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Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
Chapter 11 CST110
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Chapter 11 CST110

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  • 1. Chapter 11 Group Leadership and Conflict Management
  • 2. Leaders <ul><li>A leader is a person who influences the behavior of others </li></ul><ul><li>Some leaders use force, some use their personalities </li></ul>
  • 3. Types of Power <ul><li>Reward – reward followers with gifts, promotions, etc </li></ul><ul><li>Coercive – this is the power to punish for non-compliance </li></ul><ul><li>Legitimate – seen as the rightful ruler or boss; top in hierarchy </li></ul><ul><li>Expert – knowledge </li></ul><ul><li>Referent – power from personality </li></ul>
  • 4. How to Become a Leader and Take Over World! <ul><li>Personality traits – which do you think make an effective leader? </li></ul><ul><li>Situational factors – for example, people may be ready for a change and you may be in the right place at right time </li></ul><ul><li>Strategic flexibility – is able to use many different types of communication in all situations </li></ul>
  • 5. Approaches to Leadership – Authoritarian <ul><li>This type of leader hold the greatest amount of control over a group </li></ul><ul><li>Takes charge and decides what should be done and who should do it </li></ul><ul><li>May have expertise so becomes a leader by default but is looked up to because of that expertise </li></ul><ul><li>Best when something must be dome quickly </li></ul>
  • 6. Approaches to Leadership – Democratic <ul><li>A leader who lets all points of view be heard </li></ul><ul><li>Offers ideas and lets the group react to them </li></ul><ul><li>Works best when members are of the same or similar status or experience and when there is sufficient time to get the work done </li></ul>
  • 7. Approaches to Leadership – Laissez-Faire <ul><li>This type of leader does very little actual leading </li></ul><ul><li>This person calls groups together but then may sit back and watch the members or let the members help each other – a support group is an example </li></ul>
  • 8. Leadership <ul><li>Functional – each member of a group takes a lead role as a result of knowledge </li></ul><ul><li>Shared – all members assume a decision-making role and is responsible for the outcome </li></ul><ul><li>Situational – the person most appropriate to handle problem/task becomes leader </li></ul>
  • 9. Conflict <ul><li>Conflict – the expressed struggle who believe they have incompatible goals or there are limited resources </li></ul>
  • 10. Conflict <ul><li>Conflict can arise because of member differences or how things are done: </li></ul><ul><li>Culture, race and ethnicity </li></ul><ul><li>Gender and sexuality </li></ul><ul><li>Knowledge </li></ul><ul><li>Procedure </li></ul><ul><li>Power </li></ul><ul><li>Work distribution </li></ul>
  • 11. Substantive Conflict <ul><li>This occurs when members have differing ideas about an issue; usually occurs over controversial issues </li></ul><ul><li>Much of conflict is destructive, but this can be constructive as it shows many different sides, opinions, options, and solution to a problem </li></ul>
  • 12. Managing Conflict - Avoidance <ul><li>Arguments occur over issues that do not affect the outcome or solution </li></ul><ul><li>The leader will just ignore the conflict and move on – by not adding any more “fuel to the fire” the conflict will usually just go away </li></ul>
  • 13. Managing Conflict - Accommodation <ul><li>Those on one side of an issue simply give in to the other side without actually resolving any issues they may have had </li></ul><ul><li>The leader may just let the other side give in if the issue is of little importance to the group as a whole </li></ul>
  • 14. Managing Conflict - Competition <ul><li>Members on one side care more about winning than what may actually be the better solution </li></ul><ul><li>The leader should try to defect the problems and negative attitudes right away, either talking to the entire group or individually </li></ul>
  • 15. Managing Conflict - Collaboration <ul><li>Members work together to meet each other’s needs </li></ul><ul><li>Members try to understand opposing viewpoints in order to come to the best solution </li></ul>
  • 16. Managing Conflict - Compromise <ul><li>Each side gives up something they want in order to come to a workable solution </li></ul><ul><li>This works only if both sides think the final solution is fair </li></ul>

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