04 Teamwork and Conflict Management Flashcards
Characteristics of a high-performance team (9)
- knows goals, tasks and has responsibility and abilities to achieve goals
- strong sense of togetherness
- members know personal strenghts and weaknesses
- open, direct communication
- leadership based on agreement acc. to maturity level of employees
- transparent target agreement, clearly operationalized measurement criteria
- everyone knows their role
- ability to recognize conflicts and courage to address and negotiate them
- motivation to continously develop team competence
Potential Advantages of working in a team
+ Greater knowledge achievement: sum if available knowledge
+ Higher creative performance: finding diverse ideas and innovative solutions
+ greater structuring performance: better assessment and decision of unclear situations
K C S - Knowledge, Creativity, Structuring
Potential Disadvantages of working in a team
- Groupthinking: desire for conformity suppresses deviant thinking and behaviour, limits creativity
- Risk shift: own risk awareness reduced, becoming more courageous under protection of group
- social loafing: working less in team than own one‘s own
G R S - Groupthinking, Risk shift, social loafing
Gender Question: Risky shift in teams
Risk acceptance in a group in much less in female only group
The more males - the more the average risk acceptance
Ringelmann Effect
- team member´s performance beginsto decrease as its team´s size increases
- causes: shared responsibilities, decrease in motivation
coordinating actions by many will increase the inefficienices
How to reduce the Ringelmann effect
- Limit group size to 5
- Emotional inclusion of members
- Challenging goals and tasks
- Identifiable performance contribution of each individual
- Benchmarking: Performance comparison with others
Team Phase Model - Tuckman
development of team, from strangers to being able to perform
Phase 1: Forming
Phase 2: Storming
Phase 3: Norming
Phase 4: Performing
FSNP
Tuckman: Phase 1
Test
Forming
- pleasant, unpersonal, excited, cautious, probing
More like strangers, everything new
Tuckman: Phase 2
Close Combat
Storming
-confrontation
-underlying conflicts
-clique formation
-difficult to move forward
-posotioning and rank struggles
First problems to arise
Tuckman: Phase 3
Orientation,
Norming
- Development of manners
- Behvaioural Development
- Building a feedback culture
- Confrontation of points of view
Starting to know how to function as a team, starting to build sense of togetherness
Tuckman: Phase 4
Perfroming, Merging
- imaginative
- flexible
- open
- efficient
- ready to perform
- solidary and helpful
Tuckman according to the Hersey/ Blanchard Model
Phase 1: Forming is Telling
Phase 2: Stroming is Training
Phase 3: Norming is Coaching
Phase 4: Performing is Delegation
What are the five dysfunctions of a team?
by Lencioni
Absence of trust: Invincibility
Absence of conflict: Fake harmony
Lack of commitment: Ambiguity
Aviodance of responsibility: Low standarts
Ignorance to results: Status and Ego
I H A L S
What kind of conflicts are there and how do they arise?
Factual conflicts - facts
Relational conflicts - position towards another
Perception conflicts - facts vs. interpretation
Role conflicts - fulfillment of expectations
Goal conflicts - efficiency or atmosphere?
Distribution conflicts - budget/ personnel
What are the Advantages of working in a team?
- Greater knowledge achievement - sum of available knowledge is max
- Higher creative performance - finding diverse ideas and solutions
- Greater structuring performance - better decision of unclear/ uncertain situations
What are the Disadvantages of working in a team?
- Groupthinking - desire for conformity suppresses deviant thinking
- Risk shift - individuals become more courageous under protection of group bc own risk awareness reduced
- Social Loafing - working less in team than working alone
What are the 5 Disfunctions of Teams?
acc. to Lencioni
I H A L S
- Invincibility - Absence of Trust
- Fear of Conflict - Fake Harmony
- Ambiguity - Lack of Committment
- Low Standarts - Avoidance of Responsibility
- Ignorance to Results - Status and Ego
Lencioli vertraut der Harmonie nicht und ist nicht bereit, die Verantwortung der Resultate wegen seinem Status zu übernehmen
What does Energy mean?
How team members contribute to a team as a whole
Energy in best balanced
What does Engagement mean?
how team members communicate with one another
What does Exploration mean?
Energy and Engagement low when this high!
communication team members engage in outside their teams
What kind of conflicts are there? (6)
Factual - facts
Relational - position towards another
Goal - e.g. efficiency or atmosphere?
Distribution - budget, personnel
Role - fulfillment of expectations
Perception - facts vs. interpretation
Aspects of the Situational Conflict Management according to Thomas / Kilman, Based on the Managerial Grid of Blake/ Mouton
1.1. Avoiding - escape, denial, retreat
low orientation towards others and own goals
1.9. Competing - one side is hard, power, threat, ultimatum
focus on oneself
9.1. Accomodating - one side is soft, harmonize, no own goals, keep PEACE
9.9. Collaborating - win-win, finding solution together
5.5. Compromising - smallest, but common denominator
What Animals are the different modi?
Fox - compromising
Teddy - Accomodating
Shark - Competing
Turtle - Avoiding
Owl - Collaborating
How do you promote a good feedback and conflict culture in teams? - Friendly Giver firendly
1.
2.
3.
4.
- Protect givers from burnout: value them and encourage them to set boundaries to take care of themselves
- “Its okay to ask for help!” Encourage team to think that no one´s incompetent when asking for help
- Encourage everyone to give open feedback and deal with conflict constructively
- Practise the giving style yourself - others will more likey follow your pattern
