Managing People Organisations And Context: Team Management And Conflict Management Through Emotional Intelligence

Related to Performance

Discuss About The Managing People Organisations And Context.

Team management is considered as the ability of an organization or individuals, which plays an important role in the case of coordinating and managing the team of individuals for performing any operation (Nikpay & Mofrad, 2016). As stated by Attia and Farrag (2017), the team management process is interconnected with the objective, communication and performance of the people who are involved in team activities. Another way, this can be said that team management can be considered as the important activity that influences the efficiency of the team members. Day et al., (2014) opined that the team management activity is being influenced by the activity of the team leader. The team leader maintains the effective relationship of loyalty and trust in the organization. A Strong team leader always motivates the team members towards achieving the goals and objectives (Phillips et al., 2016).

On the other hand, conflict is one of the common issues in every team or organization. Therefore this can be said that conflict is the storming period in a team development process (Carmody-Bubb, Duncan & Ree, 2015). It is not true that the conflicts can be impacted on the team only, but also internal conflicts are also very influencing in the case of impact negatively on a human personality. Due to team conflicts, the productivity can be influenced (Atak, 2016). This can be said that the conflict can also create group cohesion. On the other hand, Dyer and Song (2015) stated that in the case of internal conflict the characteristics of a person gets influenced. Stress and anxiety are the consequences of internal conflict. Therefore, as the conflict impacts negatively both in the personal and professional life of a human, therefore, managing the conflict is one of the important components in personality development process.

In this study, both the team and conflict management applications have been highlighted through the emotional intelligence practices. Different theorises of emotional intelligence and its behavioural consequences have been highlighted. In this study the skills have been mentioned which are required in the case of developing the managerial skills. By highlighting the skills, the application and its impact on the personal and professional development have been highlighted.

As stated by Goleman and Boyatzis (2017), leadership practices are being influenced by the social and emotional intelligence. According to the author, the behavioural changes of a person is also connected with the team management process. By supporting this Caruso et al., (2015) said, due to lack of emotional intelligence, sometimes people hurt others, in the case of true leadership, the person needs to be capable enough to understand the emotions of the team members. If the leader is not able to understand the feelings of the team members, this will result in the poor leadership practice. Here the author has also mentioned that the Ego, anger and impatience are the three important for threats in developing proper leadership management practices. With these behavioural qualities, the team members will not be able to discuss their issues with the team leader. If the proper relationship between the leader and team members will not be developed, it will not influence the performance of the team in the better manner. Another way Grunes, Gudmundsson and Irmer (2014) opined that Self-control, self-awareness, empathy motivation, empathy and social skills are the important behavioural elements, which impacts on the team performance. By supporting this Solomon, Costea and Nita ( 2016) has stated that the transformational leadership has the higher level of impact in the case of developing the team management programs. The author has also mentioned that the emotional intelligence is considered as the important, influential element in leadership management. Here the author has also mentioned that through the process the transformational leadership practices can be developed. Heckemann, Schols and Halfens  (2015) argued that the leadership style and activities of the leader are being analysed through these practices. The author has argued that the emotional intelligence has the ability to understand the own perspective as well as this is also very effective in the case of understanding others’ emotion. By using this quality, a leader can be able to manage the individuals’ emotion.

Importance of Emotional Intelligence in Conflict Management

Another way Rathore and Pandey (2018), argued that the leadership quality is being influenced by the behaviour and attitude of a person. This can be said that these are very influencing in the case of improving the emotional intelligence skills. The famous psychologist has mentioned about the behavioural changes and its impact on the leadership quality. By supporting this Vasilagos, Polychroniou and Maroudas (2017) said, the author has also mentioned that the physiological and psychological process has a higher level of impact on the overall team performance. Therefore this can be said that with the deep emotional connection of a leader with the team the level of performance can be improved. The author has also mentioned that the leadership quality is being developed depending on sacrifice and adjustment. With the emotional intelligence, effectiveness and resonant leadership quality, the performance of the team members is being improved (Chan,  Sit & Lau, 2014). The author has also mentioned that as the emotional intelligence has a higher level of impact on the leadership practices, therefore the training regarding the emotional intelligence development is needed to be introduced.

