Group Dynamics Research Paper

AC 1.2.
Group dynamics
“Much of the work in large organizations of every sort is now done in groups or teams. When these units work well, they elevate the performance of ordinary individuals to extraordinary heights. When teams malfunction, as too often happens, they erode the potential contributors of even the most talented members. A key ingredient of a top-notch team is an appropriate blueprint of roles and relationships set in motion to attain common goals” (Bolman, Deal. 2008).
My another desktop book “Becoming a Master Manager” identifies certain characteristics that make an efficient group: “the group must be committed to a common goal and purpose, members of the group must have clear roles and responsibilities that are interdependent,

“Different types of conflict can have either positive or negative consequences. People typically think of relationship conflict, which does often trigger poor outcomes, but task conflict can actually lead to effective decisions” (Simons and Peterson, 2000).
The last statement indicates that organizations sometimes should encourage conflicts in order to inspire changes and new ideas. We call them healthy conflicts. William Wrigley Jr. said that “when two always agree, one of them is unnecessary” (Tjosvold, 1993,

According to “Quinn, Faerman, Thompson, McGrath, St.Clair” (2007) the most effective is collaborative approach (2007). This is how I mostly deal with the conflicts: the first stage is to face the conflict. It is recommended to use reflecting listening tool: I just listen, ask open-ended questions avoiding yes-or-no statements and never express my opinion at that moment, do not direct or control the thoughts of who I am listening to. My job is to help the person to express her/his ideas keeping her/him talking. Reflective listening is a very important skill. But it should be also kept in mind that listening is much more than hearing. Now I know, once we have enough information we keep asking us ‘5 whys”. It is very important to have a clear understanding what lies behind the conflict. The next stage is introducing the solution that would be focused on both sides’ needs. In order to generate new ideas for such solution, I can use another technique - brainstorming, which enables me to generate new ideas. I can introduce the possible solutions to conflicting parties and let them select the alternative. They must have a clear vision why that particular solution fits them best. The final stage is to make sure both sides have understanding of “lessons learned”. “Becoming a Master Manager” suggests: “When using a collaborative approach, it is