Developing Management Capability

Question: Discuss about the Developing Management Capability. Answer: Introduction The group is collection of individuals, sharing similar views and ideas on a particular topic. The groupwork which the members of the group perform helps them to work, yet the success evidence and most importantly the current group applicability to the theories of the group are minimal. Group work has many reasons for which it is to be used, it helps to manage a large, developing special skills and appropriate working strategies, to stimulate an efficient working environment etc, and it is also considered as a leading path to achieve greater efficiency and an effective work place.One of the key questions that arise is, does the group work really helps in the success of the organization. A team is a considered as a small number of people having a common goal and purpose, with the complementary skill and approaches, holding themselves mutually. The team is considered to be very importantin the working as well as the academic environments. The strategies used in the team work is said to be a helping hand in the success of the team. Literature review Team and group The group has one head while, team can have more than one head.Responsibility is not shared amongst the group members but the team members share responsibility. As per the author Lizzio Wilson (2006), the idea of effective group working is to develop an environment and culture where the members of the group take time in developing an effective group at the beginning of any work of the group, Fisher, Hunter Macrosson (2017). As per the author, Thamain (2004) the team work is the symbiotic process that leads to a much better result, which is greater than the integration of the performance of the individual. The author describes an effective team as the one which produces the high quality results and Waite Davis( 2006), suggest that the,the capacity a team has for the accomplishment of the objectives or the goals of the organization is said to be the team effectiveness. Incredible results can be achieved by the effective team, the unnecessary disruption such as failed delivery and strategic failure can be caused, if the team is not working. The strength and weakness of the team working should be known, it is important for the personal and the career development. In context with Hinsz, Park Sjomeling(2004),improving team effectiveness; the productivity of the team can be increased by the team members working effectively. A team is said to be successful team if the members in the team understand their role well in the team and also take an initiative to understand their teammates properly. The team comprise responsible member who work in a fashion similar to the requirements of the work. They should work in collaborative fashion, an effective team should have the ability to agree on the new ideas and concepts, equally divide the work and use different strategic plans. Forming the Right Team: formation of the right team begins at the very first step by selecting the right team member.Appropriate team member help in making a strong team, good teammates will always work very effectively and being flexible of the other work strategies, understand to compromise and work effectively.Grawitch, Block Ratner (2005), presents a view that, the team members should know their work very properly and should not have any personal or professional conflict with each other in the team they strive to work. Strife within the group can decrease productivity, whereas a work environment where teammates are amicable toward one another has the potential for increased productivity. In the views of Grawitch, Block Ratner (2005), providing the appropriate direction; for the team to flourish well, be effective and increase its productivity, it is very important that the team has a proper project direction from its supervisors. The appropriate direction should be provided by the good manager for the project the team is working on, he/she should provide the detailed information and instruction about the goals, the measurements and the timeline of the completion of the task. According to the nature of the assignment, the manager should designate the specific task to the individual member of the team. As per the views of Volet Mansfield (2006), the group and team are very commonly used team in the organization, many people do not know the difference between these two. The two or more members, performing the independent jobs with the individual accountability and rewards, have a clear view and a common goal. Some of the examples of groups in an organization are: ethical group, trade unions, the airline flight crew, the friendship circles etc. Cartney and Rouse (2006), suggest that the groups are made on the basis of the common interest, beliefs and experience the same common principles and fields, the groups are of two kinds; The formal group: these groups are made by the management in the organization for performing a specific task and the informal group: these groups are formed naturally in an organization, to satisfy the psychological and social needs. The Belbin Team Role Model Meredith Belbin had constructed the Belbin team inventory model. The model is still one of the leading when it comes to the construction of a team. According to Belbin A team is not a bunch of people who have job titles, but it is a congregation of the individuals, each individual has a role and it is understood by the other