...Journal of Organizational Behavior J. Organiz. Behav. 30, 359–378 (2009) Published online 25 April 2008 in Wiley InterScience (www.interscience.wiley.com) DOI: 10.1002/job.537 Team conflict management and team effectiveness: the effects of task interdependence and team identification ANIT SOMECH1*, HELENA SYNA DESIVILYA2 AND HELENA LIDOGOSTER1 1 2 University of Haifa, Haifa, Israel Emek Yezreel College, Emek Yezreel, Israel Summary The present study explores the dynamics of conflict management as a team phenomenon. The study examines how the input variable of task structure (task interdependence) is related to team conflict management style (cooperative versus competitive) and to team performance, and how team identity moderates these relationships. Seventy-seven intact work teams from high-technology companies participated in the study. Results revealed that at high levels of team identity, task interdependence was positively associated with the cooperative style of conflict management, which in turn fostered team performance. Although a negative association was found between competitive style and team performance, this style of team conflict management did not mediate between the interactive effect of task interdependence and team identity on team performance. Copyright # 2008 John Wiley & Sons, Ltd. Introduction In modern organizations, teams have become the method of choice for responding quickly to technological and market changes and thus improving the organization’s...
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...the leader can urge employees to produce more and better work. That view is profit-centered rather than person-centered, and it does not give much attention to employees’ human needs and qualities nor on how developing excellent work relationships can promote productivity. In the Christian worldview, however, people are key, and their human needs are important. The leader in the Christian worldview understands how meeting employees’ needs promotes the kind of productivity desired and how developing strong work relationships can do more for the company’s success than micromanaging or other forms of harassment can achieve. This paper will discuss the characteristics of a leader and the keys of leadership, group behavior, and conflict management and resolution from the Christian perspective. Leadership Today’s business leaders often have difficult tasks to achieve in turning around failing companies and galvanizing an overworked workforce fearful of losing their jobs, but their tasks do not outweigh those of the great Biblical leaders, such as Moses, who led the Israelites out of bondage, or David, who had to slay the giant before becoming a leader. The characteristics of a leader in the Biblical context still differs to some extent from those generally attributed to leaders in the secular context. Biblical leaders are courageous and decisive, for example. Moses’ leadership was marked by courage born of faith. Although his life was spared from Pharaoh’s decree that all...
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...[pic] COURSE OUTLINE |Course ID |Course title |Credits | |ANH211DV01 |Educational Psychology |03 | To be applied to Semester -13.1A, School year: 2013-2014 under Decision No. 1612/2012/QĐ-BGH date 24/12/2012 A. Course Specifications: |Periods |Periods in classroom | |Total periods |Lecture/ Seminar |Laboratory/ Studio | |Prerequisites: N/A | |Co-requisites: N/A | |Other requirements: N/A | B. Course Description: This course provides theoretical knowledge as well as practical strategies on educational psychology that student teachers will need to become effective instructors. Various theories of development, teaching, and learning such as human development, cognitive and behavioral development, learner differences, information processing, and learning environments are...
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...Abstract Building on Hofstede’s individualism-collectivism cultural dimension, Pruitt’s negotiation styles model, and Rahim’s conflict management model, this research examines how national culture influence the way people choose negotiation and conflict resolution handling styles through an empirical study of 87 individuals in the U.S. The respondents were divided in two groups: American, and Ethiopians. The results show that the individualism-collectivism cultural dimension did differentiate the members of the American culture from the members of the Ethiopian culture. Among the negotiation and conflict management styles object of this study, the dominating style was found to be preferred by those with high concern for self, whereas the cooperating and the integrating styles were found to be preferred by those with high concern for others. Introduction In order to remain competitive in their respective markets companies around the world are expanding their horizons beyond their original country, and they are increasingly seeking international partnerships and business ventures in different cultural environments. The ability to negotiate across national borders and within the organization has become increasingly important in the past decade, but despite the continuous growth of business globalization negotiation and conflict resolution styles are often misunderstood. According to much of the literature available scholars have conducted substantial research on the subjects...
