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.
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.
The leadership paradox entails the point at which a group needs a pioneer however the nearness of a pioneer debilitates the self-sufficiency of the group. Leadership paradox is important since it frequently challenges the part of a pioneer bringing about negative responses to directing, protecting from change, part struggle, refusal of surrender control, the worry of seeming to need capacity and uneasiness of professional stability. To this effect, the group leader can face the existing circumstances with the recently framed group when the term coordinated and understand leadership hypothesis.
Many organizational and structural changes are common with new leadership. Newly formed team leadership also brings many advantages and disadvantages to it. Participatory (participative) management is a phenomenon where employee’s opinion is also considered and taken into account for decision making. It is based on the notion that when the employees invest their time and work hard at the workplace, he/she should be given an opportunity to participate in the decision-making activities such as setting goals, determining work schedules and making suggestions. Participative management, however, involves more than letting employees take part in making decisions. It involves management treating, considering and respecting the employee’s ideas and suggestions. Four processes affect participation; they are:
1. Information sharing: This is concerned with keeping employees informed about the economic status of the company.
2. Training: This involves increasing the skill levels of employees and contributing development chances that allow them to use new skills to make effective decisions regarding the organization as a whole.
3. Employee decision making: This can come in various forms and can vary from determining work schedules to deciding on budgets or processes.
4. Rewards: This should be linked to suggestions, ideas, and performance.
Intergroup conflict occurs when two or more workgroups of any type disagree with each other. Workplace disputes and differences between groups or within a group may arise because of misconception, disagreements, intercultural differences, poor social exchange, poor communication or various other situations. Competitiveness may also cause unhealthy conflicts opposing focus groups.
Hordos, L. (2018, June 06). What Are the Causes of Intergroup Conflict? Retrieved from https://bizfluent.com/info-8463616-causes-intergroup-conflict.html
Tekleab, A. G., Quigley, N. R., & Tesluk, P. E. (2009). A Longitudinal Study of Team Conflict, Conflict Management, Cohesion, and Team Effectiveness. Group & Organization Management,34(2), 170-205. doi:10.1177/1059601108331218
PARTICIPATIVE MANAGEMENT. (n.d.). Retrieved from http://www.referenceforbusiness.com/management/Or-Pr/Participative-Management.html
Greenfield, W.M. “Decision Making and Employee Engagement.” Employment Relations Today 31, no. 2 (2004): 13–24.
Leadership paradox is being an effective leader at times gives autonomy / freedom to team and also encouraging a team member at some times to lead. To be the natural leader according to Forbes article you need to have 5 paradoxes:
1. A good leader will learn from failure and will not take it negative.
2. A good leader will not be arrogant and egoistic.
3. A leader will learn from taking initiative and innovative
4. A leader will try for the growth of team and to enhance the team knowledge
5. A leader will not force his or her decision on team , but will participate team and take consensus decision which will bring team unity
If leader is using participative management system sometimes there are the chances of team conflict because of ego issue between any members of team. Everybody’s decision cannot be accepted. So especially when a new team is there they may not accept the leader if they think he or she does not possess the qualities that a leader should have.
When it comes to participative management style I encourage that more than autocratic or Hitler style which is more authoritative giving no democracy. Participative management brings co-operation and support. I used strategy of delegating the task and responsibility and participative decision making strategy in a company where I was working as an HR lead. So I noticed that helped in reducing work pressure and makes ones task easy. In participative management every employees feel like they are part of the company and give them feeling of being valued. Every the outcome of decision making is participative so one person does not get accountable for it and get stress out. So a participative management gives leader more room and relief and to work on important part to make team stronger.
Sometime in team inter group conflict occurs or kind of debate especially in bringing some change in a company which may be very small but there are few member who encourages changes and few of them resist. So that affects overall team atmosphere and positivity. And a team lead has to handle the situation which is not that easy.
· Farrell, M. (2018). Leadership Reflections: Leadership Paradoxes. Journal of Library Administration, 58(2), 166-173. doi:10.1080/01930826.2017.1412712
· Waldman, D. A., & Bowen, D. E. (2016). Learning to be a paradox-savvy leader. The Academy Of Management Perspectives, 30(3), 316-327. doi:10.5465/amp.2015.0070
· Park, J., Lee, K., & Kim, P. S. (2016). Participative Management and Perceived Organizational Performance: The Moderating Effects of Innovative Organizational Culture. Public Performance & Management Review, 39(2), 316-336. doi:10.1080/15309576.2015.1108773
· Jago, A. G. (2017). A contrarian view: Culture and participative management. European Management Journal, 35(5), 645-650. doi:10.1016/j.emj.2016.10.001