Here the study has highlighted that the internal and external conflicts. In the case of both the external conflict, the struggle between the literacy and dramatic force consequences dramatic action in human nature (Nichols et al., 2018).  On the other hand, in the case of internal conflicts, the struggle between the ethical and moral dilemmas occurs which influence the decision making the process of a person. The conflict management has become very important in the case of managing others. The study has mentioned that in order to manage the conflict in a team, the team leader can plan an effective role. This can be said that before managing any conflict the leader needs to listen to each point of view carefully (Leon-Perez, Notelaers and Leon-Rubio, 2016). By using the monitoring skill, the leader will be able to analyse the action and behaviour of the person.

It has been identified in this study that the internal conflict can increase the development issue. Due to armed conflict, sometimes people are forced to migrate. These also ate very influencing in the case of creating long time refugee or political, social and economic loss. Therefore, managing the conflicts is very important for physical and psychological development. In the words of McKibben (2017), managing the cross, cultural conflicts have become one of the popular international issues in the current scenario. A large number of people have faced different types of conflicts in the organization. Here the author has tried to analyse the conflicts and its management process through different disciplinary perspectives.  Cochran  et al., (2018) stated that Sociology, communication, psychology, behavioural science, anthropology and health science are the different angles of conflict management process. Another way Baker, Détienne and Barcellini (2017) stated that conflict is considered as the element of optimal functioning. In the case of conflict management, the experts always focus on the managing and minimize the negative impact of conflict on organization or individuals. Another way Henry-Lee, Branche and Bailey (2017) argued that in the case of managing the conflict in the workplace the introduction of effective methods and intervention techniques are being used.  In the case of the organizational management conflict management process, the conflict resolution style, types of conflict and impact of conflicts are being analysed.  Among all the conflict management practices, the contextualized and situational approach is considered as the effective process.

Different Angles of Conflict Management

Another way Howard Healy and Boyatzis (2017) stated that the emotional intelligence has higher-level of impact on managing the conflicts. An intelligent person uses the intellect and emotion for managing the efficiency in the workplace. It has also been mentioned by the author that the emotional competency is also very influential n the case of dealing with the organizational situations (Boyatzis, Rochford & Cavanagh, 2017). Through the emotional intelligence, the human talent is being focused. This also indicates the capability of a person. Therefore, the internal conflicts indicate the weak side of human. In order to reduce the ethical dilemmas, the strong personality development is needed. Another way Rupesinghe (2016) stated that interpersonal and intrapersonal intelligence reflects the conflict management process.  By supporting this Ramírez and Abad-Quintanal (2018) opined that the successful intelligence and practical intelligence are the two essential elements of emotional intelligence, this influence the human attitude and characteristics.  De Clercq, Thongpapanl and Dimov (2014) argued that people have multiple abilities if people want they can control their emotions and behaviour. Therefore, this can be said that the managerial, leadership and team management practices are being developed depending on the kills of emotional intelligence.

In this study, it has been identified that the effective team management gets influenced by the behaviour and attitude of the manager. As stated by Carmody-Bubb, Duncan and Ree, (2015), if the effective quality of leadership is being analysed, it will be identified that the leader or manager needs to be honest, delegate, positive and fearless to accept the challenges. With these qualities, the leader will be able to get the chance to manage the team in a proper manner (Atak, 2016). With these qualities, the leader analyses the condition of the team members and tries to bring the changes in the team performance.  In the words of Dyer and Song (2015), it has been identified in this study that in the case of proper team management Practices, leaders play an important role to clarify the goals and objectives to the team members. These quality of the managers, help in the case of increasing the employee engagement in the workplace. On the other hand, by creating the strong personality, the leader becomes the role model for the team members (Nichols et al., 2018). This is very effective practice for motivating the team members. On the other hand, it has also been analysed in this study that by developing the proper management strategies, leaders improve the skills of the team members so that they will be able to encourage the team members to deal with the challenges. Leon-Perez, Notelaers and Leon-Rubio (2016) argued that by using the effective team management quality, the leader try to develop the healthy relationship with the team members.

