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Stopping Team Conflict

Theory X suggests that individual’s have an instilled dislike for work and try to avoid it. Therefore all workers dislike work, try to avoid work, are born inherently lazy, must be constantly dominated into doing a honest day’s work and only turn up to work to collect their pay. This means that employees must be controlled by threat in order to perform. Such an employee prefers to be directed, avoids responsibility, is explicit, and prefers security above all else.

Theory Y Theory Y assumes that employees basically like to work and view work as something rather natural; the worker views this as a potentially enjoyable and positive experience. It brings forward that there are ways to make individuals perform other than through control and punishment. If the employee is committed to the mission of the department he or she will become a self directed employee. Job satisfaction means commitment to the department and its objectives. Under the proper conditions, the employee will learn and lead in to acceptance of responsibility. Many employees can solve problems – no matter how big or small.

The best way to stop team conflict is to set up clear roles and responsibilities, accountability and goals for each team

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member that accomplishes the team mission. Then hold each team member accountable to the established team standard. It is also advisable to document your work processes so each team member understands how they fit in the whole picture and how they impact each other. Finally punish the troublemakers by using team feedback and a conflict resolution process.

Leadership Having the correct leader for any team is very important because this causes serious changes to the team. Having a disorganised leader for any team will cause the members of the team to lose respect for the leader and each other in the team. Whereas having someone who is punctual, organised, good communicator and who has an interest in the team will be beneficial to the team as this will motivate the team members to respect one another, work harder, and become more efficient as well as having a good organisational structure within the team.

Training/Coaching/Mentoring The players of Arsenal Football Club are constantly trained, several times a week, to prepare them for the football games against other football teams. Within the training sessions they discuss tactics which are done accordingly to player’s skill levels. This helps them become more confident and their skills levels improve as well as their teamwork. The reason their teamwork increases is because they learn to play with the same team members every week so they get used to the way they play and they can adjust their playing style to suit that of the team so the efficiency increases.

The difference between training, coaching and mentoring is that: Training is teaching a team member a certain skill so they can use it to their advantage within the team and for the teams benefit, passing the ball for example Coaching is supporting, explaining, demonstrating, instructing and directing team members through encouragement and asking questions Mentoring is focusing on a certain aspect of a team member’s skill and working on that until it improves, speed for example. This is much more personal and takes longer for the team member to learn the skill because of the fact that you focus on this single skill until it is gained

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