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Uhs 2062 Group Behaviours, Teams And Conflicts

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Slides prepared for my UHS 2062 UTM (Skudai, Malaysia ) students based on the references given. These are just guides to initiate further readings.

Slides prepared for my UHS 2062 UTM (Skudai, Malaysia ) students based on the references given. These are just guides to initiate further readings.

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    Uhs 2062 Group Behaviours, Teams And Conflicts Uhs 2062 Group Behaviours, Teams And Conflicts Presentation Transcript

    • Group behavior, teams and conflicts
      UHS 2062 LECTURES at UTM Skudai.
      Prepared by SitiRokiahSiwok, Sept 2009
      srsiwok@gmail.com
    • Definition of a group
      Four criteria must be met (Gordon, 2001 in Aamodt, 2007):
      Members see themselves as a unit
      Group must provide rewards to members
      Members of the group share a common goal
      Corresponding effects(whatever happens to a member affects every other member).
    • Reasons for joining a group
      Assignment
      Physical proximity
      Affiliation
      Identification
      Emotional support
      Assistance or help
      Common interest
      Common goals
    • Group conflicts
      Working together in a group or teams always presents the potential for the occurrence of conflicts.
      Conflict is the psychological and behavioural reaction to a perception that another person is keeping you from reaching a goal, taking away your right to act in a particular way or violating the expectancies of a relationship.
      Key component to conflict is perception.
      The level of conflict is a function of the importance of the goal, behaviour or relationship.
    • Dysfunctional and functional conflicts
      Most conflicts results in lower team performance, and lower members satisfaction,
      Most conflicts are dysfunctional , as the conflicts prevents people from working together, lessens productivity and increases turnover.
      Moderate degree of conflict , called functional conflicts can result in better performance- stimulate new ideas, increase friendly competition and increase team effectiveness.
      Moderate conflicts reduce the risks of larger conflicts.
    • Types of conflicts
      Individual conflict
      Individual – group conflict
      Group –group conflict
    • What are the causes of conflicts?
    • Causes of conflicts
      Competition of resources
      Task independence
      Jurisdictional ambiguity
      Communication challenges
      Beliefs
      Personality
    • Conflicting styles
      Avoiding style
      Accommodating style
      Forcing style
      Collaborating style
      Compromising style
    • Determining conflict style
      Organization Conflict Inventory II (Rahim and Magner, 1995)
      Cohen Conflict Response Inventory (Cohen, 1997)
    • Resolving conflict
      Prevention /prior to conflict occurrence
      When conflict first occurs
      Third -party intervention
    • Prior to conflict occurring
      An organisation should have a formal policy on how conflict to be handled, which states that :
      Employees should first try to resolve their own conflicts
      If the above is not successful, employees can utilise a third party intervention
      Employees should receive training on the causes of conflict, ways to provent conflict and strategies to resolve it.
    • When conflict FIRST occurs
      The two parties should be encouraged to use conflict resolution skills which they had learned. These skills include:
      Expressing a desire for cooperation
      Offering compliments
      Avoiding negative interaction
      Emphasizing mutual similarities
      Highlighting common goals
    • When conflict FIRST occurs
      Key to resolving conflict is to reduce tension and increase trust between the 2 parties; which can be accomplished by :
      Stating an intention to reduce tension
      Publicly announcing steps to be taken to reduce tension.
      Inviting the other side to take action in to reduce tension.
      Making sure all initiative are unambiguous.
    • Third party intervention
      If conflict cannot be resolved, good to seek help-third party intervention, through mediation or arbitration.
    • Summary
      Groups consists of multiple members who perceive themselves as a unit a and sharer common goal or goals
      People joining groups due to a need for affiliation, a need for identification with success, a need for emotional support, a need for assistance, common goals , physical proximity and assignment.
      Many factors contribute to a group success.
    • Summary
      Teams have four developmental stages; namely forming, storming, norming and performing.
      The team approach is not always the best.
      Conflict has many causes, such as competition of resources etc.
      People react to conflict differently
      Conflict is part of life in an organization and can be managed wisely and successfully.
    • Reference:
      Aamodt, M.G (2007). Industrial /organizational psychology. An applied approach. Belmont, CA: Thomson.