Effective Methods and Intervention Techniques

By communicating with the members, the leader will be able to develop the strong relationship with the members, and this also helps the leader to analyse the needs and demands of the team members (Tang, Fu, & Xie, 2017). Therefore this can be said that the team leader needs to focus on adopting the quality to motivate others, if the team members are motivated towards their job, they will be able to achieve their desired goals. As stated by Boyatzis, Gaskin and Wei (2015), not only the skill of motivation but also the skill of delegations is needed to be adopted by the leader. In the case of managing the challenging situation in the organization, the leader needs to focus on motivating the team members so that they will find the creative way to deal with the situation.  Attia and Farrag (2017) opined that in order to bring the development in the team management process, the leader provides training to the team members so that the level of creativity can be increased. On the other hand, it has also been analysed that the leader should have the monitoring skill. This will be helping in the case of analysing the understanding the development needs of the team.  

By arranging meetings, active listening practices and brainstorming, the manager encourages the team members (Nikpay & Mofrad, 2016). This helps the manager to establish strong and powerful image to the employees. These skills are very effective in the case of managing the discipline in the team. On the other hand, it has been identified that the quality of performance is being developed due to such development. Through the team management activities, the cooperativeness among the employees is being developed. Proper team management process also impacts on increasing the involvement of team members in achieving the goals and objectives. Therefore, this can be said that the team management skills are being influenced by the attitude and behavioural aspects of a person. A person without these qualities will not be able to manage a team activity.

Conflict management skills are needed to be adopted by the manager in the case of managing any type of conflicts. In the case of a team, it is the responsibility of the leader to fix the issues, which hampers the performance or behaviour of a team member (Tang, Fu & Xie, 2017). The issues should be addressed properly for improving the management skills. In this study, it has been identified that the conflict is being managed by addressing five behavioural aspects of a human such as avoiding, competing, compromising, collaborating and accommodating (Boyatzis, Gaskin & Wei, 2015). By using the Thomas Kilman Conflict mode instrument, the behavioural test has been done. In this study, it has also been identified that the human characteristics influence both the internal and external conflicts. This quality is very effective to understand others emotion and help them in that situation.

Contextualized and Situational Approach

Here study has already mentioned about the emotional intelligence as the important element in team management process. Daniel Goleman has again mentioned about the Emotional Intelligence as the important Conflict Management Competency technique (Ramírez & Abad-Quintanal, 2018). It has been stated by the author that by adopting the emotional intelligence skill, the person will be able to solve others’ problems. In the case of tensed situation, the person will be able to carry own self tactfully. It has been mentioned in this study that the leaders who do not have the ability, will not be able to develop proper conflict management practices. As stated by Mckee, the workplace dilemmas influence the organizational conflicts (Bryson, 2017). In this situation, friends and family can play an effective role in the case of dealing with the conflicts. The process of conflict management is little difference in view of Mckee. The author believes that by helping others to understand the problems, they will be able to find the option to over cone from the situation (De Clercq & Belausteguigoitia, 2015). In this case, both the authors provide different viewpoints. One believes in leaders’ effective participation, another belief in self-actualization of the person. Therefore this can be said that Mckee follows the neutral process. By supporting this De Clercq, Thongpapanl and Dimov (2014) stated that the employees in every organization need to guidance to clarify their issues. Here the author has also mentioned about different learning practices in order to understand the issues.

