Week 6 Update

Ellen relies on referent power since she’s fairly new in her position and has not acquired expert power. This type of power works well when interacting with her patients and co-workers. Kara tends to rely on expert power in performing her job. She’s valued in her department for her knowledge and expertise. She also relies on referent power as she is respected by her peers for her willingness to help increase their knowledge. Randy tends to rely on legitimate and expert power. Legitimate power is the easiest to use at Widget Inc. since people tend to respond quicker to those with higher authority. If he needs to get certain tasks completed, he‘ll use his legitimate power. If his legitimate power isn’t enough, he relies on those with higher legitimate power in order for them to communicate what he needs. He frequently relies on other’s expert power when working on projects since these individuals are looked to for their work process knowledge /skills. People will tend to listen when the “expert” speaks. Simon generally relies on expert power. He holds expert knowledge within his organization which he uses to make discretionary decisions in order to complete tasks. He uses coercive power, if needed, to move obstacles in order to complete a project.

Ellen uses integrating as the method of choice to handle conflict. She finds that she is more comfortable in situations where she is aware of the root of the problem and then works to fix it. She uses this type of conflict resolution daily as a nurse. Kara tries to use a problem-solving approach when it comes to handling conflict. She finds it counterproductive when working on complex task not to try to come up with a 'win-win orientation'. If not, she feels it can potentially de-motivate team members and suppress creativity. If; however, the situation becomes too emotionally charged, she reverts to an avoiding approach. Simon’s preferred method of conflict handling is integrating; however, once a decision is made, he relies on a dominating approach. Instead of letting others change the outcome, he takes a stand to ensure the best solution is adopted. Randy’s preferred style when it comes to handling conflict is based on what the conflict is and how strongly he feels towards the problem. Typically, he avoids conflict but will always work towards the ultimate best solution and won’t settle.

Ellen would like to expand her expert power. She doesn’t feel she’s an expert in anything even though she has worked in the field of medicine for over 30 years. She uses avoiding for conflict management at times and would like to have the confidence as an expert to take on the little issues instead of avoiding them. While Kara's tendency is to use an avoiding approach in emotionally charged situations, she’d like to learn how to use a problem-solving or compromising approach as she realizes the conflict is still there and will continue to manifest itself until dealt with. She would like to develop reward power. Simond would like to develop his referent power in order to reduce the need to use his coercive power. Change is difficult but in order for Randy to expand his skills in conflict management, he would like to try less avoiding. As for power sources, he believes using influence would expand his skills.

Our team roles continue to develop and are dynamic. Ellen is the initiator, Kara is the summarizer, Simon is the gatekeeper and Randy is the encourager. We’re all harmonizers since we’re all professional and want to succeed at this project. There is no clear leader in our group. The roles of summarizer and creating the blog are well defined.

We continue to work well as a team. We’re all task oriented and have team trust to complete assignments on time and correctly. The initial f2f meeting and multiple teleconferences have allowed us to build team cohesion.