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1、 Report for the Tutorial Presentation 1.Introduction and conclusion:no more thanOur goup was consisted by four members,and the topic of our tutorial group presentation mainly focused on trust in the work establishing in four aspects:“How Trust Is Measured Based On A Survey”,“Trust In The Workplace”,
2、“Dependency,Trust, Control In The Contemporary Organization” and “Leadership and Trust Facilitating Cross Team Success.During the completion, we experienced the effectiveness and happiness of cooperation;on the other hand, we met lots of problems and also had some conflicts,though these difficulties
3、 brought some confusions,we grew up and learned so much that we though such an effort, however, would be worthwhile.The conclusions we got are as follows:Firstly,Trust has great effect in the communication for it can be involved in organizational processes to make the process open and meaningful 1,w
4、hen the employees are monitored strictly by a supervisor ,they would have little autonomy to organize their own work,in this case,establishing or strengthening trust will be very difficult.2. Secondly, employees and leaders might be the most important role of leaders3. Moreover ,researched reveal th
5、at selecting and training members appropriately increase their trust effectively.42.Description of group experienceIn this tutorial presentation ,I worked with other three classmates, during completing this presentation ,we worked together ,everyone was assigned different tasks,and we finished it su
6、ccessfully. We firstly found meaningful topics and then had prepared enough to find relative information, research journals,collecting and analysis data,finally we made some conclusions.In this activity,we experienced how the whole team work processing and learn so much about interpersonal and group
7、 interactions.It is true that the group interactions have both positive and negative sides.When we negotiated , conflict cannot be get rid of ,not following our expectations,having open discussion of conflict were not always bringing advantages, it may come with negative effects ,reducing productivi
8、ty and lowering job satisfaction. During the work we found that the conflict can be divided into task conflicts and relationship conflicts,these two kinds of conflicts are different that the first one occurs when there are disagreements in completing the tasks, however, relationship conflict is init
9、iated by inharmonious interpersonal relationships and is linked with friction and tension5 . As relationship conflict is considered to hinder performance because it leads to negative emotions,destructive behavior and distraction,some researches show that task conflicts can improve the performance as
10、 it gives rise to evaluation of assumptions ,open expression, therefore generating better solutions becomes easy. Conflicts and relationship negatively have something to do with individuals satisfaction, the members want to stay in the group, favoring of other group members6. The regular patterns ar
11、e like this ,when we are doing very routine tasks, it is not good l to group functioning when many disagreements come out . On the contrary, when the group performs nonroutine tasks, disagreements wont have detrimental effects, and in some extent, disagreements are beneficial to the tasks. While dis
12、cission of conflict were not always advantageous and norms were linked with an increase in the number and intensity of relationship conflicts, they did not increase members ability to deal with the conflicts constructively7.We tried our best to make the positive effect to the best, to avoid the nega
13、tive effects relationship conflicts brought in and made use of the positive effects task conflict had,by having effective communication, advocating self disclosure to lead ideas diversity. After putting forward self awareness and ending active listening, collecting feedback was important. When faced
14、 with difficulties in teamwork ,we did consider finishing the work individually, however we found that individuals cannot perform better than teams in solving task problems.Sometimes conflict is actually a part of the creative and responsive culture as ideas and opinions can be expressed open-minded
15、 and relative problems can be resolved easily. Besides,researches reveal that conflict is a very important factor in the performance of team activities .We raise up the idea in this presentation that all conflicts come out because of emotion as conflicts involving perception to individual and team g
16、oals. Moreover, we have found that emotional intelligence might be associated with conflict management in teams. In other words, we are willing to admit that individuals with higher emotional intelligence can resolve conflict more efficient when compared to the ones with lower emotional intelligence8.However, it doesnt mean that with higher emotional intelligence,we could cooperate well. We had research the effects of control in re