This can be said that an effective team leader plays an important role in the case of encouraging the team members to deal with the difficult situations. By making good leadership practices, the leader can give an example to others for managing teamwork. Various team management theories have been introduced such as Herzberg’s theory, Belbin Theory, human relation theories and many more. In all the theories, the importance of leadership quality and its impact has been highlighted for analysing the team management processes. . The entire conflict management process depends on the wiliness of the person. The consequences of the negative behaviour of human turn into conflict. Therefore in the case of managing the conflict, the behavioural skills need to be adopted by the person. On the other hand, it has also been identified that ego, anger and nervousness are the three influential factors behind both the internal and external conflicts.  Hence, before managing the conflicts, these influences needed to be controlled by the person. Therefore, this can be said that in order to develop healthy and cultural atmosphere in an organization, the managers should be more polite towards adopting the emotional intelligence skills. By using these skills the person will be able to manage and control the team activities as well as will be able to provide job satisfaction to the employees.

As I already have experience of working with a company for two and held years I have some memorable experience to share. At that time, I was an expatriate employee in one of the famous resort located in Australia. At that point of time, the resort was severely running in the loss as the local employees who played an important part in the operation of the outdoor services in the resort. I was among the few employees who came there to work. In this context, I identified some different outlook of the local employees who could not indulge in talking with us nor they work collaboratively. The management also could not handle this stern outlook of the employees hence we felt the actual pressure as we had to function both indoors and outdoors. This actually created many hues and cried among the expatriate employees but neither support my peers nor I go against the local employees. This reveals my low esteem and low confidence in myself as well as my opinion..

In this incident I want to share my experience of working in a team of a retail company. In this company, I used to work with a team of an employee having more or less same technical expertise of knowledge. Once I was given a task which was not at all in my area of learning nor I could learn the method of completing that task with a short period of time. Therefore, I would have taken that task or any responsibility but I failed to give a negative answer to my team leader as this would increase the tendency of conflict which might lead to the bad impression among my team members or the higher authority. As a result, I could not produce a good quality outcome and got punished for it.

In incident is related to my inability to present my opinions in public communication. I feel confused and shaky while offering my views in the open public. This particular incident happened in my presentation of issues relating my findings to the sexual harassment took place in the workplace. In this meeting the lawyers were present too. Those lawyers had limited idea about the organisational process but I had to make them understand the findings that I have collected as well as their sources. Despite the fact I had prepared that presentation very well and I had a huge scope for discussing the matters in more detail but third constant questions and accusation added some negative vibes which made me nervous before the members and audience. I found it very difficult to deliver my presentation and missed vital points which might have changed the course of action.

This event took place recently when I was an employee of an organisation that faced open discrimination regarding my wage. For three months I was getting much less salary than what my co-workers. Hence, I communicated with my colleagues who directed me to take this matter to the higher authorities. For this reason, I communicated with my immediate boss and explored the exploitation of my effort. This is related to absenteeism as well as the quality of production. The managers accused of various aspects but I had proper evidence in these cases through which I could have proved my innocence. However, I tried to avoid the conflicts and acted exactly what my managers expected from me as a submission employee.

In Big five personality test Extroversion (E) is the personality trait of seeking fulfilment from sources outside the self in which I have scored low which shows my preference to work on my projects alone.  Agreeableness (A) reflects much individuals adjust their behaviour to suit others which demonstrate that I speak exactly what I feel not bothering others’ thoughts. Conscientiousness (C) is the personality trait of being honest and hardworking in which I have scored 4 which discloses I am quite clean and do not want to cheat others. Neuroticism (N) is the personality trait of being emotional. Through this score I understand that I am not a very emotional person to make decisions emotionally and I need to be emotionally stable. Openness to Experience (O) is the personality trait of seeking new experience and intellectual pursuits (refer to appendix 1).

In the Sorensen Self-esteem test I have scored 11. According to this test I have moderately low self-esteem (refer to appendix 2).

In Johari Window Questionnaire I scored 13 in top axis and 16 in left axis which leave me quite open in myself disclose test (refer to appendix 3).