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...Thunderbird School of Global Management Quick-Reference Guide: The Cultural Orientations Model™ Environment: How individuals view and relate to people, objects, and issues Control: strong attitude that the environment can and should be changed and molded to fit one's needs. Harmony: need to build consensus and balance all interests. Constraint: need to act within clearly defined parameters set by external forces. Time: How individuals perceive the nature of time and its use Single-focused: concentrates on one task at a time. Multi-focused: attends to multiple tasks and/or relationships simultaneously. Fixed: focuses primarily on an exact measurement of time. Fluid: has a secondary focus on the exact measurement of time. Past: places high value on pre-established processes and procedures. Present: places a focus on short-term and quick results. Future: places a focus on long-term results. Action: How individuals view actions and interactions Being: emphasizes relationships, reflection, and analysis. Doing: focuses on task and action. Communication: How individuals express themselves High context: emphasizes implicit and relying on verbal cues. Low context: places strong value on explicit communication. Direct: perceives value in conflict and preferring a direct and explicit handling of it. Indirect: uses implicit modes and/or third parties in conflict situations. Expressive: emphasizes and values displays of emotion and/or eloquent use of language in interactions...
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...Table of Contents Reflection Paper 3 Critical Thought and Perception 3 Problem Solving 3 Reporting Inferring and Judging 4 Using Your Judgment for Personal and Organizational Issues 4 Active Listening 4 Argument 5 Analyzing Conflict 5 Working Through Conflict 6 The Communication Process 7 Positive Language and Negotiation 7 Conclusion 10 References 11 Appendix A 12 Appendix B 20 Reflection Paper Conflict Management is defined as “the practice of recognizing and dealing with disputes in a rational, balanced and effective way. Conflict management implemented within a business environment usually involves effective communication, problem resolving abilities and good negotiating skills to restore the focus to the company's overall goals (BusinessDictionary.com, 2015).” Conflict is inevitable in a workplace setting. Individuals will always have different points of view and misunderstanding of these views cause disagreements. Conflict is a natural, necessary, and should not always be considered negative. Critical Thought and Perception Critical thought, perception, and emotional intelligence are important elements when considering conflict and the management of such. By examining the conflicts and the different behaviors involved, a manager can determine the type of conflict style each party is exhibiting. The analysis of the conflict style can help an individual find a resolution for each party that is acceptable to both parties. An individual’s...
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...Life Style Inventory: My Self-Description Personal Thinking Style Primary and Back up thinking Style: As per the LSI results my Primary thinking style is “Approval” (98 percentile) and back up style is “Humanistic –Encouraging” (93 percentile). But I don’t think I am absolutely following these styles for all the situations. There are several instances in my life where my thinking patterns are varied. I think I have adopted this thinking style from my parents and cultural roots. Hindu culture always preaches self-less ness and humanity. I have almost all the characteristics of Affiliative and Humanistic-Encouraging styles like always cooperative, friendly, helpful, pleasant, diplomatic, tactful, sees best in others, sincere, warm, open, relaxed, at ease with people, liked by others, thinks people more important than things, good at interpersonal relations, likes to share feelings and thoughts, tries to help others, genuine concern for people, accept changes easily, likes to include others in activities, humanistic, considerate, popular leader in some areas like college, NGO activities, good listener, enjoying settling disputes, respects confidences etc. But all the characteristics are not equally applicable for both work and personal life. For example I was a well know leader at college, community activities at neighborhood and organizing NGO activities but not a good leader at work consistently. My wife will contradict with my team members if I say I am cooperative and...
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...technological changes have added a level of complexity that has changed the nature of business interrelationships. Managerial self-awareness and personal reflection play an important role in the leadership development process (McCarthy & Garavan, 1999). The 360-degree feedback process, multisource assessments, and personality inventories are useful in the context of leadership development (Church & Bracken, 1997; McCarthy & Garavan, 1999). Selfassessment and personal reflection are valuable tools in achieving personal and professional 2 growth and success. The challenge, however, is that self-assessment is oftentimes a difficult task due to the subjectivity of personal perceptions of strengths and weaknesses. The purpose of this essay is to report out on the assessment of the leadership styles of individual team members and identify the most important areas for improvement. The essay commences with a discussion on the criteria used for the selection of the Myers Briggs Type Indicator (MBTI) as a self-awareness leadership instrument. The essay continues with an analysis of individual team member results from the Myers-Briggs and concludes with a set of recommendations by acknowledging that leadership styles vary among individuals and the personality of the individual plays an important role in developing his or her leadership style. Criteria for Instrument Selection Personality characteristics influence the effectiveness of individual...