members. The members perform very effectively in the roles that may be most natural to them. The capability and preferences The capabilities and preferences vary from individual to individual, the model enhances the ideas of the team members by the following aspects: Plant: the individuals are idea generators, they have creative ideas. They have bright and free thinking. Resource investigator: they are the team members who are outward looking. Co ordinator: individuals having calm and confident personalities. They like to be more mature than they actually are. Shaper: the managers should keep a check that the shapers do not overbear on the team, the bluntness and the irritation are those negative characteristics that may be seen usually. Teamworker: the overall social and sensitive are the work of the team holds the team together. The team workers are great listeners (English, Griffith Steelman, 2004). The Emotional and social competence inventory (ESCI) The model ESCI makes the difference between a highly effective and an average leader. The model is beneficial from the 360 degree view into the behaviors differentiating the outstanding view of the average performers. The ESCI model helps the managers and the professionals to create a competitive advantage for the firm by the proper innovation, increment in the performance and the teamwork, ensuring the right time and the resources that are used effectively for building motivation and trust (Andrusyk, Andrusyk, 2003). Capability and preferences The model is used to measure the capability by measuring the emotional intelligence of the leaders and the professionals. The capability is measured by making the individuals aware through a powerful feedback. Focusing on the development and coaching on the capabilities of the individuals. Bringing out the best capabilities in the individuals and the team. The individual preferences depend on the capability they have. The preference helps to analyze the strength and the development needs. The managers use the mode for the selection, promotion, salary decisions etc (Andrusyk, Andrusyk, 2003). The big five personality trait The big five personality factor has five domains that defines the personality of the human and account for the individual differences. The five personality traits are: Openness Conscientiousness Extraversion Agreeableness neuroticism Capability and preferences The people having the capability of learning new things and enjoying the new experiences have the tendency of scoring high in openness. It includes the traits like being imaginative and insight and have a wider variety of the interests. People having conscientiousness of high degree are reliable and prompt, the traits that the individualsposses are being organized, methodic and thorough (Cavallera, Passerini; Pepe, 2013). The individuals with the extraversion trait get the energy by interacting from the outside world, while the introverts get the energy from within themselves, the traits that they have are, talkative, energetic and assertive. Individuals with the high agreeableness are friendly, compassionate and cooperative. And the ones with the low agreeableness are distant and are kind and sympathetic (Clark, 2007). Strength and weakness In context with the literature review, the Belbin team inventor works as strength for the individuals in managing of the as: The individuals understand their contribution to a team and can very well strengthen their strengths. The model helps to achieve a better result and be more effective if the team wishes to identify their strength. The model is used by the organization, the managers and the consultants trainers for building the team architecture, ongoing maintenance and continuous improvements. Weakness The model has been specifically designed for the team. It measures only the behavior not the personality. It is designed to be used in work setting, not at social setting. It has cultural bias. Strength of The Big Five It is the most supported over the other models The big five traits is prevalent in the non-western culture. The modified version is used to discuss the five personality developments rather than the traits. From the environmental and the hereditary circumstances these traits are influenced and are the result of it. Weakness The ranking of these traits change with time. The five factors are not the independent variables. It relies on the factors of self report methods. Strength of ESCI It helps to measure the emotional intelligence in the leaders It includes the availability of the 360 degree assessment. Well developed training model. Weakness This model is minimal. The model is although valid in the business settings, lack of norms of the ESCI. Improvements The improvements can be done by using the approaches: Know your team or group better: as a member of the team and group, it is very important to know the guidelines for the development of the team or the group. By this the problems can be improved very easily. Tackle with the problems as quickly as possible: quick steps should be taken if it has been noticed that, if any of the member in the team or group opts a behavior that may affect the group unhelpfully. Defining the roles and responsibility The lack of focus or the direction develops a poor dynamics as the individuals may fail to understand the roles in the groups. Break down the barriers: use of the team building exercise can help build a strong team. Interacting with the new members those who join the group Focus