In DeJanasz Empowerment test I have scored 79 which reveals that I am not so intended to plan for improving my empowerment as well as delegating skill.

DeJanasz Conflict test I scored 61 which disclose the fact that I want to explore ways for improving my skills in the area of conflict management.

DeJanasz Negotiation test I have scored 80 which means I need to increase my negotiating skills so that I can reduce my score and become more negotiate.

 In Daft Leader Team test I did not score good as I did not have a good goal setting skill trough I worked good in the performance management. My preparation in the meetings were not so good and also had a communication problem. In the social support questions, I failed to score much as I failed to appreciate the team members for doing the job well (refer to appendix 4).

In Daft Conflict test my score was not so satisfactory as due to my low confidence, I try to win my position and dominate others to listen to me (refer to appendix 5). I avoid others who do not agree with me, my compromise and collaboration tendency are low but accommodating tendency was quite good.

In the Authentic Leadership Survey I have scored moderate (refer to appendix 6). In self awareness I show moderate view, I have quite high moral perspective, I do not much depend on the opinions of others and I am quite transparent.

In the Thomas-Kilmann Conflict Style test I scored (refer to appendix 7). In the competitive index I have scored average. I am highly collaborating but not so compromising. Despite the fact I am highly avoiding of people and incidents that irritates me I am moderately accommodating.

Reference list

Atak, M. (2016). A Research on the Effect of Emotional Intelligence Level on Conflict Management Skill. The International Journal of Research in Teacher Education, 7(3), 28-43.

Attia, S., & Farrag, M. (2017). The Effect of Egyptian Consumer Values & Lifestyles on Green Purchase Behavior. Journal of Marketing Development and Competitiveness, 11(4), 49-65.

Austin, E. J., & Saklofske, D. H. (2014). Introduction to the special issue on emotional intelligence. [Editorial]. Personality and Individual Differences, 65, 1-2. doi: 

Baker, M. J., Détienne, F., & Barcellini, F. (2017). Argumentation and Conflict Management in Online Epistemic Communities: A Narrative Approach to Wikipedia Debates. In Interpersonal Argumentation in Educational and Professional Contexts (pp. 141-157). Springer, Cham.

Boyatzis, R. E., Gaskin, J., & Wei, H. (2015). Emotional and social intelligence and behavior. In Handbook of intelligence(pp. 243-262). Springer New York.

Boyatzis, R., Rochford, K., & Cavanagh, K. V. (2017). Emotional intelligence competencies in engineer’s effectiveness and engagement. Career Development International, 22(1), 70-86.

Bryson, J. (2017). Effective library and information centre management. Routledge.

Carmody-Bubb, M. A., Duncan, P. A., & Ree, M. J. (2015). Emotional intelligence and personality predict conflict management style: examining relationships and factor structures. Journal of Behavioral Studies in Business Volume.

Caruso, D. R., Salovey, P., Brackett, M., & Mayer, J. D. (2015). The ability model of emotional intelligence. Positive psychology in practice: Promoting human flourishing in work, health, education, and everyday life, 545-558.

Chan, J. C., Sit, E. N., & Lau, W. M. (2014). Conflict management styles, emotional intelligence and implicit theories of personality of nursing students: A cross-sectional study. Nurse education today, 34(6), 934-939.

Cochran, N., Charlton, P., Reed, V., Thurber, P., & Fisher, E. (2018). Beyond fight or flight: The need for conflict management training in medical education. Conflict Resolution Quarterly.

Day, D. V., Fleenor, J. W., Atwater, L. E., Sturm, R. E., & McKee, R. A. (2014). Advances in leader and leadership development: A review of 25 years of research and theory. The Leadership Quarterly, 25(1), 63-82.

De Clercq, D., & Belausteguigoitia, I. (2015). Intergenerational strategy involvement and family firms’ innovation pursuits: The critical roles of conflict management and social capital. Journal of Family Business Strategy, 6(3), 178-189.

