Team # (or Letter) and Presentation Title 2. Brief summary of the Problem/Challenge being addressed. 3. Brief summary of the Solutions/Recomm
- 1.Team # (or Letter) and Presentation Title
- 2. Brief summary of the Problem/Challenge being addressed.
- 3. Brief summary of the Solutions/Recommendations provided.
- 4. A SPECIFIC description of how YOU can implement a part or all of the recommendations to improve/enhance your leadership effectiveness.
The issues they cause
and suggested solutions
By: Omar A.,Quinn O., Marcus R., and Brooke T.
What is it?
Why is it an issue?
Effective ways to solve it
“Virtue of character is a mean”
According to Aristotle, virtue is achieving the balance in all traits (1990). We want to avoid extremes, instead striving for the middle. For example, being driven and motivated is great, but if taken to the point where you lose sight of everything else in your life, it becomes a detriment. This philosophy holds true for our topic today: Ego.
We all have an ego, we just need to find the balance
Ego is defined as “the self especially as contrasted with another self or the world” (Merriam-Webster, 2022). In other words, it is our sense of self. Thus, everyone has an ego and its not inherently bad. When in the appropriate amount, we have confidence which is a very positive trait. However, the problem occurs when there is either a total lack or excess of an ego. A total lack of confidence results in self-doubt. While an excess leads to arrogance which is defined as “an attitude of superiority manifested in an overbearing manner or in presumptuous claims or assumptions” (Merriam-Webster, 2022).
Arrogance is Widespread
Admitted to acting arrogantly
Interacted with an arrogant person at least once a monthly
Unfortunately, this is a rather widespread issue. According to a study conducted in 2017, “84% of the respondents reported encountering arrogant behavior at least once a month, and as many as 46% of the respondents admitted behaving arrogantly themselves” (Milyavsky, M., Kruglanski, A. W., Chernikova, M., & Schori-Eyal, N., 2017). On a personal level, we all know at least one arrogant person. While we all know intuitively that arrogance is bad, Brooke is going to share why it negatively impacts teams and businesses as a whole.
Internal Negative Impacts of Arrogance
Inability to stay open minded
Cockyness can limit growth
So next, we are going to look at the different issues surrounding arrogance and why they can harm a workplace. Looking at this picture, we can get a little glimpse of what arrogance can build to look like. This employee represents someone who is very hands off, care free, and feels satisfied to the point where no further contribution is needed. Arrogance falling on the far side of ego can sometimes present problems in the workplace. These problems can present both internally for the arrogant individual and/or externally affecting the workplace as a whole. Internally, arrogance negatively impacts the ability to stay open minded. When an arrogant worker is feeling that their idea is the only correct path, it shows that that team member is unable to view other ideas and hear input. This cockyness can limit growth because of the inner restriction being placed on the individual. Arrogance can also decrease self-awareness. It can become difficult to evaluate and challenge ourselves when we are overly confident and satisfied in what we already know.
(Not only do arrogant employees have poor task performance, but they also do not engage in citizenship behaviors that cultivate positive social climates at work. Instead, arrogant behaviors likely cultivate poisonous social climates.
Consistent with this idea is the finding that arrogant employees have strong individual identities (Bauer et al., 2008), which reflects the tendency to view oneself as separate from—and typically better than—others (Johnson, Selenta, & Lord, 2006).
When employees have a strong individual identity, it is much easier to act in a harmful and hostile manner towards others because actors are less sensitive to the well-being of other people (Johnson & Saboe, 2011).
External Negative Impacts of Arrogance
Limits the ability to work together cohesively and effectively
Can cause mistrust in the workplace
Where is this likely to stem from?
I’m sure we have all been apart of groups or organizations where we have members or even leaders that just kill the work environment with attitudes of arrogance, ego, and pride. It becomes difficult for teams to create and grow together when there are individuals that are shutting down any chance of creating cohesion. With negative members doing this, mistrust can be created. It can be hard to rely on a member when they are not open to challenging themselves to produce better work. Their job performance cannot be reliable.
