Managing groups and team projects.
Managing groups and team projects
It has been proven that two heads are better than one. This means that putting ideas together can yield better results rather than working alone. In order to beat all odds, one can look for ideas by consulting different people. The different ideas can help in solving a situation that may be demanding. Working in groups can be fun and challenging. However, this is subject to the members of the group and how aggressive they are in terms of attaining the set goals and objectives.. The most important factor that will motivate and determine the outcome of the project is the nature of leadership instilled. (Voki, & Sontor, n.d., p.5) Leadership styles differ depending on a leader. Managing groups or projects may be challenging especially when conflicts arise between the leader and the followers or subordinates. Therefore, there are certain things that a leader should understand in order to carry out a conflict management style of leadership.
My preferred conflict management style is listening to the people having a conflict, allowing them to explain their dispute in detail and then negotiating the best solution that they can settle with on a fair basis (Stringfellow, n.d., para.4). My list preferred conflict management style is coming up with a final decision without involving the parties having the conflict view.
This style is best in a social conflict. The reason being, both parties may be attached to me therefore, I will involve them in the decision making process so that they do not feel that I am favoring one side. In addition, I would not use this style in a work related conflict (Salguero, González, &María, 2010, p.3). In a work related conflict I would include observers who would help in coming up with a fair decision so that both parties may be convinced.
The less preferred style of conflict management is best used on work related conflicts. The conflict may affect the organizational goal therefore it would be wise to include other people in the decision making process after listening to complains of different parties and come up with the most convenient decision.
When undertaking my lesser-preferred conflict management styles, I will make sure that I am not attached emotionally with either of the parties. In addition, I would listen to both parties at different times to give them an opportunity to explain their situation freely. After listening to both sides I will call the two parties in the presence of a panel that was present during the listening of issues and give them a final verdict as per the facts put in place. If they are not convinced with the decision made, I will allow them to give opinions on what they consider as the best verdict and discuss it with the panel. I will give a final decision with good reasons and close the case. When I am using my most preferred style, in a situation that may not need the style I would ask the affected parties give their opinion on what should be done in order to solve the conflict instead of negotiating a common stand.
Scoring Form
Situation Response
A Response
B Response
C Response
D Response
E Total
1 2 3 4 1 0 10
2 4 1 2 0 3 10
3 2 3 4 1 0 10
4 2 4 3 1 0 10
5 4 3 2 0 1 10
6 0 1 4 3 2 10
7 4 3 2 1 0 10
8 0 2 3 4 1 10
9 1 2 4 3 0 10
10 2 1 3 0 4 10
11 2 0 4 3 1 10
12 3 4 2 0 1 10
26 27 37 17 13 120
IDEAL ORDER
STYLE COLUMN SCORE
Collaborator C 37
Compromiser B 27
Accommodator D 26
Controller A 17
Avoider E 13
Total Score 120
YOUR ORDER
STYLE COLUMN SCORE
1Collaborator C 37
2Compromiser B 27
Accommodator D 26
Controller A 17
Avoider E 13
Total Score 120
Basing on these results, I would prefer to be a collaborator to an avoider when solving a conflict. Collaborators are high achievers and goal oriented than avoiders. They put concerns before personal issues or emotions. In the end, the parties affected get convinced with the decision made (Friedman, Currall & Tsai, 2000, para.2). However, my styles of collaborating will depend on the nature of conflict. If it is work oriented, I will involve a third party in the decision-making. However, if it is a family conflict I will negotiate for the most appropriate ground to be decided by the parties having the conflict.
Improving my conflict management skills will help in achieving organizational skills and goals. The people working in that organization will have courage in solving conflicts and bringing people together to work as a team even after experiencing a difficult situation (Fasolo & Montibeller, 2012, para.3). In addition, my organizational skills will be advanced, as I will be expected to think critically before giving my final decision. The final word will determine the success or failure of an organization.
Reference List
Fasolo, B. & Montibeller, G. (2012). MG110: Judgment and decision making for management.
Retrieved March 14, 2013, from
http://www2.lse.ac.uk/study/summerSchools/summerSchool/courses/management/MG110.aspx
Friedman, R. A., Currall, S. C. & Tsai, J. C. (2000). What goes around comes around: The
impact of personal conflict style on work conflict and stress. Retrieved March 14, 2013, from http://www.riverhouseepress.com/Essay%20by%20Friedmann%20and%20Tidd.pdf
Salguero. A.C., González, A. M. &María, J. (2010). Relationship between work-family conflict
and job satisfaction: The moderating effect of gender and the salience of family and work roles.Retrieved March 14, 2013, from
http://rabida.uhu.es/dspace/bitstream/handle/10272/5013/Relationship_betwenn_work-family.pdf?sequence=2
Stringfellow, A. (n.d.). 5 Strategies for managing workplace conflicts. Retrieved March 14,
2013, from
http://www.openforum.com/articles/5-strategies-for-managing-workplace-conflicts/
Voki, N. P. & Sontor, S. (n.d.). Conflict management styles in croatian enterprises – the relationship between individual characteristics and conflict handling styles. Retrieved
March 14, 2013, from
http://web.efzg.hr/RePEc/pdf/Clanak%2009-05.pdf
