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.

XXX’s Post

Leaders are the ones who is central for the experience of the employees within an organization. A leadership paradox is the alternate view of leadership where the leaders set their own direction for achieving a differentiated leadership. For instance, in an organization where the employees have to strictly follow the orders of leaders, but within that organization when the leaders ask the employees inputs when making important decision.

There are five ways you can encouraging participative management within your employees. 1. Promote teamwork across departments – cut across departmental boundaries to make a full advantage of ideas and experience of people. 2. Be generous with information – always provide steady stream of information about the business to your employees to make wiser decisions. 3. Let employees make decisions – give employees decision making authority by asking their inputs when making decisions. 4. Being passionate about mission – often talk about the organization mission to the employees, seek out and hire people who align with organization’s mission and ensure it is reflected in organization culture. 5. Create clear roles – creating clear roles is very important in an organization as it makes the employees to understand their responsibilities and make position them as leaders in their stream of work.

As we know, team is a group of people working on shared goal. As the team work on common goal, the team members have a kind of similar mentality. If in case, one team had to work with another team, because of differences in the teams’ goals, there is high possibility of disagreements with the teams. This is called inter-team conflict. Disputes or conflicts might arise due to various factors that includes culture, gender and individual’s personalities. Conflicts also occur between day and night shift worker groups when one group feels that they have overloaded work when compared to the other group.

References

Obolensky, N. (2010). Complex Adaptive Leadership : Embracing Paradox and Uncertainty. Farnham, Surrey: Routledge. Retrieved from http://0-search.ebscohost.com.library.acaweb.org/login.aspx?direct=true&AuthType=ip,cpid,url&custid=s4338230&db=nlebk&AN=389791

Lambooij, M., Flache, A., Sanders, K., & Siegers, J. (2007). Encouraging employees to co-operate: the effects of sponsored training and promotion practices on employees’ willingness to work overtime. International Journal of Human Resource Management, 18(10), 1748–1767. https://doi.org/10.1080/09585190701570932

HALLENBECK, K. (2017). 5 steps to resolve conflicts: Even the best-managed teams will have internal disputes. New Hampshire Business Review, 39(25), 17. Retrieved from http://0-search.ebscohost.com.library.acaweb.org/login.aspx?direct=true&AuthType=ip,cpid,url&custid=s4338230&db=b9h&AN=126624652-Ruthvi Patel

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