Influence of the Group on the Individual Members and the Outcomes
Discuss About The Managing People Organisation And Context.
The importance of management in teams and groups are extremely important for the group and the organization. The effective implementation of the organizational goals is directly related to the proper management and coordination of the members of the group or the workers so that the conflict if it ever arises, resolves at the earliest. There have been various researches conducted in the field of managing teams and groups as well as the conflict management aspect. All these researches have indicated the various approaches which help in making the group work in an efficient and effective way. The various theories propounded by various theorists have indicated the importance of emotional intelligence amongst the members of the group as well as the leaders so that the group unity is maintained. The literature review is done on the basis of the two important aspects of management which are the management of teams and groups and conflict management. These two topics have been understood using the various theories and then relevant literature has been analysed and comprehended in order to understand the topic in a much better way. The various literature gaps are also mentioned in the end of the various aspects. There is always scope for future researches in the various aspects of management and these topics are understood using the theories of management. The various impacts of the aspects of managements techniques as well as the literature review is done using the concepts and the analysis of the management theories. The management of teams and groups are an important aspect of the management and it is extremely important in the organization to maintain the balance and the successful running of the organization. The methodologies involved in the research are also elaborated upon in the literature review. The key findings are also enumerated in the literature review.
The research done by Barsade and Gibson focuses on the aspect of managing the group and the team from the perspective of the team management dynamics and the consequences involved with it. The impact of the group dynamics has been found to be an important aspect for the organization as the group facilitates the development of the self-awareness, empathy, self-regulation, social skills and motivation among the employees in the organization as has been stated by Daniel Goleman in his Emotional Intelligence theory (Lanaj & Hollenbeck, 2015). The methodology for doing the research has been on the secondary aspects such as synthesis of the literature of the research which has already been done in this field. There has been ample amount of research done especially by the method of studying the secondary sources of literature available on the topic . There is ample scope for doing more research on the topic such as the special topics which are needed to fill the discrete emotions of the group and the widening of the different types of the groups which are needed to be covered in the researched area. The key findings of this research has been that the group enables the members to be mutually affected by each other such that the member imbibe the qualities and traits of each other. The research also found that the individual members’ behavior s and their attitudes have an impact on the outcome of the group.
Leadership and Its Impact on the Team
The research conducted by the researcher Hoch and Kzlowski revealed that the impact of the structural support system in the group and the hierarchical leadership in the team impacts the performance of the members of the group and helped them bond together. This fact is supported by the theory given by Annie Mckee where she propounded that leaders have certain traits in common such as the ability to understand and manage the emotions of the subordinates. This ability to understand the emotions of the others is known as the emotional intelligence. The methodology followed in the research has been an empirical research which was conducted on a sample size of 101 virtual teams. There has been few, if not many research which has been conducted on the virtual teams and the impact of the leadership on the group dynamics and the structural support in the teams. There is a definite scope for more research as to how are the virtual groups different from the actual groups and is social bonding possible in the true sense in the virtual groups. The key findings of this research indicated that the team leadership is directly correlated to the overall team performance. The leadership affects and inspires the team to an extent where the team feels inspired to perform as a whole. The virtual teams which existed on the online platform were similar to the groups which exist in real life.
The research conducted by Mitchell et al. revealed that the the present workplaces requires the inclusion of members from diverse ethnic and social backgrounds and that the different people in the workplaces means that there will be many different viewpoints. The emphasis of the leadership to focus on inclusiveness of the members holds prime importance in the group dynamics and to enable the smooth functioning of the group. The methodology followed in this research was gathering data from the primary sources of a sample population of 346 members. The key findings of this research included the critical role played by the leader to promote inclusiveness in the teams which are extremely diverse and comprising of interprofessional teams. The aspects of social identity an d the perceived status plays a critical role in the impact of the performances of the members. There is ample scope of research in this topic especially in the areas where the social identity gets impacted due to the great diversity in the workplaces which is getting evident in the modern workplaces due to the recruitment of people from diverse ethnic and social backgrounds.