on the communication: for a good team it is very important to have a good communication between the groups. Conclusion For making an effective skilled full project result, the management is vital in executing the project that the team is responsible for. The development of a group or team has to go through different stages, these stages of development helps to build a strong workforce. A team that is constructive may be motivating and encouraging to the team and the group members. A good leader may play a positive role in creating an environment that would be beneficial for the team. From the literature review, it is concluded that the team and the group working depends on the factors of the organizational environment, the theories suggest that the effective team and group leads to the better result of the organization. I agree with the ideas and facts that are presented as per the sayings of the author. References A longitudinal study of the relationship between personality traits and the annual rate of volume changes in regional gray matter in healthy adults, 2013, Hum Brain Mapp, 34 (12): 334753 Andrusyk, D., Andrusyk, S, 2003, Improving student social skills through the use of cooperative learning strategies.M.A. research project, Saint Xavier University. Abstract accessed from ERIC, July, 2004. Cartney, P. and Rouse, A, 2006, The emotional impact of learning in small groups: highlighting the impact on student progression and retention in Teaching in Higher Education, V11, No 1, pp.79-91. Cavallera, G.; Passerini, A.; Pepe, A, 2013, "Personality and gender in swimmers in indoor practice at leisure level.", Social Behaviour and Personality, 41 (4): 693704. Cheung, F. M.; Vijver, F. J. R. van de; Leong, F. T. L, 2011, "Toward a new approach to the study of personality in culture", American Psychologist, 66: 593603. 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Davis, B, 2006, Developing undergraduate research skills in a faculty of education: motivation through collaboration in Higher Education Research Development, Vol. 25, No 4, pp. 403-419 Developing Management Capability Question: Discuss about theDeveloping Management Capability. Answer: Introduction This study will let us know about the tools and methods that will help us to maintain the people of the organization and the conflicts takes place between them. As we know that conflicts and negotiation presents in every organization whether the organization is small or big. With the help of some theories and model these conflicts can be resolved easily with no grudges in the minds and hearts of people. Negotiation is an easy way by which organizations are managing the conflicts between the people. Conflicts can takes place between every person related to the organization like stake holders, customers, suppliers, competitors, debtors, creditors, internal staff, etc. Negotiation is very complicated in nature as there is no perfect method to negotiate between the parties discovered yet. Negotiation sometimes results in losses for the organizations as the company has to compromise with the other party for the sake of relations in future. Basically, there are two types of negotiations present to solve the conflicts. One is cooperative negotiation and other one is competitive negotiation. It is not easy for manager to manage the entire people o the organization. To help him, there are various departments who directly or indirectly help him to manage the organization. This department will help in the HR management, maintenance of relationship, formation of strategies, etc. Despite of the all the above the main aim of this study is to maintain the conflict and negotiation process in the organization. We will learn many theories that are used in the companies to resolve the conflicts. Literature Review of Conflicts and Management Negotiation and conflicts are two terms that present in every business whether it is small or big. These conflicts arise between the stakeholders and other members related to the organization. Stakeholders like public, government, competitors, managers, etc. for negotiation there s one more word which defines it in a better way that is amicable solution for all the problems related to the conflicts. There is a link between negotiation and conflicts as the negotiation takes place after the conflicts between two or more parties. These conflicts and negotiation can be avoided in small organization as there are only on owner who is responsible for all the functioning of the organization. But, in big organizations it becomes difficult to handle the conflicts among employees (Hendrix, 2015). Conflict Conflict is a situation in which two parties have different opinions for the similar situation or condition. Such conflicts not only arise in companies, or between the employees, but also in the personal life of the people. Conflicts are the part of life that can be solved through mutual understanding. The biggest reason of the conflicts is the disagreement of the other party involved. Many reasons sue to which conflict tales place are emotions of the people, variations in nature and behavior, changes in decision making approaches, perceptions of people, etc. generally. The conflicts occurs when any new strategy or imitative taken by the authority that may relate to anything like distribution of powers, work, objectives, etc. (Kurtz, 2008) The end part of conflict is termed as negotiation in which both the parties with a mutual understanding take a decision which is