Understand How To Lead Groups & Teams And Navigate Conflicts & Negotiation - Essay Example

? Understand How To Lead Groups & Teams And Navigate Conflicts & Negotiation Institute Understand How To Lead Groups & Teams And Navigate Conflicts & Negotiation Leadership is an ability of motivating people to achieve the goal, task and objectives and leader is a person who influences a person or a group of people to achieve the goal. Leader gives his priority attention to the internal and external customers and their wants or needs, he provide the resources, training and environment reasonable for work to his sub ordinates, he believed in continuous improvement in a positive manners, he encourage the collaboration between his team members and prefer to do work by mutual corporation instead of this working against each other in a team finally affect the future goals on which they are working, leader is a trainer of his team he help his sub ordinates to do their job in a better way, if there is a problem in an organizational environment due to the internal misunderstanding or due to the external factors he trying to cop up it and also get the precautions for the future operation that this mistake do not repeat in future, he trying to improve his communication with his sub ordinates and trying to remove if any communication gap between them he believe in to show by his own rather to communicate it to the sub ordinates, he choice the resources on the basis of quality not the monetary reward, establish the good organizational environment or improve it and the leader know that who one give his best so he promote the individual reward as well as the team (Besterfield, et al., 2006). Leadership is an important function of management which helps to maximize efficiency and to achieve organizational goals. Some of the points related to the importance of the leadership are as following: 1. A person who initiate the work, develop the policies and plans of achieving the goals and provide the guidance about from where to start work. 2. A person gives motivation to his employees by giving the rewards weather economic or non economic and gets his desired work from the employees. 3. A person is not just supervising the work of the employees he provides the guidance related to the work, to improve the efficiency of achieving the goals efficiently. 4. Confidence is one of the important elements which an employee has to express his through and explaining his ideas in front of others which helps to getting the goals. 5. The confidence in the employee is one of the necessary elements which and leader builds in his subordinates. Confidence is the inoculation to perform their liabilities to achieve objectives. 6. Management wants to perform their work through the people. When the environment is like the working environment this helps for the stable growth. Management has to pay attention the employee’s problem and solve them. Modern organizations are developing and shifting quickly and to develop effective strategies they need to hold change and growth. “Organization development is a wide application of behavioral science knowledge to the planned development and reinforcement of organizational strategies, structures, and process for improving an organization’s effectiveness” (Cummings & Worley, 2009). When people with different nature, behavior and goals are gathered and start working together to achieve the same organizational goals and objectives then due to their difference in the nature and personalities and differing in their individual objectives some kind of conflicts. Conflicts mean that when two different persons have different opinion on one task and they start making the arguments which are not healthy. To resolve these conflicts the role of the leader according leadership is very important. When a team formed to perform a specific task it have diversity different type of peoples bring different skills like knowledge, experience, values, attitude, behavior and point of view. Every person has to share his skills with others to do the work efficiently and effectively, they all have their own point of view, way to viewing situation, way to communicate with other, way to express the reaction at different situations, way to wanting the lead or to manage the team and other operations, way to resolving problems given the right circumstances, these differences in point of view can go up into complete resolving of conflicts in the workplace. If the management of the conflict is not effective, it can totally disturb the whole group process. However the old saying "that which does not kill us will make us stronger" illustrates how successfully managed conflict can benefit the group. Functional conflict is at a level that enables a group to maximize its performance, and the outcomes are desirable. However; when that conflict escalates to a level that disrupts the group and gets in the way of accomplishing its goals, then it has become non functional. Managing that balance is the key to effective groups. Another way to categorize conflict is by focusing on its origin (Janardhanan, 2011). How the conflict has evolved is clearly an indicator of whether it will help or hinder the group process, incompatibility is one of the reason of the creation of conflict that a person is not compatible to perform the task for which he added in the team, personalization also create the conflicts between team members that two person have some personal affair and they do not bear each other, some of the people create the conflicts intentionally and due to the negative behavior of a person toward the work also is a reason of the conflict. Some of the group and team conflicts are listed: 1. Values of team members 2. Attitudes of team members 3. Goals/Expectations - the processes and expected outcomes 4. Roles and responsibilities of team members 5. Limited resources 6. Personalities 7. Interdependency 8. Increased interaction (Robbins & Sanghi, 2006). Teams are a authoritative power in corporate sector. They are gathered to handle with multifaceted and premeditated concerns and to achieve the goals and objectives of a company. The selected groups contain people from multiple departments each expert and having diverse skills to handle the issue or problem. With their assemblage, the problem or the raised issue is solved. Nevertheless, sometimes training is essential to acquire essential proficiency required for a team. "In order to a team to be successful, it is necessary that members know the basics of conflict resolution, allocation, and compromise building" (Convey, 1994, p. 13). Without these skills, each member must rely on whatever they have learned on their own, or the facilitator's skills in moving the team through these struggles. This is not an ideal way to manage teams, and reduces the synergistic benefits of team-based activities. Every organization or group should develop a strategy for training and preparing team members for group process. A leader can resolve these all the conflicts but thing is necessary is that leader must be strong enough to manage the conflicts and satisfied each of the employees according to their behavior and nature. For leader it is most important thing that he must understand the nature of each of the team member and gives them equal chance to express their opinion about the problem for which the team formed to solve it and for the purpose of achieving the objectives of the organization. With the passage of time the competition between the organizations exceeds each of them want to be the lead as compared to the other. The goals and objectives of the organizational become more advanced with the time as well and for the purpose to achieve that goal and objectives the management make teams and groups and the leader of the team lead it the people of the team have different skills they utilize their skills and share it with each other to achieve the desired goals, this process become more efficient with time and the behavior of employees become more professional and positive in context of the team work. References Besterfield, Dale H., Besterfield-Michna, C., Besterfield, Glen H. and Besterfield-Sacre, Mary. (2006). Total Quality Management. 3rd Ed. New York: Prentice Hall. pp. 29-64. Convey, Steven. (1994). Performance measurement in cross-functional teams. CMA Magazine 68 (8), p. 13-15. Cummings, T.G. & Worley, Christopher G. (2009). Organization Development and Change. Mason, USA: Cengage Learning. Robbins, Stephen P. & Sanghi, S. (2006). Organizational Behavior. 11th Ed. New York: Pearson Education. pp. 312-423. Janardhanan, A. (2011). Importance of Leadership in Organizational development. New Tork: Knowledge Tank. Read More