Managing Inclusiveness and Diversity in the Teams
The research conducted by Alexander and Knippenberg revealed that the team models and the team dynamics can be enhanced by promoting innovative methods which focuses on incremental development rather than the radical innovation of the organization. The methodology followed in this research was empirical research based on data gathered from the primary sources. The major findings of this research included the aspects of innovation on the team dynamics and the influence which they have on the overall performance of the team. The key aspects of the innovative skills are displayed in the enhanced performance levels of the workers and the people employed in the organization (Van Der Vegt et al., 2015). The leaders who exhibit incremental innovation are more likely to achieve success as compared to those leaders who emphasize on radical leadership skills. The innovation skills are the most essential aspect of developing the organization considering the fact that innovation plays a dynamic role in the overall running of the organization. There is ample scope to research on the area of innovation in the business of the organization and the organization and the researchers can conduct research on the positive as well as the negative aspects of the innovation in the organizational growth.
The research conducted by Agrawal revealed that the important factors which are needed to be emphasized in the team are to evaluate the diversity of the team and to manage the diverse members efficiently so that the group manages to perform effectively and efficiently. The competency theory propounded by Richard Boyatzis emphasized on the fact that the competencies in the group are increased when the members are introduced from a diverse range of backgrounds (Ivanaj & Bozon, 2016). The different ethnic and social backgrounds of the workers make them total strangers to each other in the groups and they are motivated by instinct to compete against each other. This competency feeling is positive for the organization in the long run and enables the organization to benefit (To, Herman & Ashkanasy, 2015). The methodology followed in this research was qualitative research based on the questionnaire given to the employees of a selected organization who came from diverse social and ethnic backgrounds. The key findings of this research revealed that the differences in the team or the group work in a mixed way with mostly positive results for the organization in the long run. There is ample scope to perform more research in this area particularly in the rising demands for making the workplace more culturally diverse so that the intercultural exchanges yield more learning opportunities for the members of the organization.
Explore Ideas Promote Innovation Around Teams
The research conducted by Mathews & McLees (2015) revealed that a great leader might not be an effective leader. The leader who effectively manages the leader must be focused on taking the necessary steps which foster the necessary teamwork and the leader understands the aspects of team leadership and emphasizes on improving the skills of the team members. Mayer and Salovey stated that the emotional intelligence skills of the leaders enable them to use the cognitive ability which includes perceiving the emotional needs and requirements of the employees and the followers as well as facilitating and managing those needs so that the organizational goals are achieved (Salas et al., 2015). The methodology followed in this type of research was based on evaluating the secondary sources of literature available in the aspect of understanding how to design effective teams. The key findings of this research included the need to develop credibility among the employees as well as motivating them and setting a vision and realistic goals for the workers and the subordinates. There is ample scope of research which can be conducted as to how to efficiently design effective teams in the changing scenario of the modern world.
According to the research conducted by Hopkins and Yonker, the research revealed that there exists a critical relationship between the emotional intelligence and the conflict management in the workplaces. The methodology involved in this research included an assessment of a sample size of about 126 participants to measure the impact of staying neutral during conflicting scenarios in the workplaces. The key findings of this research included the importance of staying neutral during any conflicting scenario in the workplace which avoids the situation from escalating further. The emotional intelligence allows the members to perceive and understand the needs and requirements as well as the viewpoints of the members who are angry and indulging in the conflict (de Poel, Stoker & Van der Zee, 2104). The emotional intelligence enables the workers to focus on the problem solving methods, the social responsibility aspects as well as the harmful effects of impulsive behavior which is extremely harmful for the employees as well as for the group or the organization. The emotional intelligence theory proposed by Goleman also justifies the aspect that the ability to assess, identify and recalibrate one’s emotions is defined as the emotional intelligence (Bradley et al., 2015). Future research can be done to re-verify the facts stated in these figures as the findings of this research might not match with the future findings since this is a very dynamic topic.
Compare and Contrasting the Different Types of Teams
The research conducted by Yeung, Fung & Chan, 2018 revealed that the conflict strategies can prove futile if the leadership in an organization does not accept the fact that there is a conflict in existence amongst the employees. Recognizing the potential areas as well as the acknowledgement of the fact that that there are certain sensitive areas where conflict can arise is the first basic step to formulate conflict strategies. According to Richard Boyatzis, the mapping of the human resource at the disposal of the organization is an essential aspect of the organization and the leadership. Mapping the human resource will reveal insights as to which background the employees are coming from and what are their aspiration needs and requirements (Hilson & Murray-Webster, 2017). The methodology followed in this research was the testing of three hypotheses on a sample size of 280 Chinese managerial as well as executive employees in the age group of 22 to 66 years. The key findings of this research revealed that the younger employees were more inclined to raise conflict of opinions as compared to the elder employees. The findings revealed the importance of encouraging and training the employees to use their emotional intelligence so that unwanted conflicts can be avoided. There is huge scope of research in this area especially amongst the conflict which arises between the gender groups.