So now we question, what can we do to mitigate some of this negativity within teams? We ask ourselves, “where is this arrogance likely to stem from?” We believe that it is likely due to low emotional intelligence.
Next, Marcus will talk about how these negative impacts of arrogance can stem from a low emotional intelligence.
Solution – EQ
Emotional Intelligence in the workplace can greatly improve the amount of arrogance and pride displayed
There are 4 general skills that can be
Applied in our work life.
4 ways to improve:
Emotional intelligence is a vital part of a cohesive workspace. Research shows it directly can affect your performance in school and work. Emotional intelligence is a skill that can be developed. There are four universal skills that can be learned to enhance emotional intelligence. Two of the skills cause us to reflect internally. The other two skills cause us to think about our interactions with the external enviornment. An organization should continue to develop and improve with these skills.
EQ – Continued
There are additional ways to continue to drive a cohesive workplace.
Listen to colleagues first
Ask permission to give advice
Improving coaching skills
People can also mitigate arrogance by implementing a “me second” approach. People can avoid egos in the workplace by active listening, more than speaking first. One way to give feedback and advice is to ask that colleague if it’s okay first. This can help people let their guard down because they know that person cares to ask first, if advice is okay to give. Too often, egoistic people give unsolicited advice.
Arrogance is unfortunately very prevalent in general work environments and is a even larger issue when it comes to leading teams. When arrogance is present in relationships it often leads to a breakdown in conversation. This lack of communication can come from the arrogant party being unwilling to listen or be open to the communication attempts of their employees. This is especially difficult when pride and arrogance are present within leaders who are meant to guide teams to success.
Solutions to Arrogance
Rising above ego and arrogance is important when leading a team. Here are some key things to keep in mind when attempting effectively lead a team;
Gratitude for your team and place in life assists in keeping yourself humble. Working on emotional intelligence is a good start
Taking moments within your day to reflect
Consider which parts of your role as a leader are necessary
Some leaders can take advantage of leadership because of the additional perks that come along with the role
Hire and develop workers who have the insight to speak when leaders overstep
For such a complex issue like pride the solutions are similarly related to an individual's emotions and perspective. Firstly, taking moments to meditate and focus on the aspects of your position that you're grateful for can help reduce how committed some leaders can be to a narrow vision. Taking a moment can manifest in many different forms. It can be meditation, prayer, or even journaling. Secondly, leaders are essential to a well functioning team, but some leaders can focus on the unnecessary perks of their positions. This can lead to leaders taking advantage of the position and becoming attached to the rewards of leadership. Arrogance could manifest because of their attachment to the benefits and therefore make leaders fearful of losing those perks. A solution would be to reduce the unnecessary parts of your leadership roles in order to not get caught up in the outcomes.
Solutions to Pride
Pride can often blind leaders into behaving narcissitically and arrogantly. Understanding the origins of where pride comes from can help leaders be effective
Separate hubristic pride and authentic pride
Do not set unrealistic or highly exceeding perception on small successes
Authentic pride that comes from self awareness is one of the best motivators
Additionally you can mitigate pride by discerning hubristic pride and authentic pride. Hubristic pride is characterized by excessive self confidence and self-importance. Leaders who focus only on hubristic pride tend to overestimate their abilities and feel as if they are the only team member capable of succeeding. In order to mitigate focusing on the wrong effects of pride, leaders must differentiate their source of pride. They can not set unrealistic perceptions on small successes and then proceed to inflate their performance. Self awareness if key when to comes to being an effective leader and can assist in separating the true and authentic sources of pride.
Aristotle, & Rackham, H. (1990). The Nicomachean Ethics. Harvard University Press.
