At some point, during the collegiate career, students are likely to be required to make an academic presentation for different class projects.
If you are given this task, your ultimate goal is to deliver certain information to your audience in an exciting way to grab their attention.
In this respect, the group members had to use the strategic planning tool of team-based conflicts to assess its effectiveness in generating ideas and the impact it could have on the intended audience.
The “co-evolutionary war gaming” concept developed by Cares and Miskel (2007)is the basis of these conflicts where team-members face the challenge of brainstorming each other with the controversial questions that could lead to the possible creative solutions (Cares and Miskel, 2007, p. Eventually, I had to create two teams where one group performed the task of asking questions to the simulated competitive rival and the other performed the task of its opponent.
Conflict can be a constructive element in the group since it challenges the group members to think beyond their it results to the group adopting practical decisions.
Further, conflict in a group brings about diversity in perspectives, experiences, values, lifestyle, and education- elements that can enrich the group’s ideas, discussions, and goals.
These aspects impeded our appropriate decision-making initiatives in terms of framing and tailoring of the presentation details.
Just like any other group-work, hierarchical-structured model was the basis of my experience in presentation development where the overall group performance concentrated with the leader’s positioning within the context of social structure of the group.
Indeed, the fundamental strategies helped to select the supporting evidence of the proposed ideas needed in the group process.
In the context of group dynamics theory, I employed the concept of “relative responsibility allocation” when the group-members lacked direct experience with “the task-led conflicts.” Eventually, the concept allowed the team members to eliminate the separation between the decision-making and and direct the group process to the conformity (Burnette & Forsyth, 2008, p. As a result, I was able to filter the given information and draft it concisely for the review of the group-members, considering that I did not experience informational fluctuations during conflict-based discourse. The effects of conflict asymmetry on work group and individual outcomes.