beneficial for both. There are various approaches which help to take such decision making. The approaches related to the negotiation are integrative bargaining and distributive bargaining strategies, etc. These approaches are helping organizations in the procedure of negotiation. Many times, when the process of negotiation is not possible with the two parties who are involved in conflict, in that case a third involved in the process of negotiation. That party is known as arbitrators and consultants (Huang, 2010). Sources of Conflict It has notices that conflict are not of one type. Instead they occur due to many situations. Firstly, when conflict will occur than there is a misconception of information between the two parties take place. Second conflict occur when the managers are not ready for the changes takes place in the organization, this types of conflicts are termed a s forth role conflicts. To minimize such conflicts, there is a need that managers are adaptable to for the changes which can avoid conflicts in the organization. Sometimes, conflicts occur due to misrepresentation or misinformation of any data. Some conflicts arise due to belief and values of people, background, education, and other reasons related to the personality that results in decision making and assumptions. This leads in difference between the people and conflicts related t the personality arises. Generally, in every organization the employees belong to different cultures and diversities. In this case, a small interaction changes into big arguments in which all people claim that they are right and others are wrong. To have a conflict free environment, there is a need of stress free and unfavorable environment, job security, etc. An Evolution of Conflict If we look for the traditional view then conflict was a detrimental procedure of every organization either externally or internally. It was said by the researchers that the conflicts must be avoided that means there should be less communication and sharing takes place among the employees. In past times, the employees are least interactive and frank to each other. To get desirable outcomes, the conflicts must be avoided. It is observes that conflicts are the inevitable part of each and every organization. It is one of the important arguments of an organization as they are goods for the effective teamwork (Beroggi, 2004). Types of Conflicts Functional Conflicts- These types of conflicts are the positive conflicts as both the parties agree to disagree on a certain point in a very polite and healthy way. In functional conflicts, the main focus is on task as it is task oriented conflicts and people try to improve their relations. In a constructive way, the relationship between clients and parties is improved by providing them time and energy. People work together that brings good working condition in the organization. There are chances to upgrade the workflow and innovation in the organization. It leads in win-win situations for both the parties involved in the argument. For example- the air bags in the car are the win situation to both the customers and the manufacturers of car (Posthuma, 2013). Dysfunctional Conflicts- This type of conflicts is just opposite to functional conflict as it is very bitter and unhealthy in nature. Dysfunctional conflicts are long tern conflicts and directly linked with the person based conflicts. It is said that when functional conflicts remains for the longer period of time then they convert into dysfunctional conflicts. The parties have to solve the conflicts as soon as possible. It results in escalation and dissatisfaction among the employees. This can be prevented though focusing on the groups and teams and develop faithfulness among them. Although, it is not one of the most demanding style of leadership, but still it is helpful in management of internal and external environment (Haynes, 2015). Negotiation Negotiation is the process to resolve the conflicts that are inevitable in nature. Negation takes place when there are many parties of different views involved in the discussion and argument. Mainly, there are two kinds of negotiation available for the conflicts that are integrative and distributive negotiation. The integrative negotiation arises when there is a need to find the reasons of conflicts and distributive is when there is a division of already founded reasons of the parties of negotiation ("Negotiation and Conflict Management Research - Call for Papers", 2010). The Management of Conflicts and Negotiations and Related Diagnostic Tools Thomas Kilmann Conflicts Instrument Mode (TKI) One of the famous tool to manage the conflicts and negotiation of an organization is though Thomas Kilmann conflicts instrument mode (TKI) that was approximately 30 years old and there are more than 7 million copies of TKI was published till date (Thomas and Kilmann 2015). It is one of the most self scoring models to evaluate conflict resolution. TKI model assists the potential of the conflicts and help to resolve them. It can solve finance, management, human resource, etc. It basically considers two areas; one is assertiveness in which no party is concern for the other one and cooperativeness means to please for the concern of other party (Krampe, 2016). According to the TKI model, I can say that I have more accommodating and cooperating behavior instead of competitiveness and avoiding. The compromising characteristic is present on an average scale. We can say that accommodating and cooperating