Carver, C. S., & Johnson, S. L. (2010). Authentic and Hubristic Pride: Differential Relations to Aspects of Goal Regulation, Affect, and Self-Control. Journal of research in personality, 44(6), 698–703. https://doi.org/10.1016/j.jrp.2010.09.004
Harvard Business Review. (2018, November 7). Ego is the enemy of good leadership. Harvard Business Review. Retrieved April 12, 2022, from https://hbr.org/2018/11/ego-is-the-enemy-of-good-leadership
Merriam-Webster. (n.d.). Arrogance. In Merriam-Webster.com dictionary. Retrieved April 7, 2022, from https://www.merriam-webster.com/dictionary/arrogance
Milyavsky, M., Kruglanski, A. W., Chernikova, M., & Schori-Eyal, N. (2017). Evidence for arrogance: On the relative importance of expertise, outcome, and manner. PloS one, 12(7), e0180420. https://doi.org/10.1371/journal.pone.0180420
Silverman, S. B., Johnson, R. E., Mcconnell, N., & Carr, A. (2012). Arrogance: A Formula for Leadership Failure. TIP: The Industrial-Organizational Psychologist, 50(1), 21–28.
Thank you all for listening, we can take any questions now at this time!
65% of performance problems are from strained relationships (Dana Measure of the Financial Cost of Conflict)
Not all conflict is bad, but when conflict turns dysfunctional is when it becomes a problem. Dysfunctional problems are detrimental and interfere with performance
According to the "Dana Measure of the Financial Cost of Conflict," over 65% of performance problems result from strained relationships and not from deficits in individuals' skills
Causes of conflict
1. Personality: Agreeableness, type of personality of the people involved
2: Value differences: Are there conflicting values amongst the parties
3: Goals: If the goals are not common, the work put in can lead to conflict. There won't be the same effort from everyone
4: History/ Negative experience
Causes of Conflict continued
Belittling team members
Def: make (someone or something) seem unimportant
Detrimental to a team
79% of working professionals have indirectly experienced or witnessed bullying at work
-Belittling is quite common in the workplace.
-the 79% is not a surprise because I bet everyone in here can talk about a time someone was negative directly to them or witness them being negative to a teammate or coworker
-When a group member feels unimportant, it stops their motivation to even contribute work at all
Makes members frustrated with a team member
-Disrespecting expectations is something we have also experience with group projects in college
-examples include telling a group to have their parts done but a certain day and one group member doesn't
-ex: a group mem
Tips to help avoid conflict
Create a positive work environment.
Recognize the early warning signals of a disagreement.
Create a set of conflict resolution guidelines.
Never pick a side.
Resolve conflicts as soon as possible.
Take Formal Action
– Reflect Before Reacting
Start With Your Boss Or Leader.
Focus On The Conversation
Clarify the Conflict
– Internal dialogue about your internal conflict
Write out every aspect of your concerns
Why does the internal conflict exist?
Establish A Conflict Management Process
– It's all about the process
People can either go away with their intended outcome and negative feelings, or without their desired outcome and happy sensations.
Everyone's point of view was taken into account.
Take Formal Action
Clarify The Conflict
Establish A Conflict Management Process
Get Everyone Face-To-Face
Hear Every Side Of The Argument
Learn To Face Your Differences
Some of the solutions we came up with are the following. First of all to take formal action. Try to fix the issues as soon as they arise. Reflect before reacting. Start with your boss or leader. Encourage diplomacy and focus on the conversation by listening to all the parts. The second solution we came up with is clarify the conflict. Internal dialogue about the internal conflict is crucial. Write out every aspect of your concerns and express them to all your team members. All the team members should respect each others viewpoints. Morevoer, another solution is establish a conflict management process. This means that before taking action on the assigned part, the team should come up with a process in case a conflict arisses. People can either go away with their intended outcome and negative feelings, or without their desired outcome and happy sensations. In this process, it is really important to take everyone's point of view into account. Another solution we came up with is to get everyone face to face. The most important factor is dealing with disputes face to face. Everything is diffused when you take a personal approach. Behind closed doors, talk it out. If at all possible, I try to take the team members involved out of the office for coffee or lunch. People relax and quiet down in a neutral environment with the addition of food; it generates an ambiance that aids in dispute resolution. In addition, another solution is to hear every side of the argument. Each party should be able to clearly define the issue and how they believe it should be resolved during the dispute resolution process. Following everyone's input, it's up to the leader to make the call and determine which path to go. The last solution we came up with is to learn to face your differences. Learning to be open to your teammate's point of view and understanding each other's differences is crucial. This will aid in the development of new ways of thinking, which can result in improved team performance. It's all about transforming a problem into a desire to take on new tasks. After all, "people intelligence" and leadership are at the heart of business.
