Managing people Master Essay Example | Topics and Well Written Essays - 2000 words

Managing mess Master - Essay Example(Jehn & Mannix (2001) identify three briny types of the group combat task conflict relationship conflict process conflict. Another questioner, Robbins (2005) singles out functional conflict and dysfunctional conflict. In other cases, conflicts undermine the group process and descend the stage for ongoing problems and reduced group effectiveness in the future. Some recent research by Jehn & Mannix (200) examines the longer-term effects of conflict on group performance. The research also considers what they call task complexity as a moderating variable, which aligns with the notion of quantitative and qualitative balance in relation to conflict. An alternative work out is proposed by (Hede 1990) who states that there two factors are needed to produce conflict cognitive disharmony and affective disharmony.Group dynamics depends upon group norms, group tackiness and group roles assigned to different group members. McKenna (1994 in Hayes 2002) sta te that there are seven factors influenced group cohesiveness similarity of attitudes and goals, time spend together isolation of group from others threats from outside group, size stringent entry requirements rewards for group performance problems. The small group is a subsystem within the larger organization. As such, it is subject to the same forces as the larger system. The behavior of one group member affects all of the others. Influencing behavior carries beyond the face-to-face meeting. Individual members interact off-line in settings other than meeting rooms.Schutzs 3-stage Model will help to identify and describe the main problems occurred in Greenline. According to his model, there are three main stages of group dynamics stage 1 In or Out (when members unsure about joining, explore relationships) stage 2 - Top or cigarette (when conflicts and power struggles among members), stage 3 Near or Far (members make commitment and clarify relationships emotional integration of me mbers). Another model of group suppuration is proposed by Margerison & McCann (1995). They explain that a leader or central person is a wheel of the group. Such group is generally more satisfied with the parley pattern and results than the other members. He or she can, however, suffer from information overload and hasten difficulty making judgments or arriving at a solution. Managers also have the responsibility to establish and maintain the climate of the groups that work in his or her department. When opportunities are provided for free and open discussion, people tend to feel more ain satisfaction and are generally more productive. Another important concept is groupthink. It is defined as the mode of thinking that persons engage in when concurrence-seeking becomes so predominate in a cohesive in-group that it tends to override realistic appraisal of alternative courses of action (Irving Janis, 1971 43). If a group has groupthink, managers who succeed in creating trusting, op en exchanges between people and a high level of cohesiveness among members can keep disagreement and conflict in perspective.Problem Identification Greenline many individual elements affect the means the top team operates the reason