What are the issues at this meeting?
In the board, some of the issues which were presented entailed the funding and coordination of a project of construction of a playground in the neighborhood. However, apart from the issue of playground planning, the board members seemed to have a small level of difficulties in knowing their teammates. The board was composed of two group of the first group made of veteran members while the second group was made of new members. However, throughout the interaction, the board members made it clear that they were seeking an effective relationship with each other. This was expressed through their professional and cordial relations with each other.
What did they do well as a group?
As a group, the team ensured they overcome the challenge of not knowing each other. This is depicted by the time consumed in the introduction when the meeting commenced. Due to the effective introduction, members of the group seem more comfortable with each other, hence making it easy to express the ideas in hand. Additionally, even though it was the first time for the group members to be together, they seemed to talk about common issues even where one of the group members raised a differing opinion.
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Can you identify constructive or deconstructive conflict occurring in this group? What are some key indicators? What conflict styles do you see?
In the video, constructive conflict is demonstrated rather than destructive conflict. Constructive conflict is defined as a form of conflict where the benefits exceed the costs, thus the conflict manages to generate productive and beneficial decisions (De Dreu, 2017). One of the examples of constructive conflict during the meeting is when one of the board members proposed to conduct a bake sale as a way of raising $35, 000. Other board members did not seem to support the idea, but the constructiveness of the conflict was demonstrated where alternative solutions were raised by the other members. On the other hand, some few questions were being raised as a way of getting clarification on thoughts and ideas raised by the team members. The approach can be viewed as being similar to passive aggressive which has the ability to develop into a confrontation on the basis of destructive rather than constructive conflict.
Based on what you learned this week, how might you handle this situation differently?
The group was meeting for the first time, and thus, I would have invested more time in introductions so that members can know each other well. As demonstrated above, the team managed to conduct the meeting very well. However, it could have been more beneficial if the meeting was conducted under specific agenda or guidelines so that they can have an effective brainstorming period so that each member of the meeting can feeling that their suggestions were given appropriate merit. Also, having guidelines and agenda for the meeting would contribute to keeping track of the newly formed team without swaying away from their main issues.
Video Analysis - "The Politics of Sociology"
What are the issues at this meeting?
The primary tasks assigned to the team for discussion was based on the reduction of the number of students enrolling at the university. One of the solutions which were supposed to be weighed was whether Sociology course was viable due to the immediate landscape in the selection of the course at the university. The other issue during the meeting was the confrontation between the different members of the team, with the conflict being interpersonal in nature.
What did they do well as a group?
Although there were interpersonal conflicts during the meeting, the team managed to communicate the basis of their opinions and suggestions clearly. Due to this, the team members were able to raise different questions on the topic under discussion, and valid answers were offered by the team members who understand the questions. This indicated that all the team members were adding relative value to the discussion.
What types of conflict do you see in this video? Provide examples.
During the discussion, off-hand comments from different members of the team resulted in interpersonal conflicts. However, it is difficult to conclude whether the conflict was between the individuals of the existing conflicts between the university departments (Baillien, & Zapf, 2016). If it was a department drive conflict, the conflict would have been group conflict rather than interpersonal conflict. Some of the examples of the conflict in the meeting are seen when a woman says, “oh here we go, oh here we go” as one of the gentlemen in the meeting was trying to express his feelings.
There is a clear leader in this video. What can he do to be a better leader for this group?
Yes, there is a clear leader in the meeting. Some of the things that Steve would have changed to become a better leader of the group by establishing clear interaction guidelines as a way of ensuring there are minimal off-handed comments and ensure the discussions are moving towards a common agreement for the issues in hand. Also, Steve would have maintained the control of the meeting by asking specific questions to specific people so that each member of the team can give his or her viewpoint on the matters at hand. Lastly, Steve could have addressed the main issue which was the issue of competing for interest among the group members, and this would have been achieved by establishing his authority at the beginning of the meeting.
Based on what you learned this week, how might you handle this team situation differently?
As the leader of the group, I would take a proactive approach and clearly define the objectives of the discussion as the first step. Then, once the meeting commences, I would have addressed the different issues which may arise from the topic and acknowledge the barriers these issues will create the effectiveness of the discussion. Lastly, I would ensure destructive conflict is minimized and replaced with constructive conflict.
References
Baillien, E., Escartin, J., Gross, C., & Zapf, D. (2016). Interpersonal conflict and conflict escalation amongst victims and non-victims of workplace bullying .
De Dreu, C. K., Kluwer, E. S., Euwema, M. S., & Van der Vegt, G. S. (2017). Conflict and culture across time and space: Work and legacy of Evert van de Vliert. Negotiation and Conflict Management Research , 10 (2), 141-152.