Thank you so much for everyone’s attention. Does anyone have any questions?
Deutsch, M. (1994). Constructive conflict resolution: Principles, training, and research. Journal of social issues, 50(1), 13-32.
Large-Moran, Pamela. CRS Atlantic. (Sept. 2012). Is the High Cost of Conflict Affecting Your Company's Bottom Line.
Group Y: Cameron Royes, Gaby Guzman, Luke Offen, Puneet Sampat
April 26, 2022
An obligation or willingness to explain one’s actions or to admit being the cause of a problem
The responsibility of an individual, organization, or government to clarify or justify actions
Striving to do one’s best at any assignment or obligation and taking ownership of the results
Examples of Accountability.
Referred to in many different ways. Assumptions, expectations, responsibility, ownership, etc…
For those of us who have younger or older siblings, we encountered accountability when they broke our toys and we wanted to make sure they were held accountable for their actions.
While driving on the roads, we are holding everyone accountable that they are not driving under influence.
Unwilling to do chores
Lack of discipline
On the Road
Lack of commitment
Lack of transparency
Ross, Rachel, Chandler, Monica, Joey, and Phoebe
Presentation on United States
Government and Politics
Working on this group project, I am assuming you all held your team members accountable to do their respective portion of the project.
Similarly Ross, Rachel, Chandler, Monica, Joey, and Phoebe were working on a project together but didn’t really take accountability seriously which lead to the following issues on their project.
No one took initiative to take leadership role. Everyone was waiting for someone else to initiate until project deadline was a week away. Everyone thought if others are not worried why should I.
One can also assume there was lack of trust and/or egos which is why no one took the initiative.
Duplication of work
Due to procrastination, the team was rushed to meet the deadline which led to overlapping of tasks. Insufficient time caused the team to rush into their tasks which lead to lack of communication. This led to people doing others work also wasting time and resources.
We all know that rushing leads to higher probability of errors which ultimately results in poor quality. Everyone ended up getting a C on the assignment because they ran out of time in the end and did not have enough time to fix the errors on the project.
Blaming and Finger-pointing
Just l like no one took responsibility in the beginning, everyone wanted to blame others for the poor quality and poor grade on the project at the end.
No one took initiative
Duplication of Work
Blaming and Finger Pointing
Lack of trust and/or egos
Lack of communication
Lack of commitment
Scored 72 on project
1) More Employee Participation/Involvement – involving employees with goal-setting, escalating duties usually outside their typical responsibilities, and assigning them the authority to achieve these objectives can motivate employees and grant them the autonomy the complete their work. Additionally, employees are able to grow more competent and increase their confidence in their skills.
2) Accountability can Bolster Company Culture – “When a culture is imbedded with honesty and integrity, it enables employees to acknowledge mistakes without a fear of blame.” From this, teams can reflect, learn and move forward more easily. Establishing goals, following through on promises and supporting others throughout the process creates buy-in and trust. This empowers teams to overcome obstacles and celebrate success together.