The research conducted by Kiitam, McLay & Pili, 2018 revealed that the changes in the organization as well as the conflict are two aspects which require deeper understanding. The changing dynamics in the organizational hierarchy has made it evident that conflict are a common reality in the competitive market environment. The theory propounded by Richard Boyatzis also emphasizes on the fact that the leadership of the organization has to utilize the competency of the organization so that the competency channelizes the efficiency and the energy of the employees in a positive direction which in turn benefits the organization (Drescher et al., 2014). The methodology adopted in this research was conducted through primary sources by holding a survey analysis. The key findings of this research were that there exists a subtle difference between competition and conflict. This problem of conflict escalation can be addressed through effective and efficient leadership juxtaposed with the intrinsic quality of emotional intelligence. There has been numerous research conducted on this topic and it can be further re-researched to ascertain whether the findings match with the previous findings.
The research conducted by Tjosvold, Wan & Tang, 2016, revealed that during the escalation of a conflict, the conflict can be effectively managed by proper coordination and cooperation of the members of the organization. This coordination as well as the cooperation is possible only through the reinforcement of trust towards each other (De Jong, Dirks & Gillespie, 2016). The methodology followed in this research was survey questionnaire on a sample size of 100 people employed in various organization. The key findings of this research indicated that the organizations which emphasized on the trust building processes amongst the employees and the workers were able to be more resilient against conflicts as compared to those organizations where trust building measures were not taken. Trust is defined as the expectations amongst the leadership that the employees will never ever do anything to harm the organizational goals. There is huge scope of research in this aspect.
According to the research conducted by Brett, 2018, the research revealed that the during the conflict which arises in the organization due to various reasons, being patient by the leadership is an added advantage to calm things down and not allowing the situation to escalate further (Petrick, 2017). The methodology followed in this type of research was application of the literature on culture and their relevance in the workplace conflict. The research involved research on secondary sources of data. The key findings of the research indicated that conflict arises the most when people from different cultural backgrounds are working with each other. The leadership has the responsibility to be cautious and patient in order to address the situation and not to harm the honor and dignity of any culture which is in conflict (Baumeister, Ainsworth & Vohs, 2016). The emotional intelligence aspect is most needed in this scenario. There are limitations to conduct this research as such types of research has not been conducted often and doing research in this area is difficult.
According to the research conducted by McKibben, 2017, the research revealed that the conflict is an unwanted and unavoidable issue and to counter the impact of the conflict effective and positive approaches need to be implemented by the organizational leadership. The leadership skills are an important aspect of resolving conflict through the effective implementation of various forms of trust building and conflict resolving measures (Raes et al., 2015). The methodology followed in this research was the qualitative approach using primary sources of data. The key findings of this research include the importance of good leadership, effective management and the importance of positive approaches to resolve conflict in the organization. There is ample scope of research in this area and the topic is extremely dynamic.
Conclusion
From the above analysis, it is clear that management of an organization is heavily dependent upon managing the team efficiently and effectively and to resolve the conflict as soon as it is seen surfacing in the organizational structure. The emotional intelligence is an important aspect of management and leaders are required to maintain the quality of emotional intelligence in order to understand the needs and demands of the subordinates and the group members. This quality also enables the leaders to manage the team efficiently and effectively and conflicts are resolved at a rapid pace. The conflict management can also be improved by increasing the trust building measures among the employees so that the employees can engage in communication and coordinate with each other. Doing this will increase the trust and goodwill amongst each other and the issues get resolved. The present changing work culture has made it increasingly evident that diverse people get the chance to work together in an organization. Therefore the chances of creating a conflict increases with such differences in culture and ethnicity. It is therefore the duties and the responsibilities of the leaders to manage the workforce efficiently so that the chances for conflict escalation is not there. There are various theories of management which stress on the need to understand and imbibe the quality of emotional intelligence in order to understand the aspirations and the needs of the workforce. The need to do is very much felt in the modern context with the changing dynamics of the work culture. Therefore, all these aspects are required in order to understand the nuances of the management process and the importance of resolving conflict in the workplaces. The effective understanding of the workforce is not just an instant beneficial act rather it acts as a long term investment. There is also very much need to understanding the changing dynamics of the workplace culture and research should be conducted on a regular basis.
References
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