Team Building and Conflict Management

Paper Summary:

The paper explores an innovative way of building a team through personality, as opposed to the traditional way of skill sets and titles. The paper also explores how this creative team building style results in efficiency in employees and how it truly reduces opportunities for conflict. The paper concludes that companies can tailor specific aspects and characteristics the company wants its employees to posses by staying away from traditional models that may be quick and easy, yet produce mediocre results.

Outline:
Introduction
Traditional Team Building versus Non Tradition Team Building
Team Building Exercises
Team Assimilation
Conclusion

From the Paper:

"Many companies lack the time, the resources or simply the desire to build their teams any other way than the traditional models that a multitude of businesses practiced before them. Teams are comprised of individuals with impressive resumes or internal clout due to the amount of time the individual has worked for the company. While this has worked for some companies the traditional model of team building pays no mind to the particular dynamics of a team or any potential conflict that can arise within the team. The success is left to mere luck and today that is quite simply an unacceptable way of doing business."

Sample of Sources Used:

• Bentley, Ross (2006). The cook, the ape and the Da Vinci Code. Training & Coaching Today,10-11. Retrieved July 30, 2008, from ABI/INFORM Trade & Industry database. (Document ID: 1103212741).
• Kinsman, Michael (2005). Hiring the Right Person; Interviews and references aren't enough. Network Journal, 13(3), 33. Retrieved July 31, 2008, from Ethnic NewsWatch (ENW) database. (Document ID: 976900531).

More papers on Team Building and Conflict Management:

• Research Paper # 98308 : "Team Building and Conflict Resolution"
• Case Study # 73102 : "Conflict Management: Case Analysis Of Balt Healthcare"
• Essay # 49437 : "Team Building"

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