Managing people Master Essay Example | Topics and Well Written Essays - 2000 words

Managing people Master - Essay Example(Jehn & Mannix (2001) discover three of import types of the root word conflict task conflict relationship conflict sue conflict. some other interrogationer, Robbins (2005) singles out functional conflict and dysfunctional conflict. In other cases, conflicts undermine the group process and set the stage for ongoing problems and reduced group effectiveness in the future. Some recent research by Jehn & Mannix (200) examines the longer-term effects of conflict on group implementation. The research also considers what they call task complexness as a moderating variable, which aligns with the notion of quantitative and qualitative balance in relation to conflict. An alternative view is proposed by (Hede 1990) who states that there two factors are needed to produce conflict cognitive disharmony and affective disharmony.Group dynamics depends upon group norms, group cohesiveness and group roles assigned to different group members. McKenna (1994 i n Hayes 2002) state that there are seven factors influenced group cohesiveness similarity of attitudes and goals, judgment of conviction spent together isolation of group from others threats from outside group, size stringent entry requirements rewards for group performance problems. The small group is a subsystem within the large organization. As such, it is subject to the same forces as the larger system. The behavior of one group member affects all of the others. Influencing behavior carries beyond the face-to-face meeting. Individual members act off-line in settings other than meeting rooms.Schutzs 3-stage Model will help to identify and describe the main problems occurred in Greenline. According to his model, there are three main stages of group dynamics stage 1 In or Out (when members unsure about joining, explore relationships) stage 2 - Top or Bottom (when conflicts and power struggles among members), stage 3 Near or Far (members make commitment and wrap up relationships emotional integration of members). Another model of group development is proposed by Margerison & McCann (1995). They explain that a attraction or central person is a wheel of the group. Such group is generally to a greater extent well-off with the communication pattern and results than the other members. He or she can, however, suffer from information overload and have barrier making judgments or arriving at a solution. Managers also have the responsibility to establish and maintain the modality of the groups that work in his or her department. When opportunities are provided for free and open discussion, people tend to feel more personal satisfaction and are generally more productive. Another important concept is groupthink. It is defined as the mode of thinking that persons engage in when concurrence-seeking becomes so dominant in a cohesive in-group that it tends to repeal realistic appraisal of alternative courses of action (Irving Janis, 1971 43). If a group has groupthi nk, managers who succeed in creating trusting, open exchanges amid people and a high level of cohesiveness among members can keep disagreement and conflict in perspective.Problem Identification Greenline many individual elements affect the way the top team operates the reason