Communication We begin this module with a foundation of knowledge about interpersonal communication Custom Essay Module 2 – Background Managing Groups and Teams All background materials (as well as materials referenced on the home page) are required unless designated as optional or general reference materials. Communication We begin this module with a foundation of knowledge about interpersonal communication. After all, without communication, group activities and work would not be possible. In gaining this foundation, we will refer to Wikipedia. Although Wikipedia is not considered an acceptable source for academic papers or writing, it is a good place to go if you want a “quick and dirty” overview of a broad topic. However, use caution—the instructor has reviewed this article for the course, but be advised that Wikipedia is a publicly edited site and information can be incomplete, biased, or just plain incorrect. Models of communication. (2015) Wikipedia. https://en.wikipedia.org/wiki/Models_of_communication Never discount the value of trust in strengthening communication and improving work relationships with others. One way to build trust is to maximize the part of ourselves that we know and wish to share with others. Conversely, we want to minimize those aspects of ourselves we are not aware of but are readily apparent to others (our “blindspots”). This is accomplished through a combination of self-disclosure and feedback. An excellent model for improving communication effectiveness is the Johari Window. Created in the 1950s by two guys named Joe and Harry (no kidding!), this model is still widely used in organizations to improve communication between coworkers, bosses and subordinates, and teams. The Johari Window: Using Self-Discovery and Communication to Build Trust. (2015) Mindtools. Essential skills for an excellent career. Retrieved from https://www.mindtools.com/CommSkll/JohariWindow.htm Communication Skills You Can’t Do Without Have you ever wondered why the Trident University teaching model has so much darn writing? Have you gotten frustrated with professors who admonish you for typos and syntax errors? Want to know why communication skills are critical to MBAs as well as other professionals? Read this article. Poor Writing Skills Top M.B.A. Recruiter Gripes (2009) Vault.com Inc. https://blogs.vault.com/blog/job-search/poor-writing-skills-top-mba-recruiter-gripes/ Groups and Teams The structure of organizations is rapidly changing and more than ever work is being done in teams. But teams are more than just a collection of individuals working on a single project; team workers need a set of skills that exceeds those of individual workers to allow them to collaborate effectively. Often, employers do not train employees in these skills, and so it is a rare thing when teams live up to their potential. This is particularly true of teams in the United States, where the culture is highly individualistic. In this part of the module, we will increase our ability to manage teams by learning about what constitutes a team, how to handle conflict, and how to build a high-performing team. Of course, we can only scratch the surface and if you would like to delve deeper into this topic, you would be well served to take MGT508, a course about managing virtual teams. To get an overview of this topic, view this PowerPoint presentation on Group Dynamics and Conflict. The Tuckman model of group development is one of the most widely used tools to understand the dynamics of team formation and development. Read the following short critical exposition of the 5 stages of group development. Smith, M. K. (2005) Bruce W. Tuckman – forming, storming, norming and performing in groups, the encyclopaedia of informal education, retrieved from https://infed.org/mobi/bruce-w-tuckman-forming-storming-norming-and-performing-in-groups/ Interestingly, some teams seem to skip over the storming phase, particularly when they need to come together quickly and produce some kind of output without having the time it normally takes to build trust. In this case, a phenomenon known as “swift trust” (Meyerson, Weick, and Kramer, 1996) seems to be at play. Most of us think about trust in teams as growing over time and with experience with other team member. However, swift trust stems from an initial assumption of trust which is confirmed, or disconfirmed, over time. In this sense it is conditional and must be verified by the actions of team members. Read this blog about the factors that contribute to swift trust and how leaders can create swift trust: Swift trust- Why some teams don’t storm (2011). In Management Pocketbooks. Retrieved from https://managementpocketbooks.wordpress.com/2011/04/26/swift-trustwhy-some-teams-dont-storm/ Here is an interesting example of organizational theory being used to solve practical business problems. This report put out by the Vanguard Investment company is designed to help its analysts avoid group decision-making biases such as groupthink, polarization or “risky shift,” overconfidence or composition bias. The practical application of theory demonstrated in this report may be very helpful to you in preparing your case. Mottola, G. & Utkus, S. (2009) Group decision-making: Implications for investment committees. Vanguard Investment Counseling and Research. This article can be found at https://agb.org/sites/agb.org/files/u16/Vanguard%206.pdf Conflict Management When working with groups, conflict is inevitable. Although confict is often viewed as negative, this is not always true. As we learned in the earlier PowerPoint presentation, well-managed conflict can increase team performance and result in better output. One trick is to learn the differences between healthy