Transcript Chapter 12

TEAM PRESSURES
Deviance – actions that violate norms
 Role expectations
 Expressing deviant opinions
 Innovating
TEAM PRESSURES (CONT’D.)
Conformity – actions consistent with norms
 Motives
 Protection of ego or self-image
 Instrumentalism
 Avoiding interpersonal conflict
 Methods
 Culture
 Responses
Groupware & Virtual Meeting Influences
GROUPTHINK
Groupthink – high-powered groups making bad decisions; mindlessness …
How Groupthink Happens
 Cohesiveness
 Structure
 Situation
 Leadership
GROUPTHINK (CONT’D.)
What Groupthink Does
 Illusion of invulnerability
 Belief in the group’s inherent morality
 Stereotyping members of out-groups
 Closed-mindedness; collective rationalization
 Self-censorship
 Pressure on dissenters
 Mindguards
 Illusion of unanimity
GROUPTHINK (CONT’D.)
How to Reduce Groupthink
 Norm setting
 Assumption testing
 Information scouting
 Challenging
 Structure shifting
 Focus meetings
 Reviewing
 processing
COMPETITIVE COMMUNICATION
How People Play Games
 Gimmick
 Script
 Payoff
How Games Affect Climate
COMPETITIVE COMMUNICATION (CONT’D.)
How to Handle a Game
 How seriously is the game affecting the team?
 How reasonable is the initiator?
 How clear is the source of the game?
 How obvious is the payoff?
 How to confront the issue
 Whether to intervene
 Getting to the game
CONFLICT
Types of Conflict
 Productive
 Positive
 Depersonalized
 Substantive
 Cooperative
 Dysfunctional
 Negative
 Personalized
 Affective
 Competitive
CONFLICT (CONT’D.)
Sources of Conflict
 Information
 Resources
 Expectations
 Needs
 Power and control
 Values, attitudes, and beliefs
 Ethics
 Personality
CONFLICT (CONT’D.)
Approaches to Conflict Management
 Individual styles
 Collaborator
 Compromiser
 Accommodator
 Controller
 Avoider
CONFLICT (CONT’D.)
Communication Adaptation
 Concern for individuals and the team
 Fairness and equity
 Good humor
 Sense of humor
CONFLICT (CONT’D.)
Processes of Conflict Management
 Assess importance
 Diagnose the conflict
 What is the focus
 Analyze people’s interests
 Analyze how the team normally transacts issues
 Manage conflict indirectly?
 Confronting and negotiating