How Management Teams Can Have a Good FightIntroduction:The article, How Management Teams Can Have a Good Fight, focuses on research done with management teams and the amount of disagreement involved in making sound, strategic decisions in the workplace. Initially, the title of the work struck me as odd. Aren’t the words “good” and “fight” paradoxical? Until reading this, I would have never thought that a “good fight” existed. The authors point out that it is, indeed, possible to have a “good fight” by observing teams that were able to vigorously debate strategic issues without damaging working relationships and comparing them with other teams that were characterized by high levels of hostility and discord. What, in particular, was the distinction between the two types of management teams they studied? Based on their research concerning the association of conflict, politics, and the speed with which team decisions are made, the authors outline six tactics characteristic of top performing teams. Today, I am nearing my graduation from Texas Tech’s MBA/HOM program and hope to become a healthcare manager beginning this December; therefore, the concepts presented in this course and, specifically, this article will lead me into my career and prove particularly valuable. The ability to work with a diverse team, especially in the world of healthcare, and make sensible business decisions with those teams is vital. I feel this article will help me to do just that.
Valuable Points:Once I was able to reflect on the concepts outlined in How Management Teams Can Have a Good Fight, I truly feel that the authors were exact in their methods to improve management team decision-making. The authors first state that effective management teams work with more information, specifically objective data on both internal operations and the external environment. In addition, they develop multiple alternatives to enhance debate and encourage creativity. They also establish common goals to strive towards, making everyone feel part of the team. They make an effort to introduce humor into the workplace to create a collaborative and positive working atmosphere. Furthermore, they maintain a balanced power structure; and lastly, they resolve issues without pressing for a consensus.
{articleCiteId:1047, author=ScottA.C. Wilson, PhD, MBA, MS, and JohnR.A. Huggins, MS, PhD, MBA, MBA, and MD, MBA, and CoD, et al. (2014); Peer Reviewer Review: “Understanding and Reducing Performance: The Effects of Management’s Role on Performance at the Crossroads between Quality and Accountability in a Multinational Organization. Paper presented at the American Management Association Annual meeting August 22, 2014, San Francisco, CA.
What do Management Teams do?
The management teams often use the following strategies: use data and data on key stakeholders; share information based on objective data, like job-relevant work data; focus on specific problems of a particular group rather than simply seeking to solve the problem, such as problem solving for a particular employer; or focus on a “triage of problems” rather than a cause-and-effect relationship among participants, such as a candidate manager. For example, the “triage of problems” strategy includes focusing on the job as opposed to the objective issues of the group, the objective issues of the group, or the goal of achieving a specific goal. A single organizational task may not necessarily lead to many more outcomes, which results in fewer decisions and may lead to less effective managers.
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