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...FS1The Learner’s Development and Environment FIELD STUDY | Episode 2 LEARNERS’ CHARACTERISTICS AND NEEDS | Name of FS Student Subject World History Year & Section 1st-Yr. & III-Merit & Mercy Resource Teacher Date Sept. 28, 2020 Cooperating School Your Target At the end of this activity, you will gain competencies in differentiating the characteristics and needs of learners from different developmental levels. Your Map To reach your target, do the following tasks: Step 1Observe 4 groups of learners from different level ( 1st Yr-4th Yr) | | Step 3Validate your observation by interviewing the learners. | Step 2Describe each of the learners based on your observations. | | Step 4Compare them in terms of their interests and needs. | Your Tools Use the activity form provided for you to document your observations. ------------------------------------------------- An Observation guide for the Learners Characteristic ------------------------------------------------- Read the following statements carefully. Then write your observation report on the provided space. Your teacher may also recommend another observation checklist if a more detailed observation is provided. ------------------------------------------------- Physical ------------------------------------------------- 1....
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...Life Styles Inventory (LSI): Self Description May 8, 2012 Personal Thinking Styles The key to recognizing individual thinking style for most people can sometimes be found right on the surface. Consider the way in which a person might be described or referred to. For me that includes statements such as: • She’s a people person. • We never thought of that before. That’s a great idea now put together a strategy. • She will make sure everyone on the team has an opportunity to participate. • Don’t worry. She’ll cross the T’s and dot the I’s. Each of these phrases are things I’ve heard consistently over the years so when I completed the Life Styles Inventory (LSI) survey I was not surprised to receive my highest level scores in the Constructive Styles: Humanistic-Encouraging (99 percentile), Affiliative (99 percentile), Achievement (80 percentile) and Self-Actualizing (80 percentile). But what was surprising to me was that I received my third highest score and my fifth highest score in the Aggressive/Defensive Styles: Oppositional (84 percentile) and Power (79 percentile). What was visually intriguing is the fact that my two highest level Constructive Styles (Humanistic-Encouraging and Affiliative) are direct opposites of my influencing Aggressive/Defensive Styles (Oppositional and Power). What does all of this mean and how does it matter? The assessment seemed pretty accurate and it helps me to better understand why I approach everything in the...
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...Classroom Management 1. Describe and critically discuss the major features of the main approaches to behaviour management the Porter (2007) describes in her text. 2. Critically review the appropriateness of each model to Australian Primary or Secondary School settings. INTRODUCTION Classroom management is a highly emotive and at times spurious phrase. It conjures up many images and experiences in which there are abundant publications bursting with competing theories, applications and never-ending analysis. Google the phrase and over 100,000 pages are listed with various approaches that range from common sense applications to profound theoretical dissertations on the subject (50 ways to handle the difficult class, 10 ways to deal with defiant students, Managing excessive talking successfully, etc...). However, disruptive behaviours in the classroom have real costs including: • distracting other students and the teacher in class • reducing student involvement in the learning process • lowering other students' motivation in or out of class for that particular subject • influencing fairness in assessment • using the teacher’s teaching time unproductively • teacher and students experience a lack of respect Porter (2007)[1] draws down on all the competing theories of classroom management and summarises five/six approaches which take in holistic, constructive, preventative and remedial strategies. These approaches include: ...
