The role and scope of top managers in any organization demands constant interaction with their team members and developing strategies that may assist the firm to be more competitive in the industry. Importantly, managing conflict plays an important role in ensuring that employees develop critical thinking abilities and are able to make informed decisions. Building healthy relationships and engaging in good fight not only helps in interpersonal development of the employers but also boosts the confidence in the workplace. As such, there exist different methods through which administration teams can engage in respectable fights including debating on facts, development of alternatives, sharing common goals, injection of humor in the discussion, maintaining of a sensible power arrangement and solving disputes without compelling consensus (Eisenhardt et al. 220).
Focusing on facts involves having more information on the topic under discussion to help in creating basis for the argument. Considerably, large amount of data helps the team to concentrate on the real issues affecting the institution rather than personal differences (Eisenhardt et al 221). Through the use of this method, the institution may reduce the level of interpersonal conflict and increase its effectiveness in planning and overall development.
Alternative development also plays an important role in promoting good fights between management teams in an organization. Notably, through the availability of various options, the group may have vast approaches to solving specific challenges. Additionally, it provides the administration with more room to shift their stance on the subject without losing face (Eisenhardt et al 221). Furthermore, it helps the leadership to create unity by focusing on the essential aspects of the organization. Consequently, it aids in promoting diversity by considering the opinions of the different parties and evaluating the effectiveness of their opinions.
Creating a common goal in the team also helps in minimizing the number of conflicts in an organization. Understandably, this approach is essential in framing strategic choices, sharing ideas and limiting the number of destructions in the group (Eisenhardt et al 222). Furthermore, this method enables the management to focus on solving organizational issues and developing mechanisms that can help their employees improve their skills.
Additionally, the use of humor can help in reducing team conflict through the creation of a friendly environment for sharing thoughts. Undoubtedly, it involves attempts to promote a collaborative spirit and to reduce the amount of tension through making business fun. Through emphasizing excitement, every member of the management team would be able to contribute positively and reduce any interpersonal conflicts that may exist in the entity (Eisenhardt et al 222). Equally, humor acts as a defensive mechanism that can be used to protect workers from threatening and stressful scenarios that may result in lower productivity.
Considerably, balancing the power structure in the team may help in promoting good management fights. Notably, managers that believe in their team and respect their opinion in the formulation of any strategy are more likely to reduce the level of conflicts in the firm. Seemingly, this approach assists in the creation of fair environments where each member has the freedom to express their feeling about certain aspects of the institution without fear of intimidation from higher authority (Eisenhardt et al 225). For instance, the case provides an example of premier technologies where each executive participated in decision-making process despite their power differences in the firm. Additionally, the use of autocratic leadership style increases the level of conflict in the entity thus limiting interaction between team members.
Conclusion
Good fights as essential not only in defining the relationships among management team members but also defines the direction of the firm. It is therefore important for the organizational leadership to ensure that strategies such as balancing of power, creation of a common goal and focusing on facts are employed in the entity to reduce interpersonal conflicts between employees.
Works Cited
Eisenhardt, Kathleen M., Jean L. Kahwajy, and L. J. Bourgeois III. How management teams can have a good fight. Harvard Business Review Press, 2009.pp 219-227
