Question:

Part 1:Conflict within Teams

Think of a conflict that occurred in a team you were a part of and analyze it. What were the main sources of the conflict? What interventions can be used to improve the quality of conflict a team?

Part 2:Creativity in Teams

Evaluate yourself using the three indices of creativity. What strategies can you use to enhance your creativity?

POST : Part-1:This expansion of conflict resolution cannot be created or educated by powerful leaders. As the profile of a successful leader appears, the impeccable features seem to be positive and agree to stick to the behavior. In any case, a list of reliable and secure leadership qualities has not yet been determined. These characteristics are successfully managed in one case, but quality does not clarify what strong leadership means or how it is created. A functionally based approach to identifying future leaders helps to improve leadership levels is only part of the image that leads to compelling leaders, so there are different aspects to the extension of management quantitative attributes. "While undeniable character traits are one of the best 'makeup' managers, no attributes win a lot. Thus, for the best managers, there is an unusual and unusual expertise - a couple who represent the existence of conflict. The belief in the methodology is that if a leader occurs, one should practice some perfect social style (Johnson MD, 2017).

Part-2:The previous creativity style was voted by empire or nature. In this licensing structure, the leader is fully responsible for the team's results and guides the team in achieving those results. In the deployment of external leadership, as well as through forced force, leaders will avoid this pattern, except for physical or passionate indulgence in danger. Vertical organization is maintained around complete basic leadership. In the past few days, older people have agreed that this is the best way for dictators to get things done. There is no invisible power supply when used. The company maintains the profitability of its workers. It is not appropriate for a leader to assess the normal work of a relative. The problem here is when we doubt the leaders of the melting of the people and under. Those in power want to be employed in slow motion; He's a leader, he's in charge of the show, and no one is outspoken or authoritarian. You may need to use people to complete your activities, but they don't give him the most important meaning. In doing so, he talked about his success, saying, "I did it." Many of the proposals have not been implemented. In fact, the extra cash costs are done at a staggering cost of the event, because ties and unfulfilled desires are sprained. In the leader's basic consulting model, the leader seeks to work with members and consider what he chooses (Carpenter MA. 2012).