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...approach a task at work? I tried answering these questions in a "broad strokes" kind of way, and then I went back and ask them again, with particular situations in mind. They made me believe that I can successfully remain in a single leadership position only if I can figure out how to feed my own need for new projects. I do understand that building is not necessarily about invention, but about process of making an invention real. I am constantly energized by new ideas, yet I have the staying power to see them through to fruition. An enhanced understanding of my own natural orientation at work can help me calibrate my leadership, and the dynamics of your organization, more effectively. Self-reflection: Charismatic leadership and Democratic leadership or participative leadership are my styles of leadership. According to me a leader is not the one who heads a team rather he is the one who holds the team together. Whenever working in a team I try to hold and help my team members and see that they are comfortable working with each other, ignoring the difference between them. Leadership has to be earned rather than assigned. Once your team members recognize that the team is incomplete without you one automatically becomes a leader. I whole heartedly believe what Harry Truman said “What makes leadership is the ability to get people to do what they don't want to do and like it.” I...
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...relevant to its connection to an individual’s ability to perceive and comprehend the world and ultimately understand instruction. Category learning theory is discussed and will argue that individuals will understand information that they have been exposed to and can relate to. The theory of bodily-kinesthetic functioning is discussed and will attempt to define the abilities to control one’s body movements and to handle objects skillfully. A brief discussion on how technology has impacted learning will also be explored, in an effort to define how the instructional classroom and management techniques have evolved over the years. This paper also researches traits that encompass direct instruction designed to increase classroom management efficiency and enhance overall learning potential. I will take a look at the various theories, explore their benefits for individual growth and learning, classroom management, and customize my own theory of learning. Theory of Human Learning and Development Introduction There are numerous theories of learning that have been created, researched, and tested. It is imperative that teachers run their classrooms using a learning theory that creates the best learning environment for their students. An effective teacher has a modern day classroom that incorporates learning theories to aid and facilitate student learning and individual growth. According to Van Brummelen, (2009) the Bible tells us that God requires us...
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...HRIR 2440 Group Project This is a group research-based project on a topic area of Human Resource Management. You are to arrange into teams of 4 to 5 students. Your team task is to choose a specific topic, research that topic and present your findings to the class. There are two parts to this assignment: 1) Written Overview Project Report and 2) Presentation. Teams can choose a topic from a list provided by your instructor or choose your own topic, as approved by the instructor. Note that there are to be only two teams per topic. Your instructor will bring to class a group project sign-up sheet in which you are to list your team member’s names and topic area. The expectation for this assignment is for solid research and analysis of your topic area. Your research is to include information from a wide array of resource material, include an interview(s). (Refer to information in the instructions below pertaining to bibliography and interview expectations). Assertions and insights should be substantiated with scholarly research, relevant course material, based on human resource management concepts and themes and interview material. Individually, students will have opportunity to complete a team assessment form to evaluate your own and team members’ participation on the group project. Each team will be assigned a team to conduct a peer evaluation of that team’s presentation. Once teams are formed, your instructor will provide teams with the presentation that you are responsible...
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...14 Why start at ‘Dasein’? • “Zunächst und zumeist”: The quest to start without assumptions makes Heidegger examine how we live ‘first and foremost’ and ‘most of the time’. • Where else should we start? 15 Being-in-the-world ‘Always already in the world’ -> ‘Being-in-the-world’ And by ‘world’ we don’t mean a physical space that we can move around in. We rather mean something like ‘context’ NB. In “What We Talk About When We Talk About Context”, Paul Dourish makes the distinction between context as a representational (positivistic) and as an interactional (phenomenological) problem 16 The iconic example of a hammer What makes a hammer a hammer? Ein Ding / Thing? No, Zeug / ‘Equipment’ ”Equipment is a solicitation to act” 17 The door handle 18 An experiment! Vorhandenheit -> Zuhandenheit Present-at-hand -> Ready-to-hand 19 The origin of science Heidegger: Firstly and most of the time we are not scientists. Science only starts when the equipment breaks down. Consequence: Technology precedes science. Both historically and logically. Don Ihde: ”All science is technoscience” ”No instruments, no science” 20 Heidegger: Die Frage nach der Technik Another iconic contribution to the philosophy of technology. Most often as a punching bag. Many criticize Heidegger’s attempt to talk about the ”Technik” in singular. But when connected to Sein und Zeit, one can see that Heidegger is talking about a way to...
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