Original Discussion Question:
Leadership Paradox and Inter-team Relations
A. What is the leadership paradox? Give some reasons why a leader can encounter difficulty in newly formed teams or groups using a participative management system. Support your discussion with at least two (2) external sources.
B. Present a discussion of the strategies for encouraging participative management in the workforce, and how to implement each of these strategies. Support your discussion with at least two (2) external sources.
C. What serious biases or misassumptions do groups that are involved in inter-team conflict sometimes experience? How do these biases and prejudices affect the ability of teams to accomplish their goals? Support your discussion with at least two (2) external sources.
1. What is the leadership paradox? Give some reasons why a leader can encounter difficulty in newly formed teams or groups using a participative management system.
Authority oddity happens when a group needs a pioneer however in the meantime; the nearness of the pioneer may risk the objectives and premiums of the group. In such an occurrence, the group is typically in a problem on whether it truly needs a pioneer or not. An administration oddity can be impeding to the objectives of the gathering since it can cause initiative holes and henceforth result in issues, for example, part strife and protection from change (Bebbington and Ã–zbilgin, 2013). A pioneer can experience challenges with a recently framed group because of a few reasons. One of those reasons is that when a group is shaped, it has assumptions, objectives, and purposes for which it was framed. A pioneer may carry their own particular thoughts into the group which may not be in accordance with the underlying thoughts of the group. This may make a contention between the groups and henceforth the pioneer may encounter hardship while endeavoring to control the group. Likewise, if the group is enormous, a pioneer may encounter inconvenience attempting to lead it. This is on the grounds that a major group will expand the danger of the arrangement of sub-bunches that may conflict with the thoughts of the pioneer. On the off chance that such little gatherings are shaped inside the group, they may go amiss from the underlying motivation of the group and thus conveying an authority trouble to the pioneer (Encyclopedia of management, 2012).
2. Present a discussion of the strategies for encouraging participative management in the workforce, and how to implement each of these strategies
One of the procedures of empowering participative administration is advancing cooperation. Collaboration is successful when the pioneer thinks of a cross-useful group that has individuals from different offices in an association. This will guarantee that the group is rich in various thoughts. The pioneer ought to likewise urge the colleagues to utilize all abilities conceivable, both formal and casual to achieve an undertaking (Stanfill, 1987).
The other technique for empowering participative administration is enabling the individuals from the group to decide. The choices must not generally originate from the pioneer. At the point when the colleagues are permitted to settle on the choices, they feel that they are completely part of the group which builds their certainty and consequently their yield (Tichy, Hornstein and Nisberg, 1976). At long last, a pioneer ought to give however much data as could reasonably be expected to the colleagues of the group. Withholding of data just leaves the individuals dumbfounded and makes question. At the point when individuals are given the applicable data required to finish an errand, they are urged to completely take an interest and accomplish the objective.
3. What serious biases or misassumptions do groups that are involved in inter-team conflict sometimes experience? How do these biases and prejudices affect the ability of teams to accomplish their goals?
Between group relations are imperative to the achievement of a group. They advance the character of an individual and consequently it is imperative for the person to dependably feel regarded and increased in value by different individuals from the group. Between group clashes realize a few inclinations. Such inclinations incorporate stereotyping, disavowal, racial separation, and order (Strutton and Carter, 2013). As a rule, between group clashes are seen to include focal points inside the group since they include strife between equal groups. In any case, if the between group struggle happens among groups of a comparative association, the inclinations and preferences realized by those contentions could be unfavorable to the cohesiveness of the association since they may achieve unfortunate rivalries that are undesired (Turner,2016).
1. Bebbington, Diane, and Mustafa Ã–zbilgin. “The Paradox Of Diversity In Leadership And Leadership For Diversity”. Management International, vol 17, 2013, p. 14. Consortium Erudit, doi:10.7202/1015808ar.
2. Encyclopedia Of Management. Gale, Cengage Learning, 2012-Karanthi Kumar