The case study:
As with any team, you will have team conflict. How does one overcome such conflict?
What decides if you are a good or bad team?
Looking at Wageman and Donnenfeld's Conflict Intervention Model, which of the four conflict resolution processes do you like the most and explain why? Also, does you choice support cultural differences a team may have?
Amongst the four conflict resolution strategies, as denoted by Wageman and Donnenfeld, the process I like the most is team design - or the ability to redesign. When a breakdown in the team's efforts toward achieving a common goal occurs, it is often human nature to "finger point" and blame others for the failure. It seems that one person begins this negative behavior, others are quick to join in. My personality type is far from breeding negativity and I prefer structural team changes as a conflict resolution as opposed to attempting behavioral changes in others. I do not believe it is possible to instil ...
This solution is over 400 words and thoroughly addresses the four conflict resolution processes from Wageman and Donnenfield. It explains how cultural differences may impact conflict resolution within a team, and what factors may define what a "good" or "bad" team is.
Modes of Interventions Differentiation
Modes of Interventions Paper
Differentiate between coaching individuals and teams and other models of influence (e.g. leadership and management). How do they differ from each other? When is it appropriate to use each of them?
Discuss the differences in the context of various levels of a system.View Full Posting Details