Your SlideShare is downloading. ×
Uhs 2062 Group Behaviours, Teams And Conflicts
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Uhs 2062 Group Behaviours, Teams And Conflicts

3,162

Published on

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.

Published in: Education
3 Comments
2 Likes
Statistics
Notes
No Downloads
Views
Total Views
3,162
On Slideshare
0
From Embeds
0
Number of Embeds
1
Actions
Shares
0
Downloads
264
Comments
3
Likes
2
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. UHS 2062 LECTURES at UTM Skudai. Prepared by Siti Rokiah Siwok, Sept 2009 srsiwok@gmail.com
  • 2. 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).
  • 3. Reasons for joining a group  Assignment  Physical proximity  Affiliation  Identification  Emotional support  Assistance or help  Common interest  Common goals
  • 4. 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.
  • 5. 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.
  • 6. Types of conflicts  Individual conflict  Individual – group conflict  Group –group conflict
  • 7. Causes of conflicts Competition of resources Task independence Jurisdictional ambiguity Communication challenges Beliefs Personality
  • 8. Conflicting styles  Avoiding style  Accommodating style  Forcing style  Collaborating style  Compromising style
  • 9. Determining conflict style  Organization Conflict Inventory II (Rahim and Magner, 1995)  Cohen Conflict Response Inventory (Cohen, 1997)
  • 10. Resolving conflict  Prevention /prior to conflict occurrence  When conflict first occurs  Third -party intervention
  • 11. 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.
  • 12. 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
  • 13. 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.
  • 14. Third party intervention  If conflict cannot be resolved, good to seek help-third party intervention, through mediation or arbitration.
  • 15. 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.
  • 16. 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.
  • 17. Reference:  Aamodt, M.G (2007). Industrial /organizational psychology. An applied approach. Belmont, CA: Thomson.

×