CSE1720 Semester 1 2005 Week10 /1 External Interrupts - Events n How well are you managing your time- with this unit and the other units ?

CSE1720 Semester 1 2005 Week10 /1

External Interrupts - EventsExternal Interrupts - Events

How well are you managing your How well are you managing your time-with this unit and the other time-with this unit and the other units ?units ?

Working Effectively in a Working Effectively in a TeamTeam

Week 10

NONE OF US NONE OF US IS AS SMART IS AS SMART AS ALL OF USAS ALL OF US


Objectives of this Objectives of this PresentationPresentation

Conflict is normal (and good!). It Conflict is normal (and good!). It just needs to be managedjust needs to be managed

Identify your conflict handling styleIdentify your conflict handling style

Steps for problem solving approachSteps for problem solving approach

Strategies for better communicationStrategies for better communication


Ingredients for a Ingredients for a Successful TeamSuccessful Team

1. Clarity in team goals - and a 1. Clarity in team goals - and a planplan

2. Clearly defined roles and rules2. Clearly defined roles and rules 3. Balanced participation3. Balanced participation 4. Awareness of the group process4. Awareness of the group process 5. Conflict management 5. Conflict management 6. Clear communication6. Clear communication


Goals, Roles and RulesGoals, Roles and Rules

Has your team defined its goals?Has your team defined its goals?

Who is going to do what? How will Who is going to do what? How will you find a balance and monitor you find a balance and monitor that?that?

What are your ground rules?What are your ground rules?


4-Step Group Formation 4-Step Group Formation ModelModel

FormingForming

StormingStorming

NormingNorming

PerformingPerforming


Conflict - definitions Conflict - definitions

To come into collision, to be in To come into collision, to be in opposition or at variance; disagreeopposition or at variance; disagree

A controversy, a quarrel, discord of A controversy, a quarrel, discord of feelings or actions as in feelings or actions as in

a a conflict of ideasconflict of ideas


Conflict is NormalConflict is Normal

Some conflict is inevitable - it is Some conflict is inevitable - it is normal human behaviournormal human behaviour

Conflict can be functional or Conflict can be functional or dysfunctional dysfunctional


Dysfunctional conflict: Dysfunctional conflict: – threatens group survivalthreatens group survival– diverts energydiverts energy– destroys morale and trustdestroys morale and trust

Functional conflictFunctional conflict– improves decision makingimproves decision making– stimulates creativitystimulates creativity– releases tensionreleases tension– increases energyincreases energy


We need to We need to manage conflictmanage conflict, not , not eliminate it. eliminate it.

What sorts of conflicts can happen What sorts of conflicts can happen when people come together to when people come together to work as a team?work as a team?


Low GOALS HighImportance Importance

High Importance

RELATIONSHIPS

Competing

Compromising

Avoiding

Accommodating

Collaborating


Conflict Handling StylesConflict Handling Styles

SharkShark -competing-competing FoxFox -compromising-compromising TurtleTurtle -avoiding-avoiding TeddybearTeddybear -accommodating-accommodating OwlOwl -collaborating-collaborating


CUDSA CUDSA modelmodel

1. 1. CConfront the conflictonfront the conflict 2. 2. UUnderstand the other’s positionnderstand the other’s position 3. 3. DDefine the problem(s)efine the problem(s) 4. 4. SSearch for and evaluate earch for and evaluate

Alternative solutionsAlternative solutions 5. 5. AAgree upon, implement and gree upon, implement and

evaluate the Best solutionevaluate the Best solution


Some Communication Some Communication StrategiesStrategies

Choose an appropriate time and placeChoose an appropriate time and place Maintain eye contactMaintain eye contact Define the problem using “I” Define the problem using “I”

statementsstatements Don’t use labels/insultsDon’t use labels/insults Give positive as well as negative Give positive as well as negative

feedbackfeedback Ask questions to clarifyAsk questions to clarify


““I” versus I” versus “You”statements“You”statements

You’ve done a terrible job on this You’ve done a terrible job on this

I feel worried that this is not up to I feel worried that this is not up to the required standard and we’re the required standard and we’re going to get a bad markgoing to get a bad mark


““I” versus I” versus “You”statements“You”statements

You are late to every meeting – its You are late to every meeting – its impossible to work with youimpossible to work with you

““I’m finding it really frustrating I’m finding it really frustrating when you are late and we have to when you are late and we have to repeat everything we have already repeat everything we have already said. Can we talk about this?”said. Can we talk about this?”


Common Case Study Common Case Study conflicts!conflicts!

