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Essay About Management Teams And Good Fight

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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.

>

  • My company consists of 10 employees, 4 of whom I will have for two years. One is a senior manager who is a specialist in HR and a personal trainer for my client. I will focus primarily on the clients, and my goal is to create a team of 10 people to focus on one specific job: HR.
  • This team consists of two senior managers, who will lead my new HR firm. These two managers will work together with the existing HR firm to produce a comprehensive, objective set of goals, and to find out what role each person can play.
  • The following individuals will lead the HR firm.
  • Two of them will lead the management team: a sales person representing the client and a management person representing a client. However, this is not mandatory. This group can be a set of different role types.

2> In an “interactive” situation, you may select one of the following categories of work areas or areas that you will be focusing on. You can also focus on any single task on your team. In other scenarios you may select multiple jobs on two or three or even multiple areas.

3> In an interview, you can choose one of two main types of work areas or areas of your product that you’ll be focusing on. You can use any categories of work areas or areas that you know about and are interested in to get a general knowledge about that part of the industry which you have worked on in your last job. These categories make up a portion of the jobs that you will be focusing on. Any of these other categories can be selected on your team as work areas or areas specific to your company.

If you selected the work area category in question, please note that most companies will have an open and open mind here. In fact, some employers may have closed this category if you chose to focus on this role. However, by doing so, you are not limited to the ones listed above as work areas. And, if you chose to focus on only one of the work areas selected, you must exclude those you know, which does not really tell

What has the team done since you arrived?

The team has been consistent throughout the work on Managing Management Teams, and the authors write:

Although employees have learned and used a number of things, many of which were not developed at the time, I found that they have retained and improved upon key aspects of the team’s work (e.g., design, communication, work flow, organizational structure, organizational planning, leadership, management, decision-making, organizational planning and governance). The team has been consistently successful and has managed well over the years, and although some of the ideas are new or new to today, I was surprised to find little sign of new, ongoing improvements to current systems. Even in today’s large bureaucracy, organizations tend to rely mainly on data. The team will try to follow the lead of each company, and it seems to me that each company is committed to making their own progress and to working for what it feels best. It must be noted that the project objectives of the organization will almost always be not necessarily based on an actual goal, but rather will depend on a process, approach and experience. These goals will therefore be subject to critical revision by the team leaders.

{articleCiteId:1052, author=Patrick S. van Lente, PhD, PhD, MS , SVP, HR, and DPhil, et al. (2013))

{articleCiteId:1057, author=S.M.H. Miller, G.D. Miller, M.D., J.W. McAvoy, and N.J. Linton, “Mining on the Problem”, Nature Communications (September 9, 2014), doi:10.1038/ncomms3587, doi: dx.doi.10.1038/ncomms3587, 9, 1214003, doi: 10.

{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.

>

  • My company consists of 10 employees, 4 of whom I will have for two years. One is a senior manager who is a specialist in HR and a personal trainer for my client. I will focus primarily on the clients, and my goal is to create a team of 10 people to focus on one specific job: HR.
  • This team consists of two senior managers, who will lead my new HR firm. These two managers will work together with the existing HR firm to produce a comprehensive, objective set of goals, and to find out what role each person can play.
  • The following individuals will lead the HR firm.
  • Two of them will lead the management team: a sales person representing the client and a management person representing a client. However, this is not mandatory. This group can be a set of different role types.

2> In an “interactive” situation, you may select one of the following categories of work areas or areas that you will be focusing on. You can also focus on any single task on your team. In other scenarios you may select multiple jobs on two or three or even multiple areas.

3> In an interview, you can choose one of two main types of work areas or areas of your product that you’ll be focusing on. You can use any categories of work areas or areas that you know about and are interested in to get a general knowledge about that part of the industry which you have worked on in your last job. These categories make up a portion of the jobs that you will be focusing on. Any of these other categories can be selected on your team as work areas or areas specific to your company.

If you selected the work area category in question, please note that most companies will have an open and open mind here. In fact, some employers may have closed this category if you chose to focus on this role. However, by doing so, you are not limited to the ones listed above as work areas. And, if you chose to focus on only one of the work areas selected, you must exclude those you know, which does not really tell

What has the team done since you arrived?

The team has been consistent throughout the work on Managing Management Teams, and the authors write:

Although employees have learned and used a number of things, many of which were not developed at the time, I found that they have retained and improved upon key aspects of the team’s work (e.g., design, communication, work flow, organizational structure, organizational planning, leadership, management, decision-making, organizational planning and governance). The team has been consistently successful and has managed well over the years, and although some of the ideas are new or new to today, I was surprised to find little sign of new, ongoing improvements to current systems. Even in today’s large bureaucracy, organizations tend to rely mainly on data. The team will try to follow the lead of each company, and it seems to me that each company is committed to making their own progress and to working for what it feels best. It must be noted that the project objectives of the organization will almost always be not necessarily based on an actual goal, but rather will depend on a process, approach and experience. These goals will therefore be subject to critical revision by the team leaders.

{articleCiteId:1052, author=Patrick S. van Lente, PhD, PhD, MS , SVP, HR, and DPhil, et al. (2013))

{articleCiteId:1057, author=S.M.H. Miller, G.D. Miller, M.D., J.W. McAvoy, and N.J. Linton, “Mining on the Problem”, Nature Communications (September 9, 2014), doi:10.1038/ncomms3587, doi: dx.doi.10.1038/ncomms3587, 9, 1214003, doi: 10.

Task Conflict Is Vital To Success:The aforementioned approaches work, for they keep conflict focused on the issues. The main takeaway that I got from the article is one that I will never forget: task conflict is necessary, but it is crucial that the disagreement not cultivate relational conflict. In case you are unsure, task conflict is simply constructive discussion regarding the issues at hand, while relational conflict becomes personal and, oftentimes, has nothing to do with the task being discussed. In addition to keeping the conflict task-focused, the six tactics also tend to foster collaborative,

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Management Teams And Good Fight. (October 6, 2021). Retrieved from https://www.freeessays.education/management-teams-and-good-fight-essay/

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