Team dynamics and gender ( management and organizational behavior) Assignment

Team dynamics and gender ( commission and organizational air) - Assignment ExampleAnnotated Bibliography Emerald Group. (2003). Dealing With the Dynamics of Gender. How Men and Women Cope With Criticism. Human Resource focussing International Digest, Vol. 11(3). Pp. 24-26. This denomination discusses the gender that is dominating more scoreplaces and how micturate teams be made. It in any case talks intimately how the teams can be made to perform more successfully, the function of each team player and the aspects that advert the performance of a team in a project. It goes further to explaining what makes the team players behave differently, given that they are of different sexual category. As explained, so many issues affect how the team works. One of them is how the results of a sure project are returned by the team, to influence the outcome of another one. Teams that take action to feedback are liable(predicate) to be more successful that those that do not respond to f eedback. However, the research made so utmost have not been able to identify which gender is likely to respond more to blackball feedback. Likewise, the article explains the manners of both manly and female are affected by how they were raised up since their puerility and these remain in-built even at their adult-hood. Where male children are normally taught to be social and determined to range their ambitions while young females were encouraged to be passionate and introverts. Therefore, men consort to explore their skills, emphasize and buy the farm a lot more in teamwork than women. Women are used to be submissive and avoid existence bold while men are used to be self-confident and challenging, and are easily manipulated. Hence, male is prompt to take part in, authorize and be developing leaders than women. Furthermore, investigations show that men tend to believe that reduction of the input free energy is triggered off by resentment instead of surveyors actual eagerness to lend a hand. Therefore, a group led by women is more prone to respond to negative feedback than the one cosmos controlled by men. In addition to that, the project that the team works on also affects the groups reaction to negative feedback. The article explains that individual confidence also contributes to the feedback one receives. That is, if a person has presumption when doing an assignment, then the individual is less expected to get a negative feedback. Therefore, teams made up of citizenry who are experts on the assignment been done are unlikely to respond to negative feedback. Therefore, men being self-confident are prone to respond less to negative feedback than women are. Moreover, the response to decline of input energy is also determined by what the group members pick out to be the source. This view influences the change of the teams behavior because of the feedback. In those teams dominated by experts, external factors such as the uniqueness of the task and fate are accountable therefore, the team does not blame itself for putting into practice the proposals they made in the feedback. Therefore, when male work out on ruminates that they are used to, they blame external sources like fate and nature of the job for negative feedback. Similarly, when women work on assignments they are used to doing, they are prone to respond to negative feedback. However, when males work on assignments that are female-oriented, they are likely to put the blame on issues rooted to the group so respond to negati