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Managing Disagreements in a Team

Kirjoittanut: Mitzi Monfort - tiimistä .

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Managing Disagreements in a Team

The idea of teamwork and collaboration is very crucial in a certain group. It is something that guides each to work together and focus to achieve common goals. However, this idea is something that can be a massive struggle for most of the team because it has been affected by the different factors that hinder people from working together. The ever-changing world creates a team that is more diverse, dynamic, disperse, and digitally dependent. These differences creates a barrier that separate each member of the team. A barrier that creates misunderstandings, miscommunication, and division within the team. But this should not stop there, we must think of a better ways to cope with this differences and make it as an advantage to grow more, to establish healthier relationship and create a team where everyone collaborate together to achieve a common goal. As an individual, we must take the first step to change the norm and be a source of motivation to promote unity within the group and create a team where camaraderie and cooperation is manifested. It does not matter what role you are taking part in, whether you are an ordinary employee, a manager, a student, or just a simple citizen, you always are a part of the group and it is necessary that you know how to cope with the group you are involved in. At some point in time we may encounter judgement, or negative feedback about our behavior or attitude because sometimes we do not suit to the society or group we are with, we sometimes question ourselves about the idea of why people tend to look at us differently. It is sad reality but it should not be our limitation to continue in life because no matter what other people may say, as long as you know your own worth, they would not matter. Sometimes what we just need is a little adjustment and a voice that can change the norm. This is where the article about “the secret of great teamwork” come to place. The article is created by Martine Haas and Mark Mortensen and it allows me to appreciate more about what to do and how to cope with the team we are a part of. It highlights that collaboration has gotten more challenging over time as teams have become more varied, scattered, digital, and dynamic. Despite new difficulties, teams’ performance is still dependent on a basic set of foundations. What counts most is if a team has a clear direction, a solid framework, and a supportive environment. Leadership is also one the key point in this

article which helps me realize the important role a leader plays in an organization or in a team. There are four main view on how a team can perform high performance amidst the diversity and differences among the people that are involved in that specific team. The first is the compelling direction. Team will not be motivated to take an action if they do not know what are the goals they are trying to achieve. As a leader, one must know how to set the objectives of the team. These objectives are supposed to be challenging but attainable. Challenging because the team should work hard and put an effort towards achieving it. If it is not challenging enough, the team might just think of it as nothing or useless to a point that they will not exert much effort because it is just easy to do. The goal should also be a source of inspiration to gain acknowledgement and reward because after all everyone must be recognize for the effort they made to the success of the team. The second key point is strong structure. This is focused on the quantity and the quality of the people within a team. It denotes that there should just be sufficient members in a team where everyone is ensuring that they are contributing to the success of the team. As a leader, one must be practical in terms of choosing the right people that best fit to the needs and the demands of the team. Always remember that more people in a team would mean more expense. The people should just be enough to minimize the cost and maximize the resources. Each member does not necessarily have to possess all the skills because they are working as a team and each member of the team should use their different skills to work together and create a meaningful collaboration of their skills in achieving their goal. It is also emphasized in this area that the people within a team has different backgrounds, cultures, practices, and ideas. It should not be the source of differences and judgement but as a leader, one should be able to maximize these differences and put it together to learn from each other and put all these differences together to create a more beautiful and more meaningful team. The third key point deals more on the supportive context. It is about allowing the members in a team feel that they are being valued and they are being taken good care of in a team. It is about reinforcing rewards and recognition for the positive contributions and constructive criticism for the areas they must improve to build a better team. Support system is important not just through words of affirmation or monetary reward but also by providing them with the necessary equipment or material

resources for the productivity and efficiency of the team. The last key point is about shared mindset, according to the authors of this article, this key point is crucial knowing that we are already in the era where people tend to be dependent on technology. The pandemic has brought us to the situation where people started working from home while others are reporting on site. It creates the idea of “us versus them” the leads to misunderstanding and negative judgement between the members of the team. As a leader, one must know how to foster common understanding and identity to ensure that everyone would feel comfortable and belong. By allowing everyone to feel that belong and ensuring them that no one is left behind, we can reduce the tension between subgroups that leads to hindering collaboration.

In conclusion, this article allows me to appreciate the important role of leaders in a team. As a leader, one should be able to mediate the members of the team and create a solution to every problem that may arise. The productivity and effectivity of the members can be changed, enhanced, or improved when they know that someone is willing to assist them along the way. Each members of the team should work together, maximize their skills, share their knowledge, and above all respect each other. When a leader finds it difficult to start, always go back to the core of value of teamwork, always remember to have a clear direction, strong structure, support system, and shared mindset.


● The Big Book of Conflict Resolution Games: Quick, Effective Activities to Improve Communication, Trust and Collaboration. (2022). Google Books. https://books.google.fi/books?id=DZnA4SAPGwQC&printsec=frontcover&dq=ho w%20to%20handle%20arguments%20in%20a%20team&hl=en&sa=X&ved=2ah UKEwjfpfDhnNL7AhUvCBAIHZ31Bn8Q6wF6BAgLEAU&fbclid=IwAR2gI2A7KJW oIA9khu4eWnm4amvcccLvRSnMxpNINwJqZSIyleOse5nbMn4#v=onepage&q&f =false

● The Secrets of Great Teamwork. (2016, June). Harvard Business Review. https://hbr.org/2016/06/the-secrets-of-great-teamwork

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