De Clercq, D., Thongpapanl, N., & Dimov, D. (2014). Contextual ambidexterity in SMEs: the roles of internal and external rivalry. Small Business Economics, 42(1), 191-205.

Dyer, B., & Song, X. M. (2015). The relationship between strategy and conflict management: A Japanese perspective. In Proceedings of the 1995 Academy of Marketing Science (AMS) Annual Conference (pp. 126-132). Springer, Cham.

Goleman, D., & Boyatzis, R. (2017). Emotional intelligence has 12 elements. Which do you need to work on. Harv Bus Rev.

Grunes, P., Gudmundsson, A., & Irmer, B. (2014). To what extent is the Mayer and Salovey (1997) model of emotional intelligence a useful predictor of leadership style and perceived leadership outcomes in Australian educational institutions?. Educational Management Administration & Leadership, 42(1), 112-135.

Heckemann, B., Schols, J. M., & Halfens, R. J. (2015). A reflective framework to foster emotionally intelligent leadership in nursing. Journal of nursing management, 23(6), 744-753.

Henry-Lee, A., Branche, C., & Bailey, W. (2017). Gender Relations and Conflict Management in Inner-city Communities in Jamaica: The Importance of Community Participation. In Participatory Planning in the Caribbean: Lessons from Practice (pp. 138-154). Routledge.

Howard, A. R., Healy, S. L., & Boyatzis, R. E. (2017). Using Leadership Competencies as a Framework for Career Readiness. New directions for student leadership, 2017(156), 59-71.

Leon-Perez, J. M., Notelaers, G., & Leon-Rubio, J. M. (2016). Assessing the effectiveness of conflict management training in a health sector organization: evidence from subjective and objective indicators. European Journal of Work and Organizational Psychology, 25(1), 1-12.

McKibben, L. (2017). Conflict management: importance and implications. British Journal of Nursing, 26(2), 100-103.

Nichols, L., Chang, T., McKee, K., & Dejonckheere, M. J. (2018). Beliefs and Myths about Exercise During Pregnancy among Pregnant Youth: A Qualitative Study. Journal of Adolescent Health, 62(2), S58-S59.

Nikpay, I., & Mofrad, M. M. (2016). Investigating the Effect of Principal’s Ethical Leadership on Organizational Virtuousne of Teacher with Mediating Role of Corporate Identity, Organizational Trust and Organizational Commitment (Case Study of Primary Schools in the City of Khorramabad). International Business Management, 10(25), 5885-5895.

Phillips, J. M., Stalter, A. M., Dolansky, M. A., & Lopez, G. M. (2016). Fostering future leadership in quality and safety in health care through systems thinking. Journal of Professional Nursing, 32(1), 15-24.

Ramírez, J. M., & Abad-Quintanal, G. (2018). Cross-Cultural Dialogue as a Conflict Management Strategy.

Rathore, S., & Pandey, R. (2018). Reviewing Emotional Intelligence With Leadership Theory: A Study of the Role of Emotional Intelligence on Transformational Leadership. In Management Strategies and Technology Fluidity in the Asian Business Sector (pp. 1-13). IGI Global.

Rupesinghe, K. (Ed.). (2016). Internal conflict and governance. Springer.

Solomon, I. G., Costea, C., & Nita, A. M. (2016). Leadership versus management in public organizations. Economics, Management and Financial Markets, 11(1), 143.

Tang, T. P., Fu, X., & Xie, Q. (2017). Influence of functional conflicts on marketing capability in channel relationships. Journal of Business Research, 78, 252-260.

Vasilagos, T., Polychroniou, P., & Maroudas, L. (2017). Relationship Between Supervisor’s Emotional Intelligence and Transformational Leadership in Hotel Organizations. In Strategic Innovative Marketing (pp. 91-95). Springer, Cham.

Order an Essay Now & Get These Features For Free:

Turnitin Report

Formatting

Title Page

Citation

Outline

Place an Order