Mgt 311

1255 WordsJul 29, 20136 Pages
MGT/311 Riordan Manufacturing – Team Strategy Plan Part I. Team Strategy Plan Being part of a group of newly hired team the Superintendents at Riordan Manufacturing believes in trusting teams; also, this is the key way to suppling work duties and completing a job on time. Teams will start to develop from present employees and some will be new hire. This purpose of the teams is to begin production of the newly designed CardiCare Valve heart valves at the Pontiac Michigan provision. The objective of this team strategy plan is to identify strategies available to build the teams. In addition, there are challenges or barriers that may occur. Then we must know how to determine the best strategy and discussed. Finally, to ensure…show more content…
When developing a conflict resolution it helps to know techniques such as, problem solving, avoidance, compromising, and communication. This will help your team members and create a system for redressing grievances, if they cannot solve their problems on their own. Then it will be necessary to arrange for the manager to conduct a meeting on this subject. Conflicts such as James Deal and David Ngyuyen, in the workplace can lead to hurt feelings and may mean team members, have to work in a hostile environment. Whether this rumor is true or not, the outcome of spreading it can be hurtful. Managers, have a responsibility to try to control the spread of rumors in a workplace; this is to ensure that the work environment is a positive place for all team members. This may seem to be an overwhelming task. Understanding the origins of rumors and why people start them in the first place can help managers control the spread of rumors. Rumors are often caused by conflict due to a lack of communication in the work environment, ignorance, and unhealthy competition between team members. Unbelievably a good communication plan is listening, and then speaking out to team members. Issues are the first and most important step in resolving conflict. Managers should simply listen to all people involved to completely understand the nature of conflict, and then start suggesting solutions. Because new teams are going to form the management group knows they must resolve this
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