Explain How To Build A Supportive Workgroup
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How to Build a Supportive Workgroup | | | 4/20/2012 |
This document seeks to inform the reader of the best ways to form a supportive workgroup. There are many methods and each is discussed in detail as to provide a wealth of knowledge. Having a supportive workgroup has been shown to allow the company to have more success, as well as employees who are loyal to the company. |
Contents Paper Section 2 How to Build a Supportive Climate 2 The Twelve Steps 2 1. State the goals and purposes of the workgroup 2 2. Give each workgroup member a specific job function 3 3. Ensure members of the group are notified of changes 3 4 & 5. Acknowledge conflict quickly, and fix it as it arises 4 6. Remember the …show more content…
Conflict is oftentimes a natural occurrence when groups of people work together, but it is important that it is handled properly. Managers have two options when conflict arises, they can take a hands off approach or a hands on approach. The hands off approach, however, “rarely address the real interests of either party, and seldom truly resolve the underlying problems in a way that prevents recurrence or accomplishes a purpose beyond resolving the immediate dispute.” (Blackard, 2001) The hands on approach typically has better results, and gives the employees the sense that someone cares as well. Blackard states that there are three levels of strategies when it comes to the hands on approach. Level one is the minimal approach where “management encourages employees to surface conflict, perhaps through an open door policy.” (Blackard, 2001) Level two is a bit more invasive, with management laying out specific procedures that allow for conflict resolution and at the same time give management more power in resolving the conflicts as they arise. (Blackard, 2001) Level three is the most invasive, and is when “conflict resolution systems are implemented before the fact in an active effort to reduce incidents of counterproductive conflict, minimize their severity, and provide effective ways to resolve disputes that do occur.” (Blackard, 2001) Whatever strategy is chosen, it is important the management keep the conflict to a minimum, and ensure that resolution occurs as soon as
How to Build a Supportive Workgroup | | | 4/20/2012 |
This document seeks to inform the reader of the best ways to form a supportive workgroup. There are many methods and each is discussed in detail as to provide a wealth of knowledge. Having a supportive workgroup has been shown to allow the company to have more success, as well as employees who are loyal to the company. |
Contents Paper Section 2 How to Build a Supportive Climate 2 The Twelve Steps 2 1. State the goals and purposes of the workgroup 2 2. Give each workgroup member a specific job function 3 3. Ensure members of the group are notified of changes 3 4 & 5. Acknowledge conflict quickly, and fix it as it arises 4 6. Remember the …show more content…
Conflict is oftentimes a natural occurrence when groups of people work together, but it is important that it is handled properly. Managers have two options when conflict arises, they can take a hands off approach or a hands on approach. The hands off approach, however, “rarely address the real interests of either party, and seldom truly resolve the underlying problems in a way that prevents recurrence or accomplishes a purpose beyond resolving the immediate dispute.” (Blackard, 2001) The hands on approach typically has better results, and gives the employees the sense that someone cares as well. Blackard states that there are three levels of strategies when it comes to the hands on approach. Level one is the minimal approach where “management encourages employees to surface conflict, perhaps through an open door policy.” (Blackard, 2001) Level two is a bit more invasive, with management laying out specific procedures that allow for conflict resolution and at the same time give management more power in resolving the conflicts as they arise. (Blackard, 2001) Level three is the most invasive, and is when “conflict resolution systems are implemented before the fact in an active effort to reduce incidents of counterproductive conflict, minimize their severity, and provide effective ways to resolve disputes that do occur.” (Blackard, 2001) Whatever strategy is chosen, it is important the management keep the conflict to a minimum, and ensure that resolution occurs as soon as