Group Dynamics and Teams
Groups where employees get along well, develop a self-driven desire to contribute towards the organizational set goals (Nazzaro & Strazzabosco, 2009). Such teams can coordinate their efforts, that results in improved levels of performance. However, teams that are characterized by high levels of conflicts may affect the morale of other team members. Research shows that most of the successful organizations get along well by working as a team and everyone understands his/her responsibilities. The paper discusses an in-depth insight of team management conflict via a life experience that taught me different dynamics of group leadership. The supervisor was making some of the employees work overtime and instead of paying their money ended up to the pockets of girls she favored. She used to allow her closest friends leave the workplace before the recommended time.
After holding a series of meetings with employees, the issue of favoritism was highly voiced, and I was forced to take the necessary action before the conflict escalates because the other workers were becoming uncontrollable. My conscience told me to report the matter to our boss, but reporting was a challenge because I had no tangible evidence. Further, I knew that reporting her would have warranted an instant termination of her contract if found guilty but I feared for her future. The departmental meeting that I held after receiving complaints from workers concerning overtime dues and favors extended to some workers exposed her disrespect for leaders when she branded me as an irresponsible leader. Little did I know that our boss has been monitoring my outstanding leadership performance from far because the moment he received the allegations he decided to sermon me and hear from the horse’s mouth, instead of terminating my contract instantly.
The boss could not believe what was reported by the supervisor because she tainted my leadership tactics yet no one has ever complained. The experience made me feel betrayed, but it turned by leadership skills and mode of addressing conflicts among the staff members. It is an experience that created doubt on my colleagues concerning my personality. A change in perception concerning the handling of conflicts and following protocols in the workplace was observed in other people who were directly or indirectly affected by the above experience and me. The concept of arousal, social impact, social loafing, and drive theory approaches were relevant in this case. The concept of arousal came in when I was confronted and summoned by my junior supervisor claiming that I was incompetent to manage the post I was holding ("Arousal Theory," 2017).
The issue triggered my conscience and made me change the way I used to supervise workers in different departments. The approach aroused the urge of our boss to investigate whether the investigations were right. Active Experimentation In case such a conflict occurs again in my workplace I will courageously face. The way people perceive challenges in their life and mode of response matters a lot. I will embrace any confrontation concerning my leadership positively and work on my downfalls. The knowledge that I gained from this experience will always remain vital in my daily interactions with workers as a leader. If such a case recurs, I will refer to the three concepts above that best fit my experience as a senior supervisor when making decisions where necessary.
From $10 to earn access
Only on Studyloop