ASSESSMENT 1: PROJECT I
A team is a small number of people with complementary skills who are committed to a common goal for which they hold themselves mutually accountable. Individual members interact with each other and with the team leader in achieving their common goal. Team members depend on each other’s input to perform their own work. They look to each other to complete their task, and they look to their leader to provide resources, coaching when needed, and a link to the rest of the organization. A team’s goal is generally decided by higher management, which sees a problem or opportunity and wants it dealt with. Ideally, management identifies the end but leaves the means to the team. Still, team members must share an understanding of the goal. Otherwise, they will head in different directions, dissipating both energy and resources. Conflict and bickering are guaranteed. Once the team’s goal has been decided and the team has been formed, several important things must be done before work commences. Rules must be established about who and how of decisions, and also about how members will behave toward each other. Plans must be made for achieving team goals. The work must be broken down into manageable pieces, scheduled for completion, and allocated to the right people. The best way to launch a team effort is through an all-team launch meeting. Being together at the very start of their long journey and getting to know each other at a personal level will help build commitment and bolster participants’ sense that this team and project are important. Here are things should aim to accomplish at the launch meeting: • Be very clear on who belongs to the team.
• Explain the charter and its contents.
Conflict among team members is normal, it is unavoidable, and is an essential process of the team environment. However, team conflict in itself is not a problem, the problem therein is how the team conflict is addressed and managed. Professional organizations will hire a person to assist them in planning, developing strategies, setting of goals, quality management, teambuilding, and training. However, these same organizations are hesitant in admitting that there is conflict, as admitting to having conflict is equivalent to admitting to failure and being in a situation that they consider difficult or impossible (Bernard, 2000). Through the course of this essay, we will address the dynamics of team conflict, which include the nature of team conflict, who is affected by it, when does it happen, why does it happen, and how team conflict can be resolved. Conflict as perception is when a person believes that his or her own needs, interests, wants, or values are not compatible with someone else’s. Conflict as a feeling is the emotional response to the situation that signals a disagreement. The emotional responses could be anger, fear, bitterness, etc., and when these feelings are felt towards another, it makes us feel that we are in conflict. Conflict as action, is made up of the measures we take to express ourselves to have our needs met resulting in the likeliness of interfering with another person having their needs met; an act of power. Even though team conflict will always arise due to differences in work habits, and personality types, communication issues, and can result in disharmony and cause a distraction for the team, team conflict should be seen as a positive thing. It should used as a forum for open discussion and can start the flow of creative thinking. Differences in personality types in team members can help in organizing tasks assignments, which can help avoid conflict. Team management strategies can organize your team to help them work thru any problems more effectively. No matter how diverse the team members may be or how difficult the task or project may be, conflict no longer has to be the downfall of your team’s success. As a team member and/or team leader you should always keep in mind “Conflict is inevitable...
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