2 problems are not anticipated 3 the team cannot

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2. Problems are not anticipated. 3. The team cannot identify new opportunities for improvement. 4. Individual employees request to join the group. 5. The team cannot obtain new resources. 6. Members request vacation time. 7. The team members have uniform priorities. 8. The manager is not informed of issues. The correct choices are as follows: Choice #2: Problems are not anticipated. Choice #3: The team cannot identify new opportunities for improvement. Choice #5: The team cannot obtain new resources. Choice #8: The manager is not informed of issues. Question 2: Some of the problems in this troubled team may be due to personality conflicts within the team and the members' dysfunctional style for dealing with conflict. These dysfunctional styles include the following: becoming confrontational, withdrawal from the group, acting to maintain status quo, becoming competitive, and becoming emotional. Review the following descriptions of the members' behavior and attempt to identify each member's conflict-management style. First, James does not engage in conversation with team members. What is his conflict-management style? His conflict-management style is to withdraw. Next, George raises his voice and attempts to intimidate anyone who questions the quality of his work. What is his conflict-management style? His conflict-management style is to become confrontational. Next, Shanika views all success as "I win, you lose." What is her conflict-management style? Her conflict-management style is to become competitive. Next, Lars avoids drawing attention by trying to smooth over others' confrontations. What is his conflict-management style?
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His conflict-management style is acting to maintain status quo Finally, Barbara reacts to all conflict as if it is a personal attack. What is her conflict-management style? Her conflict-management style is to become emotional. Question 3: One of the other managers in your company has become very concerned about the problems in the troubled team. After a meeting, she takes you aside and asks, "What can we, as managers, do about this kind of problem?" How will you respond? Consider your response. An experienced professional might respond in this way: "This is quite a complex process. First, the manager should commit any new team member's names to memory. Next, the manager should assess each member's skills and successes up to this point. After that, the manager needs to articulate the mission, vision, and goals for the team. Each member should be allowed to describe how they could use their skills to realize the team's vision. Once a clear vision has been established, the team should have a candid discussion about the benefits of collaborative work and clear communication. Once that has been discussed, the team should come together to create rules to follow when working in the group which all members agree to follow. When the rules are in place, the manager may need to retrain on various tasks." Question 4: The manager from your company has asked you to go to lunch to discuss how someone prepares to negotiate with the members of a team that is in conflict. What process should she follow
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