D7

Discussion: 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. Specific Instructions: See class discussion/posting requirements. Be sure to support your work with specific citations from this week’s Learning Resources and any additional sources. Read a selection of your colleagues’ postings. Respond to at least 3 of your colleagues’ postings in one or more of the following ways: • Ask a probing question, substantiated with additional background information, evidence or research. • Share an insight from having read your colleagues’ postings, synthesizing the information to provide new perspectives. • Offer and support an alternative perspective using readings from the classroom or from your own research in the Campbellsville University Library • Validate an idea with your own experience and additional research. • Make suggestions based on additional evidence drawn from readings or after synthesizing multiple postings. • Expand on your colleagues’ postings by providing additional insights or contrasting perspectives based on readings and evidence. Return to this Discussion several times to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of the comments your colleagues made. Reply to class mate: class mate1: The leadership paradox The organization Catch 22 is the time when a social affair needs a pioneer yet the closeness of a pioneer undermines the balance of the get-together. This offers the friendly exchange of whether a social event that can lead themselves genuinely requires the relationship of a pioneer. Association bewilder can here and there test the bit of a pioneer achieving negative reactions to arranging, security from change, part battle, refusal to surrender control, stress of appearing beyond what many would consider possible and uneasiness of ace steady quality. A pioneer can encounter challenges with a beginning late incorporated amassing when the social event works under an acknowledged expert speculation. Evident Leadership Theory is the time when a party considers a pioneer defending their effect. This can address a test since the get-together is starting at now bound and not spoken to by the pioneer and the social gathering could have suppositions of how the pioneer should function. In case the pioneer does not move in the way in which they respect legitimizing their effect, the social gathering won’t respect the individual and in this manner revolt under power issue. Simply through best affiliation get-togethers (TMTs) from dynamic coalition will test the standard viewpoint of the pro of there being one pioneer responsible for the likelihood that association is a get-together system. “Undoubtedly sustaining and more clear administrator experience would be the favored mode for most relationship from the point of view of the experts.”  Clarifications behind going up against inconveniences in gatherings  New authority inside an affiliation is earnest; it brings life and imaginative thoughts and bolster exceptional accomplishment. While a beginning late moved pioneer may be energized at the likelihood of achieving the pined for work title and office, distinctive pioneers go up against some standard troubles in the new affiliation part (Charles, 2015). Participatory management Participatory affiliation, another style in the working environment affiliation, is the introduction of interfacing with individuals from a social occasion, for example, executives of a relationship, to share in authentic central activity.  A few affiliations are seen for the manner by which they keep their specialists related with and amped up for their work. They keep this shading flicker by enabling their administrators to perceive commitment of their own undertakings at the work environment.  Accurately when an association gives its delegates the fitting expert to obliterate their undertakings and assignments, they feel more respected to utilize their own particular system for considering and learning in accomplishing their work destinations.  Executing participatory association To get directly to the point there isn’t any more right participatory affiliation show up. You ought to see how your business limits, what your managers think, what their longings are, and what they should need to change. It is crucial to discover what the guideline inspirations and disillusionments are today. Intergroup conflict Participatory affiliation, another style in the working environment affiliation, is the introduction of interfacing with individuals from a social occasion, for example, executives of a relationship, to share in authentic central activity.  Assorted variety- A few affiliations are seen for the manner by which they keep their specialists related with and amped up for their work. They keep this shading flicker by enabling their administrators to perceive commitment of their own undertakings at the work environment.  Poor Communication- Accurately when an association gives its delegates the fitting expert to obliterate their undertakings and assignments, they feel more respected to utilize their own particular system for considering and learning in accomplishing their work destinations.  Unequal Reward Structures- To get directly to the point there isn’t any more right participatory affiliation show up. You ought to see how your business limits, what your managers think, what their longings are, and what they should need to change. It is crucial to discover what the guideline inspirations and disillusionments are today. class mate2: Part A Paradox is a statement that despite sound reasoning from acceptable premises, leads to a conclusion that seems senseless, logically unacceptable, or self-contradictory. Leadership Paradox is something which includes influencing the people by defining yourself. Leadership paradox consists of many different things to consider. Sometimes leaders or the managers prefer to lead the team taking all the responsibilities and sometimes they just are back. Maintaining a good relationship with the team and sometimes not. Being dynamic or reflective. Freely expressing the views or being diplomatic. Considering the team success or the whole organization success and many more things adds up to the