3) Accountability is Good for the Bottom Line – When teams aren’t continually spending time trying to weed out personnel issues, more energy can be devoted towards pushing the firm forward. An organization becomes more efficient and devoted to exceed goals and improve performance. An “addition by subtraction” effect takes place, where companies are better off because they no longer deal with culture conflicts or gaps in accountability. Companies benefit from optimal problem-solving skills from employees, and the execution of organization goals remains the top priority.
4) Assigning Standards/Roles – As Lencioni suggests, “Once we achieve clarity and buy-in, we have to hold each other accountable for what we sign up to do, for higher standards of performance and behavior.” Lencioni also states that the dysfunction of Avoidance of Accountability derives from the essence that people feel discomfort when confronting one another about declining performance measures. One way that is suggested to counter this discomfort and make it easier for teammates to hold themselves accountable is to clearly define goals and roles the team aims to take. The earlier the team clearly establishes exactly what the team needs to achieve, who needs to deliver what and how everyone must behave, the more comfortable teammates become with confronting one another, and ultimately the better off the team will be.
Increased Employee/student Engagement
Improved Bottom Line
Clear Team Goals and Standards
1. Forgetting why accountability matters
In order to do anything right, you need to know WHY you’re doing it
Accountability within the business and the business itself held accountable to all its stakeholders
Important to act according to those lines of command consistently
From Teamwork on the Fly
Scoping – the first step in teaming is to scope out the challenge, determining the talent and expertise needed, finding and tapping into the expertise of collaborators, figuring out and delegating roles and responsibilities
From Secrets of Great Teamwork
Compelling Direction – the most important part of a team is their member’s ability to be inspired and connection to the goals. Goals must be challenging, but attainable. They must also be consequential. Team members must feel connected to the goal whether intrinsically and extrinsically.
2. Avoidance of Accountability
One of the five dysfunctions in Lencioni’s The Five Dysfunctions of a Team. Avoidance of accountability is the team members turning the other way or refusing to call out their teammates when they see them doing subpar work or something that may hurt the team’s performance in the future.
Team members who do not handle interpersonal discomfort would rather not have the difficult conversations.
Respect is crucial
high expectations wanting to prove your performance to those you respect
ability to talk with each other regardless of how difficult the conversation
3. Letting too many people weigh in
Consider where those people and their views are coming from.
This may cause overlapping work and miscommunication that may lead the project in the wrong direction.
From The Secrets of Great Teamwork, Larger groups lack in communication, fragmentation, and free-riding (due to the lack of accountability)
From Teamwork on the Fly, structuring is important, arranging teams – allows for each individual to know exactly what their responsibilities are and how they will contribute to the team.
From Making Dumb Groups Smarter,
4. Focusing too much on negatives
Negativity-pointing out what went wrong and who’s at fault (finger pointing)
Looking for opportunities for improvement based on your successes as much as your failures
From Making Dumb Groups Smarter, assigning roles will help with this. If everyone knows what part they’re playing and what their responsibilities are, can prevent finger pointing. Using people’s specific expertise makes them feel ownership of their role and establishes a structure that everyone is comfortable with.
Avoidance of Accountability
Too Many Hands in the “Pot”
Best Ways to Leverage Accountability
-Disregard ego (mention RBS Assignment)
– Inspires others, self regulation
Know everyones tasks
Empowering Power – giving someone’s own tasks empowers them
Social Loafing Experiment 1 from study
Shows how increase of accountability can push people past their own mental barriers
Have Concrete Goals
Secrets of Great Teamwork
Diversity Doesn’t Stick Without Inclusion; Leadership Theories
Prevent Social Loafing/ Lacking Productivity
Identifiability as a Deterrent to Social Loafing: Two Cheering Experiments
Prevent Social Loafing/Lacking Productivity
Gaby – Collective/Leverage
Worked well together to create an “A” worthy presentation
Open communication lines
Worked outside of class
Collector of thoughts
PowerPoint creation experience
Attention to detail
Delegation of duties, organization, communication
Easy going personalities
No disputes over responsibilities
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