Exploring Group Dynamics- A Personal Applied Case Study on Team Behavior
Conflicts within teams are common occurrences that are sometimes difficult to manage as much as teams play essential roles in achieving organizational goals. It is not easy for teams to work effectively with minimal conflicts (Haleṿi, 2007). It should be understood that conflicts are unavoidable, meaning that team leaders should be ready with conflict management skills to handle any conflict that may emerge. This project examines my substantial experience or conflict in a team, the reflection of the situation, the abstract conceptualization, which has theories explaining conflicts, and the active experimentation part, which shows what I have learned and what I would do in case conflicts occur again.
Concrete experience
Our team consisted of 10 team members, and we were tasked to investigate the prevalence of homicides in American society. Therefore, we were to identify the causes, the vulnerability groups, and the frequency of homicides in America. Of course, our research purposed to assess the prevalence of homicides as one of the significant social problems affecting modern American society. Our team was composed of members from different academic disciplines; hence, we had different life experiences according to our respective careers. As soon as we planned and embarked on our assignment, conflicts emerged among the team members.
One point of contention was whether we should draw research participants from all the U.S. states or draw participants from a few states to represent the neutered nation. Some members argued that we have to draw participants from each state for a clear picture of the problem. On the other hand, the members argued that there was no need to solicit participants from each state, but instead, we could pick the participants from a few states and act as a sample size.
The second point of contention was which method of the study we were going to adopt to give credible results. Some members suggested that we should use the survey method, while others insisted on using an interview. Members suggested these methods and gave their reasons for choosing either of the two methods of study. The misunderstandings about these two issues delayed us from starting the project. Even. Even after settling on one particular solution, some members who felt that their suggestions were not picked were disillusioned; hence, there was less cooperation among the team members while carrying out this study. Besides delivering the past project deadline, the project results were not fully agreed upon or approved by all team members.
Reflective Observation
Reflecting on this experience, I would say that the conflicts emerged because of the pettiness of some members. If every member had had a keen eye and understanding of the issues at hand, we could not have argued about the apparent issues. Like many other teams, our group consisted of critical thinkers, team players, and creative members. Thus, during the arguments, each member displayed their character. Since it was our first time working together, it was difficult making collective decisions on various issues because of divergent thoughts (Mccorkle & Reese, 2015). Therefore, from my point of view, the experience was more positive than negative in that I managed to learn that while working with other people, one needs to be keen and exhibit tolerance to the divergent views of other members.
While contributing to the team, I sided with members who insisted on applying scientific methods in every aspect of this project. I knew that adopting the scientific method was the ultimate approach to doing credible research on the issue. However, a few members with strong character misled the team by insisting on issues that were not practical, causing the team to delay its project (Klug & Bagrow, 2016). Nevertheless, I learned from the experience as a team leader that one needs to understand the character of every team member to intervene, and the right things were necessary to avoid unnecessary arguments that could lead to delays
Abstract Conceptualization
Applying the knowledge we learned in class about team conflict, I found that it is true that there are three primary sources of team conflict. , they include task conflict, relationship conflict, and process conflict (Mccorkle & Reese, 2015). Task conflict is a conflict that occurs because of the tasks the team is assigned to work on. It is about the content of the decisions made by the team regarding the specific task. Task conflict emerges from team members’ differences in ideas and opinions (Delice, Rousseau, & Feitosa, 2019). Task conflict is less destructive to the team when other types of conflicts do not underpin it. This knowledge is accurate and aligns well with the situation of our team. The conflict on which method to use emerged because of the differences in ideas and opinions of team members.
Relationship conflict emerges when the team members when relationships are at stake. Therefore, relationship conflict entails the differences in the team members’ preferences and personal and interpersonal styles, together with the attitudes of each team member (Klug & Bagrow, 2016). I can attest that relationship differences among ourselves fueled the conflict within our team. Some members took firm stands on their opinions because they did not have good relationships with other members; hence, it was difficult to reason together. On the other hand, process conflict occurs when the task delegation and the process through which team tasks are solved are questioned (Haleṿi, 2007). Disagreeing on the method or research to be used is an excellent example of the process conflict. Our team members disagreed easily on the scientific research method to be used in this project.