Late to or missing meetingsLate to or missing meetings

Not finishing allocated task or not Not finishing allocated task or not to expected standardto expected standard

Aggressive/domineering mannerAggressive/domineering manner

Uncooperative attitudeUncooperative attitude


Conflict Resolution Conflict Resolution ProcessesProcesses

Try the methods outlined here within Try the methods outlined here within the groupthe group

Talk to your supervisor, who can act as Talk to your supervisor, who can act as facilitator to resolve problemfacilitator to resolve problem

Notify coordinators, who can attempt Notify coordinators, who can attempt conciliation and/or take formal action to conciliation and/or take formal action to resolve problem. resolve problem.


5 Modes of Conflict 5 Modes of Conflict HandlingHandling

1. Confrontation - project managers 1. Confrontation - project managers (for example) use a problem solving (for example) use a problem solving approach. Allows the affected parties approach. Allows the affected parties to ‘work through’ their disagreementsto ‘work through’ their disagreements

2. Compromise - A Give and Take 2. Compromise - A Give and Take approach. Bargaining and searching approach. Bargaining and searching for a solution should give all parties for a solution should give all parties some satisfactionsome satisfaction


5 Modes of Conflict 5 Modes of Conflict HandlingHandling

3. Smoothing. Avoid or play down 3. Smoothing. Avoid or play down areas of differences. Emphasise, areas of differences. Emphasise, highlight areas of agreement (and highlight areas of agreement (and empathise ?)empathise ?)

4. Forcing. Seen as a win-lose 4. Forcing. Seen as a win-lose approach. One viewpoint is stressed approach. One viewpoint is stressed at the expense of another viewpoint.at the expense of another viewpoint.

Used by very competitive or Used by very competitive or autocratic managementautocratic management


5 Modes of Conflict 5 Modes of Conflict ResolutionResolution

5. Withdrawal. Managers retreat 5. Withdrawal. Managers retreat from an actual or potential conflict.from an actual or potential conflict.

It is the least desirable mode of It is the least desirable mode of handling conflict.handling conflict.

Why ?Why ?


Conflict ResolutionConflict Resolution

Confrontation focuses on Confrontation focuses on addressing conflicts using a addressing conflicts using a problem solving approachproblem solving approach

It is an ‘all parties’ affair - to find It is an ‘all parties’ affair - to find the best way to solve a conflict.the best way to solve a conflict.


Effective ConfrontationEffective Confrontation

1. Suggest more positive ways of 1. Suggest more positive ways of dealing with the situationdealing with the situation

2. Acknowledge that negative 2. Acknowledge that negative feelings were justified feelings were justified

3. Explore the reasons why people 3. Explore the reasons why people felt and acted as they didfelt and acted as they did


Non-Effective Non-Effective ConfrontationConfrontation

1. No response or reaction from the 1. No response or reaction from the ‘injured’ party - user, analyst, owner‘injured’ party - user, analyst, owner

2. Negative effects of some action 2. Negative effects of some action stressed by some agent - no plussesstressed by some agent - no plusses

(User ? Analyst ? Owner ?)(User ? Analyst ? Owner ?) 3. Criticism only of (User ? Analyst ? 3. Criticism only of (User ? Analyst ?

Owner ?Owner ?


A Final ThoughtA Final Thought

Some people have very good Some people have very good communication skillscommunication skills

Others have good technical skillsOthers have good technical skills People with both sets of skills are rarePeople with both sets of skills are rare Both sets of skills can be developedBoth sets of skills can be developed Career advancement is (often) based Career advancement is (often) based

on or influenced by communication on or influenced by communication skillsskills


Project Team Project Team PresentationsPresentations


Project Team PresentationsThe presentations this semester will be run over 4 evenings and the most appropriate are

Groups

Week 10 Thursday 12th May



Week 13 Thursday 2nd June


The Australian AnthemThe Australian AnthemAustralians all let us rejoice,For we are young and free,We’ve golden soil and wealth for toil;Our home is girt by sea;Our land abounds in nature’s giftsOf beauty rich and rare;In history’s page, let every stageAdvance Australia Fair.In joyful strains then let us sing,Advance Australia Fair.


The Australian AnthemBeneath our radiant Southern CrossWe’ll toil with hearts and handsTo make this Commonwealth of ours

renowned of all the lands;For those who’ve come across the seasWe’ve boundless plains to share,With courage let us all combineTo Advance Australia Fair.In joyful strains then let us sing,Advance Australia Fair.

Documents

CSE1720 Semester 1 2005 Week10 /1 External Interrupts - Events n How well are you managing your time- with this unit and the other units ?