Here is the synopsis of our sample research paper on Brainstorming, Conflict Resolution and Team Dynamics
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Essay / Research Paper Abstract
This 6 page paper considers both the benefits and challenges of working in teams, as well as how teams can enhance their performance. Bibliography lists 6 sources.
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6 pages (~225 words per page)
File: D0_HVtemdyn.rtf
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Unformatted sample text from the term paper:
and opinions, which can sometimes result in conflicts. This paper considers both the benefits and challenges of working in teams, as well as how teams can enhance their performance. Discussion
This paper is in part an expansion of an earlier work than considered brainstorming techniques and how they could apply to conflict resolution. The draft explored various brainstorming methods in
detail, including asking unexpected questions to get people really thinking "outside the box," a technique that apparently has great success. The earlier draft then considered how people could approach conflict
resolution; again, there are recognized techniques that have been used for some time, including the "4 Rs," the "A E I O U" method; and negotiation. This paper builds on
what has already been learned to consider conflict resolution in connection with team dynamics; as well as the challenges of working in teams and improving team performance. If teams are
to function well, they must avoid what one source calls "five natural but dangerous pitfalls," which are "absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and
inattention to results" (Conflict resolution in a dysfunctional team environment, 2005). An absence of trust comes from peoples reluctance to be "vulnerable within the group" (Conflict resolution in a dysfunctional
team environment, 2005). Unfortunately, such a lack of trust can have serious consequences for the team; such lack of trust often springs from a reluctance on the part of team
members to be open about their weaknesses and mistakes (Conflict resolution in a dysfunctional team environment, 2005). Why people should be unwilling to admit to some weakness isnt revealed, unless
its simply that people generally dont like to be seen in a poor light, especially among co-workers when jobs may be getting scarce. However, when people arent open with each
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