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1、ReptftheTutialPresentation1.Introductionconclusion:nomethanOurgoupwasconsistedbyfourmembersthetopicofourtutialgrouppresentationmainlyfocusedontrustinthewkestablishinginfouraspects:“HowTrustIsMeasuredBasedOnASurvey”“Trust

2、InTheWkplace”“DependencyTrustControlInTheContemparyganization”“LeadershipTrustFacilitatingCrossTeamSuccess“.Duringthecompletionweexperiencedtheeffectivenesshappinessofcooperationontheotherhwemetlotsofproblemsalsohadsomec

3、onflictsthoughthesedifficultiesbroughtsomeconfusionswegrewuplearnedsomuchthatwethoughsuchaneffthoweverwouldbewthwhile.Theconclusionswegotareasfollows:FirstlyTrusthasgreateffectinthecommunicationfitcanbeinvolvedinganizati

4、onalprocessestomaketheprocessopenmeaningful1whentheemployeesaremonitedstrictlybyasupervistheywouldhavelittleautonomytoganizetheirownwkinthiscaseestablishingstrengtheningtrustwillbeverydifficult.2.Secondlyemployeesleaders

5、mightbethemostimptantroleofleaders3.Meoverresearchedrevealthatingtrainingmembersappropriatelyincreasetheirtrusteffectively.42.DeionofgroupexperienceInthistutialpresentationIwkedwithotherthreeclassmatesduringcompletingthi

6、spresentationwewkedtogethereveryonewasassigneddifferenttaskswefinisheditsuccessfully.Wefirstlyfoundmeaningfultopicsthenhadpreparedenoughtofindrelativeinfmationresearchjournalscollectinganalysisdatafinallywemadesomeconclu

7、sions.Inthisactivityweexperiencedhowthewholeteamwkprocessinglearnsomuchaboutinterpersonalgroupinteractions.Itistruethatthegroupinteractionshavebothpositivenegativesides.Whenwenegotiatedconflictcannotbegetridofnotfollowin

8、gourexpectationshavingopendiscussionofconflictwerenotalwaysbringingadvantagesitmaycomewithnegativeeffectsreducingproductivityloweringjobsatisfaction.Duringthewkwefoundthattheconflictcanbedividedintotaskconflictsrelations

9、hipconflictsthesetwokindsofconflictsaredifferentthatthefirstoneoccurswhentherearedisagreementsincompletingthetaskshoweverrelationshipconflictisinitiatedbyinharmoniousinterpersonalrelationshipsislinkedwithfrictiontension5

10、.thateasyyouneedtocommunicateevenhaveconflicts.Firstoffirstweshouldunderstthemeaningofteamwkisthatweareacohesivegroupweareone.Secondwecanhaveourownideasspeakoutselfdisclosureisneededonlybythiscanweopenupourminddontbeafra

11、idofhavingconflictstheycanbringbenefits.Butduringtheconflictsweshouldlistenothersopinionscarefullytrustrespecteachotherwhichcanhelpavoidunnecessaryrelationshipconflictsreducingtheefficiencyofthetasks.InthefollowingtimeIk

12、nowwhatIshoulddotomaketheteamwktoprocessbettermakethepositiveeffecttothebestreducethenegativeeffectstothelowes.Ihavelearnedhowtolistentotheothersabsbtheinfmationadopttheiradvantagesputfwardmyconsiderationssuggestions.Tho

13、ughwemayhaveconflictswewouldrespecttrusteachothercopewiththeeffectivenesstheineffectivenesswell.IntheendIwanttosaythatwiththesefeelingsexperiencesIbelieveinthefutureinterpersonalgroupinteractionsIcouldperfmwell.Reference

14、s1.AvnerBenNerFreyrHalldsson“HowTrustIsMeasuredBasedOnASurvey“2.RobertW.RogersSherylRiddle“TrustInTheWkplace“DevelopmentDimensionsInternationalInc.3.CaroleV.WellsDavidKipnis“TrustDependencyControlInTheContemparyganizatio

15、n“JournalofbusinesspaychologyVolume15Number4(2001)593603DOI:10.1023A:1007871001154.SheilaSimsarianWebber(2002)“Leadershiptrustfacilitatingcrossfunctionalteamsuccess“JournalofManagementDevelopmentVol.21Iss:3pp.2012145.Kar

16、enA.Jehn“AMultimethodExaminationoftheBenefitsDetrimentsofIntragroupConflict“AdministrativeScienceQuarterlyVol.40No.2(Jun.1995)pp.2562826.PeterJ.JdanaAshleaC.Troth“ManagingEmotionsDuringTeamProblemSolving:EmotionalIntelli

17、genceConflictResolution“7.ChristianGrundChristineHarbring“TrustControlattheWkplace:EvidencefromRepresentativeSamplesofEmployeesinEurope“IZADPNo.4297July20098.LinLuFanZhouKwokLeung“Effectsoftaskrelationshipconflictsonindi

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