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Improving team collaboration through motivation and conflict management
- 2. • Improving the interactions of members and increasing productivity through collaborative behavior is a vital role in the Organizational Development practice. Introduction
- 3. • When leading a team, it is wise to have the characteristic aspect of motivation. Motivation is a key element to ensuring the success of a team within any organization. Methods of Motivation
- 4. • Different work areas display different ways of motivation. This is usually done by assessing a method that lines up with the organization’s values. My Job Experience
- 5. • Managing conflict is vital to the success of any team. It ensures that a team can handle change under any circumstance and prevents motivations from declining. Managing Conflict
- 6. Negotiation
- 7. • Forming • Storming • Norming • Performing • Adjourning The 5 stages of team development
- 8. The 5 stages of team development cont.
- 9. Managing Conflict & Change: Evaluation
- 11. • N.A.,2016. Organizational Effectiveness Definition. www.businessdictionary.com/definition/organizational/effectiveness.html • Courts, Bari. 2016. MGM335OrganizationalBehaviorPhase 4 Ch.2 ppt • Joseph, Chris. 2016. Three Main Theories of Motivation. www.smallbusiness.com/three-main-theories-motivation-1888.html • Lee, Shirley Fine.2016. Five Stages of Team Development. The Team Building Dictionary. www.innovativeteambuilding.co.uk/five-stages-of-team-developmnt • Root, George N. 2016. Methods of Managing Change. Small Business Chronicles. www.smallbusiness.chron.com/methods-managing-4512.html References
Editor's Notes
- Organizational effectiveness is the efficiency with which an association is able to meet its objectives (Business Dictionary, 2016). When a company, or organization, reaches clear objectives for success, the next step is to follow up on ow these objectives can be achieved. This is when organizational effectiveness takes place. Organizational effectiveness usually involves a structure that an organization runs by to ensure the most efficient and effective outcome. This means exploring different aspects and perspectives to understand what techniques and models would best suit a company’s purpose. When discussing organizational effectiveness one must understand that this creates a structure that an organization strives on by exhausting all of its resources efficiently to achieve a desired success. The capacity of an organization depends heavily on the efficiency of the organization. In order for this structure to be successful communication is vital. Interaction with members makes a tremendous difference when one uses it effectively. Interacting with team members allows for creativity, heightened morale, and increased productivity. These are usually sought after within an organization because it assists in ensuring the desired success of the organization. When it comes to organizational effectiveness it is common to routinely asses the behaviors and attitudes of organizational members. This can help with any changes that need to be made within the corporation. There are many models to follow that can allow management to better asses the behaviors and attitudes of their employees.
- The method of motivating employees plays a vital role in ensuring organizational effectiveness. By studying different methods of motivation employees one can better understand how to assess behaviors and attitudes of employees. The Motivation-Hygiene Theory (Two-Factor theory) This theory explained that dissatisfaction and satisfaction are driven by different factors- Motivation and Hygiene (Josh, 2016). Hygiene factors for satisfaction are things like recognition, advancement, and achievement. Hygiene factors for dissatisfaction are things like work environment conditions, salary, and layoffs. Managers must be aware of each hygiene model that is displayed within their team. Being able to manage these factors will help to motivate employees and boost employee morale. The Hierarchy of Needs This theory explains that the needs of humans are separated into five categories. The lower levels consist of needs to survival like water, food, and shelter. The higher levels consist of self-fulfillment and self-actualization. Abraham Maslow proposed that each level must be completed or satisfied before proceeding to the next level of hierarchy.
- The company that I used to work for (Honda Manufacturing of Alabama) follows the Motivation-Hygiene Theory (Two-Factor Theory). They recognize that the factors for satisfaction are different from the factors that drive dissatisfaction. Being aware of this allows managers and supervisors to monitor and better control those aspects that cause dissatisfaction. This works as a benefit to them because they are able to more easily determine a root cause of dissatisfaction of employees and act upon it. As they continue to use this process they will be able to better understand the factors that satisfy their employees like; bonuses, promotions, and recognition. When it comes to improving the behaviors and attitudes of organizational members the idea of change and resolution come to mind. After assessing a situation, the next step is to brainstorm and act on improvements to be made to ensure ultimate success. When dealing with behaviors and attitudes of others it is evident that conflict will arise. Having knowledge of conflict resolution is also vital to the existence of success.