and destructive types of conflict. Read the following for more information: Issues Teams Face: Managing Conflict (n.d.) Retrieved from https://www.sagepub.com/upm-data/54195_Chapter_7.pdf Now that you can recognize the difference between good and bad conflict, take a few minutes to read about some techniques that can help you mange conflict between people at work (or even at home!) and keep situations from spiraling out of control: Segal, J & Smith, M. (2012) Conflict resolution skills: Building the skills that can turn conflicts into opportunities. Helpguide.org. https://www.helpguide.org/mental/eq8_conflict_resolution.htm Optional Reading Communication The International Association of Business Communicators (IABC) is the premier international knowledge network for professionals engaged in strategic business communication management. Examine their website which includes news, events, workshops, a book store, and a research foundation. Find out how you can become an Accredited Business Communicator. International Association of Business Communicators. (2015). Retrieved from https://www.iabc.com/ Groups and Teams This site, assembled by Carter McNamara, MBA, PhD, contains library links to numerous topics in the field, a basic overview to group formation and stages of group development, and information on team building. Group Dynamics: Basic Nature of Groups and How They Develop. (n.d.) In Free Management Library. Retrieved from https://www.managementhelp.org/grp_skll/theory/theory.htm Conflict Management The following handbook is written for people who desire to develop a deep understanding of types of conflict and techniques for managing different types of conflict. It is a must-have for any manager. I do not expect you to read all of this at once, but you may want to use it as a reference for this module. Be sure to bookmark it on your computer to pull out in the future when you need some concrete help de-fusing a conflict situation. Pickering, P. (1999) How to manage conflict. Career Press. Also assembled by Carter McNamara, MBA, PhD, this site includes library links, and various perspectives on conflict (i.e. dealing with conflict, conflict in organizations, etc.) How to manage Group Conflict (n.d.) In Free Management Library. Retrieved from https://managementhelp.org/groups/group-conflict.htm Click the link to visit the Conflict 911 website. This is arguably the most extensive collection of conflict-related material on the Internet. There are many interesti ng links to articles both academic and practical, and you should spend some time browsing this site. Pay special attention to links dealing with conflict styles, conflict resolution, negotiation, integrative and/or distributive bargaining. Meyerson, D., Weick, K. E., & Kramer, R. M. (1996). Swift trust and temporary groups. In R. M. Kramer (Ed.), Trust in organizations: frontiers of theory and research (pp. 166–196). Thousand Oaks, CA: Sage. Module 2 – Case Managing Groups and Teams Assignment Overview On the home page of this module, Force Field Analysis was described as a common management model used to analyze the factors influencing organizational behavior—especially interpersonal and group interactions. The following case is an illustration of a group of people who have ceased to work together effectively. You can use the Force Field model effectively in this case to help diagnose and suggest solutions to the problems this organization is facing. Case Assignment Writer, write 4 pages, I will send you case 1 for your review Read the following case. You can access it in the Trident University Library: Mento, A. J., Buckheit, P., & Mento, B. A. (2012). Case study: Strident property services. Journal of Business Case Studies, 8(6), 565. If you have trouble finding it, you can locate it in the ProQuest database by clicking on Additional Library Resources. Then write a 4- to 5-page paper, that addresses the following: •Discuss how group dynamics contribute to the situation described in this case. Explain your reasons with references to the background readings, PowerPoint presentations, and additional research if needed. Keys to the Assignment The key aspects of this assignment that should be covered in your paper include: •Define the problem: What exactly is the problem being faced by Strident? How does the JoHari model contribute to our understanding of the problem? •Analyze the cause: What forces are working to create this problem? How do communication, trust, and conflict contribute to this cause? •Propose a solution: What does the company need to do to turn this situation around? Be very specific in your suggestions of actions that can be taken. Assignment Expectations Your paper will be evaluated using the following five (5) criteria: •Assignment-Driven Criteria (Precision and Breadth): Does the paper fully address all Keys to the Assignment? Are the concepts behind the Keys to the Assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements? •Critical Thinking (Critical Thinking and Depth): Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis? •Business Writing (Clarity and Organization): Is the paper well written (clear, developed logically, and well organized)? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included in all papers? Are paraphrasing and synthesis of concepts the primary means of responding to the Keys to the Assignment, or is justification/support instead conveyed through excessive use of direct quotations? •Effective Use of Information (Information Literacy and References): Does the paper demonstrate that the student has read, understood and can apply the background materials for the module? If required, has the]]>

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