Team dynamics and organizational effectiveness

¶ … people resist the idea of working in teams? How would deal with their resistance?

Not everyone likes to work in a team environment. Some people are shy or have other interpersonal problem that prevents them from fully participating in a group. This is quite common and can be found in almost every team. There are even some models that cover the developed of teams such as the storming, forming, norming, and adjourning model that looks at the team development as a dynamic process.

There are many tools that can help leaders get team member to participate. One tool is the use of a facilitator. The facilitator is responsible for making sure that everyone has a voice in the group and can limit those who try to overtake group discussions by redirecting conversations. There are also group development activities that can help the group overcome the initial resistance to forming a group such group building activies

What do you think are your own most commonly used approaches to handling conflict? Least Common? What can you do to expand your repertoire and become more effective at conflict management?

The most common ways of handling conflict are usually through authority. When there is a point of conflict most people will take this to the person who is higher in the hierarchy. However, conflict resolution, is less common but more effective. This approach lets team members resolve their issues between them in a civil and professional way.

3 Consider the various roles that members have to perform for a team to be effective. Which roles would play to your strengths and which to your weaknesses? How can you become a better team member?