Two replies of 100 words each
387461) Finney Juliette
In model 5 week 5 we are asked to complete several assessments. Today I am going to talk about the assessment “08.02: What Team Roles Do You Prefer?”. Self-assessment helps us determine what roles we prefer in meetings and in team activities. It looks at the roles such as focusing on the objectives, giving and seeking information, elaborating on ideas, coordinating of activities, and summarizing the information from the meetings and activities. I showed a strong preference for encourager, Gatekeeper, summarizer, and Initiator. I showed a moderate preference for Harmonizer. On the assessment, you can get the highest score of 15 per section. I rated 13 on Encourager gatekeeper and Summarizer. I also scored an 11 on Harmonizer and a 12 on initiator. These results did not surprise me but confirmed my own thoughts.
When it comes to encourager, I think that is me completely. I like to hear ideas from everyone. I think that having multiple ideas of how to do something or multiple ideas to improve the way a job is done leads to better work and better work environments. “Upward voice—employees’ discretionary offering of constructive ideas for improving organizational or unit functioning to those with authority—is a vital pathway for valuable ideas to reach decision makers (Satterstrom, P., Kerrissey, M., & DiBenigno, J. (2021)”. People like to be heard and listen to and with that their ideas addressed. This does not mean every idea will be a great one or used but to have your idea addressed shows you are valued. Does it make you feel good when someone listens to your ideas? As you can tell from my statements above this is also why I scored high for Harmonizer initiator and gatekeeper. I think this is also a factor in me scoring high for summarizer. In order to look at all ideas presented you must be listening and remember what ideas are being given. With this, I tend to make notes or jot down memos from meetings so that nothing is left out or forgotten. I like to remember everything or have a record. How do you sum up meetings and what do you find most helpful with this task?
When it comes to working in teams the first bible quote that comes to mind is Ecclesiastes 4:9-10
“Two are better than one, because they have a good reward for their labor. For if they fall, the one will lift up his fellow. But woe to him that is alone when he falleth, for he hath not another to help him up. (KJ21)”
I think this quote says it all. It is true not only in our personal lives but also in our work.
Steven Lattimore Mcshane, & Ann, M. (2021). Organizational behavior: emerging knowledge, global reality. Mcgraw-Hill Education.
21st Century King James Version (KJ21)
Copyright © 1994 by Deuel Enterprises, Inc.
Satterstrom, P., Kerrissey, M., & DiBenigno, J. (2020). The Voice Cultivation Process: How Team Members Can Help Upward Voice Live on to Implementation. Administrative Science Quarterly. https://doi.org/10.1177/0001839220962795
2) Trevor
Self-assessment: For this discussion thread I chose to utilize Team Dynamics: Chapter 11: What’s Your Preferred Conflict Handling Style? Ironically, my results in the self-assessment seem to have a conflict of their own (pun intended). The following was my scoring; strong yielding preference, moderate compromising preference, strong forcing preference, moderate problem-solving preference, and strong avoidance preference.
I was intrigued by these results and how they seem to contradict each other. In my previous discussion thread, I mentioned how I deal with and cope with stressful situations is determined by the specific situation or position I am in at that moment. The same goes for how I handle conflict. Everyone has a different personality that requires different approaches. Personalities aren’t the only driver in how conflict is handled. The goals of the “organization” also come into play. In my “family organization” I tend to compromise or give in more on situations. I believe I tend to lean in this direction because my family and I generally have the same beliefs. Compromising in a conflict generally doesn’t mean compromising beliefs and values. As a family, we are working towards a common goal. Although there are gray areas in every situation, my profession requires a more forceful and problem-solving approach. This is dictated by standards, policies, procedures, and laws where there is little room for comprise. I believe that no matter the method, conflicts should be resolved at the lowest level possible and the least intrusive possible. Question: How does your approach differ between personal conflict and professional conflict? Why?
Our textbook, Organizational Behavior 9th Edition, argues that conflict has positive and negative consequences. According to Exhibit 11.1 on page: 161; conflict within a team and its members negatively affects team performance and weakens team cohesion. While conflict between a team and outside opponents, or competitors can be beneficial.
Discussion: The article (Strategies for managing conflict within the team, by Peter Ellis and Jane Abbott) closely follow the strategies that our self-assessment measures. It also lays out a framework for a set of ground rules when addressing conflict and behaviors that need to be avoided; commanding, comparing, condemning, challenging, condescending, contradicting, and confusing. These seven items can be looked at as behaviors that work against a resolution to a conflict. Efforts should be focused on productive communication that ultimately leads to resolving the conflict. Special consideration needs to be given to conflicts that involve difficult people that are hostile, negative, know-it-alls, and complainers. Although it is important to resolve conflict, in some cases the better approach is to walk away when it is determined that conflict is worsening and resolution will not happen when dealing with these types of people. Question: How do you approach conflict with hostile people?
Biblical Integration: Let all bitterness and wrath and anger and clamor and slander be put away from you, along with all malice. Be kind to one another, tenderhearted, and forgiving one another, as God in Christ forgave you. (Ephesians 4:31-32 ESV).
I was always raised to treat people as you want to be treated. If we follow this, we leave little room for conflict to grow. Sometimes we let our pride get in the way of resolving conflict, especially when we have to admit we were at fault or wrong. God forgave us when we didn’t deserve his grace. He set the ultimate example for us, and we should do the same.
References: Ellis, Peter, and Jane Abbott. “Strategies for Managing Conflict within the Team.” British Journal of Cardiac Nursing, vol. 7, no. 3, 2012, pp. 138–140., https://doi.org/10.12968/bjca.2012.7.3.138. Accessed 21 Nov. 2022.
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