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Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting.
A T-group or training group (sometimes also referred to as sensitivity-training group, human relations training group or encounter group) is a form of group training where participants (typically between eight and fifteen people) learn about themselves (and about small group processes in general) through their interaction with each other.
This has been applied to research on hazing and initiation rituals [17] to examine how the process of initiation for sport teams place the group in an unfamiliar state, to which group development is unpredictable, and can result in various outcomes dependent on the individual and the leadership of the team. Further, the influence of leadership ...
The neutral option can be seen as an easy option to take when a respondent is unsure, and so whether it is a true neutral option is questionable. A 1987 study found negligible differences between the use of "undecided" and "neutral" as the middle option in a five-point Likert scale. [11] Likert scales may be subject to distortion from several ...
The history of group dynamics (or group processes) [2] has a consistent, underlying premise: "the whole is greater than the sum of its parts." A social group is an entity that has qualities which cannot be understood just by studying the individuals that make up the group.
Conflict is a social process that is exacerbated when individual members of a group take sides in the debate. Among the methods to resolve conflict is mediation of the dispute by a group member not currently involved in the dispute. More specifically, a mediator is defined as a person who attempts to resolve a conflict between two group members ...
Shift response is a type of conversational narcissism—the tendency of listeners to turn the topic to themselves without showing sustained interest in others. [24] A support response is the opposite of a shift response; it is an attention giving method and a cooperative effort to focus the conversational attention on the other person.
Aligned with listening skills, team leaders are responsible for developing intervention techniques to improve overall team production. Shuffler (2011) claims that specific teams have interventions distinctly particular to their own team. Also, team building is most effective for solving specific team breakdowns, whereas team training is most ...