- When viewing conflict, it is necessary to no longer view conflict from the traditional view. This view suggest that all conflict is bad and should be avoided. It is also viewed as disruptive and irrational. Conflict was also viewed as all around dysfunctional (Courts, 2016). The more modern view, better known as the interactionist view, takes a more open approach to conflict. This view suggest that a cooperative group is prone to become hesitant to change only then is conflict encouraged (Courts, 2016). The key to managing conflict is by studying conflict resolution. Attempting to resolve an issue before any escalation is how to manage conflict. One thing that a manager or supervisor must understand is conflict is to be expected (Courts, 2016). If one is looking to enter the work environment without conflict, then they will be disappointed when a situation arises. This is also a display of whether or not people are adaptive to change. Team development is another effort put towards managing conflict. This is for the purpose of team building. Forming, storming, norming, performing, and adjourning are all the factors that should be made aware of when constructing a team. Forming a group that consist of individuals coming into a group and discussing the overall specific purpose and the leadership roles. Storming is when conflict arises from being opposed to the leadership roles. Norming happens within a group so that they can stay focused on the task at hand. Adjourning is when the purpose for the group has reached its end.
- Another form of managing conflict is when a negotiation is established. “A negotiation is a process in which two or more parties exchange goods or services and attempt to agree upon the exchange rate for them” (Courts, 2016). Negotiation can be a healthy practice when it comes to conflict resolution. Bargaining is sometimes used when attempting to negotiate. There are different styles of negotiation. One is more one sided and the other is more of a win-win situation.
- The five stages of team development By taking a deeper look into the five stages of team development one can better understand why this is very effective for team building. The forming stage of the five stages of team development is vital because it establishes structure within the team. Every guideline is assessed and decided upon. The leader is decided and usually a member of the team. This is a good tie for the leader to assess the team also. Assessing members of the team allow the leader to better determine how to use their strengths to the advantage of the group. The storming stage of the five stages of team development is the stage where more opinions start to form and are discussed. They are open to discussion because of team effort, but it is when the opinions overlap each other that conflict arises. During this stage, individuals have a lack of trust which disables ambiguity. When there is a pre-established purpose and leadership style a leader can trace back to those concepts for conflict resolution (Lee, 2016).
- The norming stage of the five stages of team development is the stage where team members become comfortable with each other. Some work habits are established to support the purpose and values of the team. All relationships within the group expand, mostly because everyone becomes more accepting of each other. The performing stage of the five stages of team development is when the structure of the team is working at its absolute best. The relationships are strong which means a high level of trust. With a high level of trust one can make better decisions as a team (Lee, 2016). The work load becomes easier (or smoother) because everyone is highly encouraged to succeed. The leader orchestrates the team with communication to prevent the reduction of progression. The adjourning stage of the five stages of team development is the stage of conclusion. This is the ending of the team’s purpose, and without a purpose there is no team. Group achievements will be acknowledged and celebrated. It is important to acknowledge the success of the team as well as each individual.
- Managing conflict or change is an essential role of organizational development. One must understand that they should always be prepared for change. This helps to soften or even eliminate any potential blow to the organization’s structure. In order to be better prepared a manager or supervisor must be constantly evaluating activity, in heavy anticipation of change (Root, 2016). Communicating effectively is another strong key to managing conflict and change within an organization. Communication allows for clear channels to be used for organizational development. Change is usually welcomed with strong resistance because of weak communication channels. If they are stronger then the adjustments to change will be stronger as well. Establishing an initial purpose is vital to the success for organizational development. They assist with finding methods for managing change (Root, 2016). It is also important to document that purpose to continue to manage change with organizational development. Written documents help as a good reference tool when the need for change presents itself. Actually flowing with change helps with managing change. This is because the expectation of change is already expected. Accepting change from a more positive aspect allows for more openness when it is time to implement changes.