Impact of Team Conflicts on Organizations

Introduction

Background

The report is all about understanding the cultural differences and conflicts that exist in a team. The effect of these conflicts in the organization is being presented here. Its effect on work and the whole organization is to be understood here properly. The solution for resolving those conflicts and differences in the organization is being discussed in this paper properly. One's leadership quality and experience is to be presented in this report for the readers to gain certain knowledge regarding the role and effectiveness of those leaders in the organization. These leadership qualities will be helping in the better organizational quality to be presented in this paper. Strength and the area required to be declared in the organization is also being discussed in this report. The report is presented with the help of proper literature review and theories that can be beneficial for the better understanding of the selected report. Moreover Belbin's theory is presented for the better understanding of the report.

Research objective

The purpose of this study is to outline an idea of leadership management in organization while managing cultural diversity and differences in the organization.

Literature review

According to Chin, 2016 the leadership challenges are being described in arranging the organizational equality and conflicts. The diversity in organization can be seen for the culture, reaces, practices or gender and these are to be managed so that proper successful organizational value can be followed. Context is drawn for the leadership quality to be initiated properly in the organiton. The limitations of leadership are seen to be evaluated by the author. Leadership behavior and vitality is being described by the author so that enhancement in leadership quality can be proceeded properly. Moreover the need of leadership practices and theories are clearly described for encouraging a good cultural part and resolving issues related to the cultural diversities.

Theoretical framework

Maslow theory is one of the helpful theories for the better understanding of leadership and its application in culture and diversity. Different human needs are described by Maslow do that these needs of individuals can be fulfilled in the organization. These are generally required to be fulfilled by the leaders or the managers in the organizational environment and this helps in resolving various conflicts related to global diversities. Behavioral theory is also an important one that is useful for enhancing the behavior of individuals in the organization. Loyalty, responsibility, personality all are described in the terms of these behaviors and helps in enhancing the behavior of employees regarding their conflict or cultural diversities.

Contribution as a leader

My role in this global diverse team was of team leader. My first priority was to organize the whole organization properly and manage their work in an ethical manner so that they can initiate their work properly. I was there to guide my whole group so that they can be following their assigned task properly and can attain their goals in an ethical manner. A collaborative team work was to be proceeded so that managing those teams was highly required and the diversity was also managed so that its negative impact couldn't harm the organizational peace. A strategic plan and philosophy of diversity is required to be managed in the organization properly so that team could work properly. I also arranged training and various sessions for the team members so that they can enhance their capabilities and can be promoted in future (Hoffman, 2016).An effective workforce diversity was encouraged in the organization so that a successful business and collaborative workforce could be managed properly in the organization. Moreover I was oriented towards acquiring necessary knowledge and dynamic skills so that the differences can be managed properly in the organization in the teamwork. I was totally present in the midterm project and the weekly activities so that i could analyse the success to be gained in future.

Conflicts and cultural differences

Many times the cultural difference is seen to be the reason for conflicts in the organization. Generally these cultural differences play a role of encouraging the competency in the working arena. These cultural differences were also present during the completion of the project and task.

Some of the following theories are present for defining the these conflicts and cultural differences:

a. Geert Hofstede

Geert Hofstede, one of the most influential researchers, created 33 questions for understanding the cultural dimensions. Four dimensions can be seen in the research which were, individualism vs collectivism, power distance, uncertainty avoidance and masculinity vs feminism. His theories were helpful for arranging the cultural diversity in a team and also resolving the conflicts. A long term orientation dimension is also presented that represents the societal virtue and reason for conflict in the organization (Regent.edu, 2020).

b. Fons Trompenaars

Fons Trompenaars researched the cultural differences and worked generally for the cultural diversity of international organizations. His seven dimensions were effective in understanding the cultural differences and conflicts resolution that were used here in the successful team work. These dimensions are

Universalism vs particularism :The rule and relationships in organizational culture is focused here so that cultural diversity can be maintained easily.

Individualism vs. Communitarians: A teamwork or individual work efficiency is defined here so that collaborative work can be presented easily (Litano, 2016).

Specificity vs. Diffusion: inoveletm of one in the task or work in organization is analysed by this factor.

Affective vs. Neutral: organizational cultural emotions in different conditions are being evaluated and helped in presentes tasks and team.

Achievement vs. Ascription :Organizational status due to the collaborative task can be evaluated in this case.

Sequential time vs. Synchronous time: controlling the management and team can be evaluated by the time management.

Internal vs. External control: method of controlling the corporate environment is being initiated in this section (Digitalcommons.usm, 2020).

Leadership experience and its effectiveness

This leadership had a good experience and had a great impact for the organizational future. I went through certain training regarding this leadership to be oriented properly. Thus after completion of those training I could manage the organization properly. I found it a great experience while working with this team and completing the task in a collaborative manner. I was the respected authority and due to following my path collaborative team work could be initiated properly. My reward was the happiness and respect that I received from these team members (Kasztelnik,2019). The most important things were that the company's vision was followed clearly in this task. I planned in a strategic manner with present resources and also analysed the errors that were occuring while completion of the task. One of the errors was global and cultural diversity in the work which I encountered by help of theories and other team members.

Belbins roles

The Belbin team role is a theory helpful for building an effective team for encouraging successful work in the organization. The tendency of forming a collaborative team work can be seen in this case in an ethical manner. Nine roles are presented by this Belbins role so that team work management can be processed easily. Plants, Resource investigation, monitors evaluators, co ordinators, shapers, implementers, team workers, completer finisher and specialist are those nine aspects of Belbin's theory and helps in building a good team and following the team collaboratively we have completed the tasks that are provided. The plants are generally creative and innovative methods for the task to be completed easily. A complex problem or situation is generally encountered by this plant (Businesscoaching.co, 2019). The resource investigators are those arranging the resources for the task completion. Contracts and negotiations are seen here with a collaborative teamwork. Monitor evaluators are responsible for evaluating the errors and analysing the problems. Coordinators are the one finding proper skills and talents for the task. Thus following these nine acpets the team work can be initiated properly.

Conclusion

Thus it can be concluded that the leadership quality and managing the conflict in the organization can be processed easily. A proper leadership is required so that diversity in organization can be managed and processed easily. Various theories are presented in this research for helping the leadership qualities in our team work.

Continue your journey with our comprehensive guide to Singer’s Moral Obligation Critique.

Reference List

Chin, J.L., Desormeaux, L. and Sawyer, K., 2016. Making way for paradigms of diversity leadership. Consulting Psychology Journal: Practice and Research, 68(1), p.49.

Ruben, B.D. and Gigliotti, R.A., 2017. Communication: Sine qua non of organizational leadership theory and practice. International Journal of Business Communication, 54(1), pp.12-30.

Litano, M.L. and Major, D.A., 2016. Facilitating a whole-life approach to career development: The role of organizational leadership. Journal of Career Development, 43(1), pp.52-65.

Hoffman, G.D. and Mitchell, T.D., 2016. Making diversity “everyone’s business”: A discourse analysis of institutional responses to student activism for equity and inclusion. Journal of Diversity in Higher Education, 9(3), p.277.