A team relation is one indispensable part in organization's development, which managers could strongly emphasize in their plans. However, they themselves must have recognized and trained in much of an ever changing teamwork dynamic.
Having done so, they would then nurture them in an organization, and later turn their scrutinizing eyes on future staff -during interviews and, as key emphasis in staff workshops. Some of the key workshop ingredients could be learning sessions in conflict resolution, negotiation and stress management.
Otherwise, without health team relations, staff performance can be adversely affected as there might be reduced morale to work in a conflicting work environment, high toll on the mental health dysfunction of workers; confusion, disengagement, absenteeism and dismissals of affected staff by their unsuspecting bosses.
In teams, however, conflicts are the most infectious yet inevitable challenges. There can always be strategy-based and content-based disagreements. Regular meetings have been known to be best remedy for organizations and groups marred with conflicts. It can also mean bringing to the table every arising individual-concern for solution-finding to avoid spill-over effect.
Modalities thought to best work for specific interventions must be discussed before executing the tasks in line with them. There are teams that could be "shrewd" enough to come out with suitable structures, forming suitable operations guidelines and systematic steps -with which to successfully implement organization programs, even when their initiatives contradict the organization ones -conceivable "not to be smart" enough; so long as in the end, anticipated organization goals are met.
While in the meeting, it is best when each member makes a contribution or suggestion; the quietest members ought to speak or be encouraged too. For justice assurance, also, equal time for everyone to express strongly held views should be allocated.
At the beginning of meetings agendas can be created basing on key contentious areas in team building the causes of arguments, have discussions done around them, followed by agreements and ways forward.
While expecting that at the end of the meeting, conflicting team members re-think their positions and realign themselves with the rest of the team's mainstream one. However, care must be taken to ensure equal platform for everyone to air out his or her views.
In a team, it is all about consulting each other before action, reporting the action to the rest of the members, and involving them in any plan -whose outcome could affect them all. Every member must have either participated in the plans or sought to be furnished with information about it.
Some organizations may have a culture or history of nurturing all staff equally to become leaders -starting from the team situation. However, one wonders how everyone can be leader within a team of five people. What a test! It is usually difficult one, unless all members are given clear roles structures for them to play and achieve through.
In spite of that, there is always a tendency of one member in the team emerging dominant, and later imposing himself or herself on the team as overall decision-maker. Nature must have provided that; for anything to function normally there must be a leader no matter how that leader comes to exist as one. It is such mysterious circumstances that even make people (spiritualists) think leadership is from God.