is one and the same characters. These are the most important characteristics that one should carry within them. It guides to manage the conflicts and roots of the same. In the case of conflict if one arty tries to understand the conflicts and try to solve it then the other party also cooperate with the other party. It shows that one partys accommodating behavior changes the behavior of other party. In this way, TKI suggest that individuals should carry some collaborating and cooperative behavior. The other behavior we talked in collaborating which is as good as cooperativeness. As I scored highest score in this character I am opposite from avoiding. I generally try to deep dig myself into the reasons for conflicts and then find out the reason for the conflicts. This is the best way to solve any conflicts. It shows that the person has the potential to explore the problems and find effective solutions to it (Foster, 2006). The other negative models are compromising that is the middle scale of competing and accommodating. As scored moderate marks in this character, I need to work out on this and remove such bad character for my personality (Dickey, 2015). The other characters of TKI are avoiding and competing. Competing refers to a situation when the individuals do not focus on others problems and try to full their own egos. Such characteristic are not at all good for any individuals as it leaves a bad impression on others. Avoiding is the worst situation in which the individual not only avoid their own concern but also the concern of others. It shows that these types of persons are not eligible to handle anything by their own, they just wait for the opportunities and waste the time of themselves and others. They try to escape e form the situations diplomatically and postpone the conflicts for longer time. I am happy that I scored less marks in both of these characters and I do not have to work out on the same (Bell, 2016). Kit ThoughtBridges Constructive Conflict Management Tool Kit- It is a tool that helps to empowers the performance of an individual and also the organization as it provides many sophisticated tools of managing conflicts. It is four stage processes for the management of conflicts and resolution. It provides advices that help an organization to avoid conflicts. Timescape- When there is a change, transformation, transition, etc. takes place in an organization then the leaders need to mange conflicts in the organization. This tool gives an in-depth knowledge to manage the organization and its individuals so that an understanding can be developed between them. It helps to construct cohesiveness, relations, trust, honesty, connections, etc, so that the employees feel good while working and the conflicts can be avoided. Five Models to Solve the Conflicts Competing Accommodating Avoiding Collaborating Compromising Development Plan Sand Recommendations There are many tools and models provided by Thomas Kilmann conflict instrument mode in the study that helps to have an effective management of conflicts and negotiation. These models should be taken into consideration to improve the situations of an organization. If we focus then some models are really important with their holistic view point. With the aspect of proper management of conflict, these models must applied t have desired outputs. In the study, competing is a negative character but it stood right sometimes to stand for the right thing instead of cooperating for wring things. It should be improved to achieve the long as well as short term goals. It is suggested that for long term goals there is a need to set the characters as per competing and for short terms goals and conflicts with family and friends, compromise or collaborate characters are better. There is a need to emphasize on the points, work to attain the goals and position, and let others understand you in a better way. Once the goals are achieved then the task is to look back and appreciate yourself for what you have achieved with the hard work and dedication. Ultimately, this study will help you to manage and maintain conflicts management skills of yours (Beardsley Lo, 2013). Conclusion Thus, we can conclude that firstly conflicts are an inevitable situation that should be resolved as early as possible. It is not impossible to resolve the conflicts. One should take effective ways and methods to solve these conflicts. The need is only to understand the sources of conflict and then find ways to solve them. The best way is that prevent the elements due to which the conflicts occur. To apply this, there should be prominent negotiation practices that must be exercised to have an assurance of win-win situation. It is the part of functional conflict because it is positive in nature and focus on both the parties. The models of Thomas Kilmann provide some benchmarks and standards that help to understand the elements related to the behavior and character of an individual. They results in better understanding of the strengths and weakness one should carry with him or herself. These traits will help to have further knowledge about the real character of the individual associated to it. The overall study will help to bring improvement in the management of organization as well as individuals conflicts. References Beardsley, K. and Lo, N. (2013). Democratic Communities and Third-Party Conflict Management Conflict Management and Peace Science, 30(1), pp.76-93. Bell, S. (2016). 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