Influence and change in organizations Essay Example | Topics and Well Written Essays - 1000 words

Influence and change in organizations - Essay ExampleSince the creativity, innovation, individuality, and emancipation of the workforce decreases out of poor teamwork (Robertson, Callinan and Bartram, 2002, p. 29), the overall work performance of a team tends to suffer. Also cognise as interpersonal interaction conflict, a nonher factor that can trigger a significant chastise in work performance is the armorial bearing of relationship conflict. Based on the research study that was conducted by Martinez-Moreno et al. (2009), the charge of relationship conflict when combined with process conflict could severely damage the team performance. alike to the research findings of Martinez-Moreno et al. (2009), explained that the posture of positive and negative mood has a significant impact over the aim of relationship conflict. According to De Dreu and Weingart (2003), relationship conflict occurs when the team members encounter interpersonal disagreements with one another. When left unresolved, the presence of task-related and relationship conflicts could adversely affect the team members desire and satisfaction to work with the group (Bono et al., 2002). In to the highest degree cases, having a large group of unsatisfied team members is enough to motivate themselves to withdraw themselves from working with the team. presumption that the number of unsatisfied team members is high, the chance wherein the group performance would decrease increases. In the past, several studies revealed that the presence of interpersonal disagreements could negatively affect the mood, feelings, and work attitude of the involved team members (De Dreu and Weingart 2003 Bono et al., 2002). With this in mind, it is clear that the presence of relationship conflict can be considered as a hindrance towards the ability of the team to alter the quality of their group performances. Since the presence of relationship conflict can create an unhealthy work environment, the principal(preno minal) Executive Officer (CEO) should challenge himself to keep on searching for new ways on how to effectively solve issues not only related to relationship conflict but also that of a task-related conflict. To emend team performance, the CEO should be aware of the importance of having a high-priced leaders approach. Basically, a good leadership skill is necessary to increase the ability of the CEO to motivate the team members to become not only a self-directed employee but also an active team member who can be easily directed to work towards a single organizational goal (Bambacas and Patrickson, 2008 Mayfield and Mayfield, 2006 Barbuto, 2005). In this case, the use of transformational leadership style is effective in terms of encouraging the rest of the team members to work well without frequently need of supervision (Winston and Patterson, 2006 Barbuto, 2005). To accomplish a incorporated goal, each of the team members is expected to work interdependently as they convert the ir inputs into a group performance (Marks, Mathieu and Zaccaro, 2001). However, the presence of conflicts makes the team unable to accomplish a collective goal. By nature, task-related or informational conflict and relationship conflict differs from one another. For this reason, Curseu (2011) strongly suggest that the CEO should guardedly select the best leadership style that could effectively solve the type of disagreement. For instance, when solving problems related to relati