 12 B. Apply in LG Electronics: 13 4.2: The factors that may promote or inhibit the development of effective teamwork in organizations 13 A: Definition 13 4.1.1: Inhibit the Group 14 4.1.2: Successful teamwork 16 B: Application for LGE 20 4.3 Evaluate the impact of technology on team functioning within a given organization 22 A: Definition 22 4.3.1 The importance of technology in business 23 4.3.2 The important of technology in team 23 4.3.3. Virtual teams of technology 24 4.3.4 Critical Success Factors of Virtual Teams 26 B: Application 27 CONCLUSION 30 Part III/ The usefulness of motivational theory for managers. 1. Distinction between Maslow’s Theory and Hertzberg’s Theory of motivation | Maslow’s Theory of Motivation | Hertzberg’s Theory of Motivation | Meaning | Maslow’s theory is based on the concept of human needs and their satisfaction. | Hertzberg’s theory is based on the use of motivators which include achievement, recognition and opportunity for growth. | Basis of theory | Maslow’s theory is based on the hierarchy of human needs. He identified five sets of human need (on priority basis) and their satisfaction...
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...work in a teams. Conflict is defined as disagreement between individuals. Conflict can arise among members within a team or between one team and another. Conflict refers to antagonistic interaction in which one party attempts to block the intentions or goals of another. Competition, which is rivalry among individuals or teams, can have a healthy impact because it energizes people toward higher performance. Whenever people work together in teams, some conflict is inevitable. Bringing conflicts out into the open and effectively resolving them is one of the team leader’s most challenging jobs. Conflict in corporate teams is fine as long as team immediately works toward a solution. The role of conflict in work teams is determined by the manner in which it is managed. Conflict is a driving force of change that can result in improved decision-making processes and progressive team development. However, teams must learn to be confrontational without destroying the team process. Teams are able to handle conflict and perform at a high level by following a framework of communication needed for managing conflict constructively and capable to mediate their own conflicts, improve both productivity and member relationships. Teams are typically made up of a diverse group of individuals, each member possessing different capabilities and skills. This element is what makes the use of teams so advantageous; however, diversity can also create conflict. Therefore, it is important for teams to understand...
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...Keller Graduate School Management | Course Project | | | | | 20 April 2013 HRM582 Table of Contents Type chapter title (level 1)1 Type chapter title (level 2)2 Type chapter title (level 3)3 Type chapter title (level 1)4 Type chapter title (level 2)5 Type chapter title (level 3)6 Workplace diversity refers to the variety of differences between people in an organization. That sounds simple, but diversity encompasses race, gender, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more (Greenburg, J). Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now. The organization that I have selected for my course project is my current part time employer, The US Army Reserve. I will be selecting a sample of a large organization that has many missions and is spread all over the world. I will limit this project to my unit located in Decatur Georgia which consists of 25 Human Resource Instructors, 16 support staff members...
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