There are two conflict management theories: the traditional theory and the modern or contemporary theory. The traditional theory of conflict management holds that conflicts with a team are bad, and the trouble makers cause it and thus should be subdued (Klug & Bagrow, 2016). In other words, this theory demonizes conflicts since it expects teams to be conflict-free. When a conflict occurs, there are people in a team who have negative energy; hence, such people and their opinions should be thwarted. On the other hand, the contemporary theory holds that conflicts among people are unavoidable because it is part and parcel of society (Haleṿi, 2007). This theory explains conflicts are natural results of change, and not all conflicts are bad, but some can be beneficial to the team or organization if managed efficiently. Moreover, conflict sometimes leads to the generation of new ideas and change within a team or an organization.
Active Experimentation
If a similar occurrence occurs in the team, I will apply conflict management techniques such as accommodating, competing, collaborating, avoiding, and compromising, depending on the situation. There are several things I have learned from teamwork. First, I have learned that not all members of a team think the same. I have learned that conflicts are inevitable in a team or organization; therefore, I should expect conflicts and know how to handle them as we work together (Klug & Bagrow, 2016). I have also learned that for a team to be effective, it must know how to resolve its conflicts as soon as possible to move on. Rom my mistakes, I have learned that I need to be assertive when making my opinion within a group as long as I’m sure that whatever I’m advocating for is of truth (Mccorkle, & Reese, 2015). I will put what I have learned in using active listening, maximum collaboration with others, and displaying respect to fellow team members.
Conclusion
While working on a project that involved investigating the prevalence of homicides, we encountered conflicts in a team. The conflict emerged because the team members disagreed on the method of study that the team should adopt. I reasoned with members who insisted on using the scientific method of study because I knew that that is the best approach to use in making a credible study. The abstract conceptualization part discusses types of conflict and the theories of conflict management, which include modern and traditional theories. There are many aspects I have learned from the conflict, and now I know how I will handle similar experiences.
References
Delice, F., Rousseau, M & Feitosa, J. (2019). Advancing Teams Research: What, When, and How to Measure Team Dynamics Over Time. Front. Psychol. https://doi.org/10.3389/fpsyg.2019.01324
Haleṿi, D. S. (2007). Group dynamics for teams. Los Angeles, Calif: Sage Publications.
Klug, M., & Bagrow, J. P. (2016). Understanding the group dynamics and success of teams. Royal Society Open Science, 3(4), 160007. https://doi.org/10.1098/rsos.160007
Mccorkle, S & Reese, M. (2015). Personal Conflict Management: Theory and Practice. Routledge. Print
Sahu, R. (2010). Group dynamics & team building. Excell books. New Delhi
ORDER A PLAGIARISM-FREE PAPER HERE
We’ll write everything from scratch
Question 
Module 2 – Case
MANAGING GROUPS AND TEAMS
Assignment Overview
image TeamworkGroup Dynamics and Teams
We will continue our experiential approach to the study of Organizational Behavior by engaging in a personal applied case on the topic of group dynamics and teams. As in Module 1, use the following outline to structure your 4-page paper. You may use the subtitles as headings for your paper.
Exploring Group Dynamics- A Personal Applied Case Study on Team Behavior
Introduction: Discuss the paper’s topic and how you will approach it. Writing this section after you have written the rest of the paper is best.
Concrete Experience: Begin with a specific situation/event. Describe an experience with a group or team that was meaningful to you. It may have been an extraordinarily good experience – or it may have been an experience that did not work out very well at all! The important point is that it should be an experience which you would like to understand better. Be objective and focus on just the facts: who, what, where, when, and how – as if you were composing a newspaper article.
Reflective Observation: Reflect upon that experience from multiple perspectives of persons involved or affected in the experience. Step back from the situation and look at the experience from your own viewpoint and from the perspective of all other parties involved or affected. You want to look at the experience’s circumstances from every relevant point of view. Why did you behave the way that you did? Why did others behave the way that they did? Did others have the same positive (or negative) experience? Explain. (Note: Your discussion of theories and models from your module materials is in the following section.)