report for tutorial presentaion.doc

1、 Report for the Tutorial Presentation 1.Introduction and conclusion:no more thanOur goup was consisted by four members,and the topic of our tutorial group presentation mainly focused on trust in the work establishing in four aspects:“How Trust Is Measured Based On A Survey”,“Trust In The Workplace”,

2、“Dependency,Trust, Control In The Contemporary Organization” and “Leadership and Trust Facilitating Cross Team Success“.During the completion, we experienced the effectiveness and happiness of cooperation;on the other hand, we met lots of problems and also had some conflicts,though these difficultie

3、s brought some confusions,we grew up and learned so much that we though such an effort, however, would be worthwhile.The conclusions we got are as follows:Firstly,Trust has great effect in the communication for it can be involved in organizational processes to make the process open and meaningful 1,

4、when the employees are monitored strictly by a supervisor ,they would have little autonomy to organize their own work,in this case,establishing or strengthening trust will be very difficult.2. Secondly, employees and leaders might be the most important role of leaders3. Moreover ,researched reveal t

5、hat selecting and training members appropriately increase their trust effectively.42.Description of group experienceIn this tutorial presentation ,I worked with other three classmates, during completing this presentation ,we worked together ,everyone was assigned different tasks,and we finished it s

6、uccessfully. We firstly found meaningful topics and then had prepared enough to find relative information, research journals,collecting and analysis data,finally we made some conclusions.In this activity,we experienced how the whole team work processing and learn so much about interpersonal and grou

7、p interactions.It is true that the group interactions have both positive and negative sides.When we negotiated , conflict cannot be get rid of ,not following our expectations,having open discussion of conflict were not always bringing advantages, it may come with negative effects ,reducing productiv

8、ity and lowering job satisfaction. During the work we found that the conflict can be divided into task conflicts and relationship conflicts,these two kinds of conflicts are different that the first one occurs when there are disagreements in completing the tasks, however, relationship conflict is ini

9、tiated by inharmonious interpersonal relationships and is linked with friction and tension5 . As relationship conflict is considered to hinder performance because it leads to negative emotions,destructive behavior and distraction,some researches show that task conflicts can improve the performance a

10、s it gives rise to evaluation of assumptions ,open expression, therefore generating better solutions becomes easy. Conflicts and relationship negatively have something to do with individuals satisfaction, the members want to stay in the group, favoring of other group members6. The regular patterns a

11、re like this ,when we are doing very routine tasks, it is not good l to group functioning when many disagreements come out . On the contrary, when the group performs nonroutine tasks, disagreements wont have detrimental effects, and in some extent, disagreements are beneficial to the tasks. While di

12、scission of conflict were not always advantageous and norms were linked with an increase in the number and intensity of relationship conflicts, they did not increase members ability to deal with the conflicts constructively7.We tried our best to make the positive effect to the best, to avoid the neg

13、ative effects relationship conflicts brought in and made use of the positive effects task conflict had,by having effective communication, advocating self disclosure to lead ideas diversity. After putting forward self awareness and ending active listening, collecting feedback was important. When face

14、d with difficulties in teamwork ,we did consider finishing the work individually, however we found that individuals cannot perform better than teams in solving task problems.Sometimes conflict is actually a part of the creative and responsive culture as ideas and opinions can be expressed open-minde

15、d and relative problems can be resolved easily. Besides,researches reveal that conflict is a very important factor in the performance of team activities .We raise up the idea in this presentation that all conflicts come out because of emotion as conflicts involving perception to individual and team

16、goals. Moreover, we have found that emotional intelligence might be associated with conflict management in teams. In other words, we are willing to admit that individuals with higher emotional intelligence can resolve conflict more efficient when compared to the ones with lower emotional intelligenc

17、e8.However, it doesnt mean that with higher emotional intelligence,we could cooperate well. We had research the effects of control in relationships we considered some factors like use of performance appraisal systems,working time regulations, monitoring by supervisors, autonomy to organize the work

18、and so on. In consequence,we knew that monitoring too much but lack of autonomy ,working time regulations strictly , are negatively related to trust. So trust and free working environment is necessary.Reflections:In this experience of working in this tutorial group,I had learned so much,I got to und

19、erstand deeply how important teamwork is that the power of individual is limited , but the power of team group is limitless.However ,how to work together well was not that easy,you need to communicate and even have conflicts.First of first we should understand the meaning of teamwork is that we are

20、a cohesive group,we are one.Second,we can have our own ideas and speak out, self disclosure is needed,only by this ,can we open up our mind,and dont be afraid of having conflicts ,they can bring benefits. But during the conflicts we should listen others opinions carefully, trust and respect each oth

21、er ,which can help avoid unnecessary relationship conflicts reducing the efficiency of the tasks.In the following time, I know what I should do to make the teamwork to process better, make the positive effect to the best, reduce the negative effects to the lowes. I have learned how to listen to the

22、others and absorb the information ,adopt their advantages and put forward my considerations and suggestions.Though we may have conflicts, we would respect and trust each other, cope with the effectiveness and the ineffectiveness well.In the end ,I want to say that with these feelings and experiences

23、,I believe in the future interpersonal or group interactions,I could perform well.References1.Avner Ben-Ner,Freyr Halldorsson,“How Trust Is Measured Based On A Survey“2.Robert W. Rogers, Sheryl Riddle,“Trust In The Workplace“,Development Dimensions International, Inc.,3.Carole V. Wells and David Kip

24、nis, “Trust, Dependency, And Control In The Contemporary Organization“,Journal of business and paychology,Volume 15, Number 4 (2001), 593-603, DOI: 10.1023/A:1007871001154.Sheila Simsarian Webber, (2002) “Leadership and trust facilitating cross-functional team success“, Journal of Management Develop

25、ment, Vol. 21 Iss: 3, pp.201 - 214 5.Karen A. Jehn,“A Multimethod Examination of the Benefits and Detriments of Intragroup Conflict“Administrative Science Quarterly, Vol. 40, No. 2 (Jun., 1995), pp. 256-2826.Peter J. Jordan a; Ashlea C. Troth ,“Managing Emotions During Team Problem Solving: Emotiona

26、l Intelligence and Conflict Resolution“7.Christian Grund,Christine Harbring,“Trust and Control at the Workplace: Evidence from Representative Samples of Employees in Europe“IZA DP No. 4297,July 20098.Lin Lu,Fan Zhou, Kwok Leung,“Effects of task and relationship conflicts on individual work Behaviors“ International Journal of Conflict Management ,Vol. 22 No. 2, 2011 pp. 131-150Appendix