Team Strategy and Conflict Management Plan
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Team Strategy and Conflict Management Plan
Business management has many tools to help build teams to be successful. As teams are built there can be challenges or barriers that can happen but by understanding the various strategies that can be used to build a cohesive team and choosing the right one for will help lead the team in the right direction. Then after the team is on its way there needs to evaluations on the process it is making so management has to set measures that will determine if it is successful. Looking at the tools and strategies available and choosing the right path to take management has a better chance for success for the company and the employees involved.
Choosing the right strategy is the first step needed to build successful teams. There are four main strategies that can be used to build the right type of team. First is the problem-solving strategy that can be used to help find improvements to one problem at a time by looking for a new or better way of doing something the company is already doing. Another type is the self-managed strategy that works well if the team is able to do their planning, scheduling, and operating decisions. Then there is the virtual teams that work can well if all the team members are not located in the same workplace because it allows the team the ability to meet via the web, video conferencing, or e-mail, which can save time and expense for the company. Last is the Cross-functional strategy that allows people from diverse areas to come together and exchange information, develop new ideas, and work on complex projects that can benefit the company. All of these strategies can come with different challenges that need to be addressed (Robbins & Judge, 2011).
When working with teams there can be barriers and challenges that can occur. Making sure the teams have the right resources, structure, trust, and a performance metric system that is held consistently can ensure success for the teams work. Adequate resource are not only supplies and equipment but also support from the administration, information for the work needed to be done, and staffing needed to achieve success for the projects. Setting a stable structure and trust in each other consists of guidelines that allow agreements to be made on what will be done and who will do each part of the project within the teams. Looking at how teams are performing buts guidelines in place that holds each person accountable and evaluations are needed to guide the employees on the levels needed to succeed.
Knowing which strategy is needed depends on the structure that the company is run by. If the company is small than a self-motivated structure might work best but in large diverse company where different aspects of the company are not locally ran a cross-functional strategy might apply better. Understanding the specific goals of the company, the companys size, the demographics, and the purpose the teams are trying to achieve can help decide which strategy would be best for the company to use. After the teams are formed and working toward the goals set for them there is a need to evaluate the process the team. Where the performance, evaluation, and reward method holds the teams and individuals accountable for the process made on the tasks set forth.
Another aspect that companies have to know how to handle is conflict, should it occur. Conflicts can cause productivity to fall and lead to failure of teamwork if the conflict is not productive. Productive conflict can help teams work out problems and open discussions to new options that are available. Unproductive conflicts can be detrimental if not handled quickly and with a strategy that allows the people involved to proceed with tasks assigned. Understanding what the conflict is can control what the next step is needed. Whether it is just a perception issue that needs clarification to resolve the issue or if it is personality-based, and there is a more in-depth look at ways to work the conflict through to a successful conclusion (Robbins & Judge, 2011). Working to find right strategy is needed to successfully resolve conflicts.
There are different types of strategies for conflict resolutions that can be used but finding the right one takes an understanding of how each works and which one will be the best for the situation in hand. Using the avoidance strategy can work if the conflict is not hindering the progress of the team. Small differences can be handled later but understand all conflicts will need to be addressed at some time and avoidance can delay the outcome and cause resentments to develop to larger conflicts later. The competing strategy can work if one person is knowledgeable