leadership paradox. Participative management system is otherwise known as employee involvement or participative decision making, encourages the involvement of stakeholders at all levels of an organization in the analysis of problems, development of strategies, and implementation of solutions. There are four processes which influence participation in a team. They are  information sharing which involves the employees being informed about the economic status of the company, training which involves raising the skills according the market and making them effective, employee decision making like determine the work schedules and budgets, and the last one is rewards which is tied according to the performance, ideas and suggestions which help the company. The leaders can face difficulty in the newly formed teams or groups using participative management because of different issues like lack of interaction, Fear, security issues, slow decision making and many more. Lack of Interaction is something because the team is new and the people around are new to each other the bonding between the manager and the team needs more time that is the reason why there is lack of interaction between the team. Fear is the main and we find it in all the teams and the people who are new to team fear and hesitate to talk and need time to open up so this is again a difficulty which the team finds in participative management. As the name suggests the team should be participative. Slow decision making is again the same issue because the team is not open the decision takes time. Security issues are the members of the team are aware of all the information, whether confidential or informative. Which may leads to disrupt the security issues. Fear of information to be leaked out is more in this case. Part B  There are different strategies to encourage participative management in the workforce they are increasing the employee satisfaction, improving process, valuing diversity, regular meeting, incentives, encouraging the teams to set the goals for the company, suggestion boxes and many more. The company should be open about the economic condition of the company with the employees and all these strategies help the company to adopt participative management. The ways to implement these strategies are allow the team members to open up and make the decisions and managers should go slow and give time for the team members to adjust to the new environment and all the strategies work pattern should be discussed so that the team will be having all the options and will participate to complete the task and help the company grow. Part C. Struggle is a contradiction which likely happens inside the individuals from a group. At the point when clashes happen, separation is probably going to be experienced. Uneven correspondence or question will be experienced by a few individuals. Pioneers may begin sharing data in an unequal way when individuals differ on a few issues like the execution. The individuals prone to rely upon others more may neglect to be given complete consideration required. At the point when this happens, even the method for compensating individuals may vary. A few individuals may be paid more pay than others or given less long stretches of work. Likewise, pioneers in some cases may be discriminative while designating individuals in various positions. A few individuals will be given parts which even don’t fit their aptitudes because of their pioneers. This sort of separation influences how individuals function. Part’s inspiration towards work is influenced. They won’t fill in as before in light of the fact that they feel disregarded and not increased in value by others in the gathering. Additionally, when individuals are given duties which don’t fit their aptitudes, they will wind up giving poor outcomes. class mate3: A.      Managers and leaders are said to be the central of every organization due to their work experiences. Leaders are the part of very work in the organization the effort of leader will be their till the last. Leaders will shape the culture but the effect will be seen after years. It is said that leaders will create subculture in the organization(Baumgartner, 2011). In which it involves control and command in the operation in this culture the leader will take inputs of all the employees for making decisions. This subculture of the team will exist in the broader framework. Participative approach to the management will increase the ownership of the employees. Participative management will increase the productivity. As employees will know their duties and takes charge of it. Employees in the organization which implement participative management are more satisfied with their jobs. Increased productivity and job satisfaction will require great motivation. B.     Participative management will let employees to take charge of their duties, accountability of work within the organization. The strategy of the leader is to encourage employees which are more qualified and will allow keeping eye on strategic planning and other employees will manage different work. Participate management will tell what they need, what are their goals and what should be the result(Peus, 2016). Leaders will use participative management strategies for their advantage. The strategy of participative management is to promote learning and it is used for the development of the career. The next strategy is to increase the satisfaction of the employees. Survey is done within the organization to know employees are satisfied or not. C.     Inter team relations is very necessary for the success of the team at the time of collaborating with different team. It is very necessary for the team members to get respect. Inter team relation is depended on the social comparison(Canals, 2012). Misassumption or biases will arise in the intergroup association within two or more than two groups. At the team of conflicts within the team they are chances of favoring a certain person or the complete team or they behave as cognitive bias. At certain time leader need to choose only one side to handle the conflicts. The differences which occur within the teams will affect the team by losing focus, aims, goals etc.