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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.