The shoot out among nonteam players
Article Abstract:
Team effectiveness often depends on using disagreement as a catalyst for creative thinking. 'Bankers' and 'gunslingers' represent two ineffective response styles in team conflict situations. Bankers disguise emotional responses to immediate situations and build up resentment as each conflict (or 'pinch') occurs. An eventual strong emotional reaction or 'bank withdrawal' occurs when enough pinches accumulate, leaving the banker temporarily euphoric and then guilty, which is destructive to teamwork and relationships. Gunslingers see others as agreeing or disagreeing with them with no inbetween, and do not hesitate to 'shoot down' opponents. Gunslingers tend to strengthen the banking trait in other team members. A rational way to handle conflict is to: (1) state one's case, (2) investigate the other person's position, and (3) change focus in order to identify additional options.
Publication Name: Management Solutions
Subject: Human resources and labor relations
ISSN: 0889-0226
Year: 1987
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Seeking innovation team players: contextual determinants of preferred applicant attributes
Article Abstract:
A survey of personnel managers in Canada and Norway indicates that they are keen to recruit new innovative staff who will help their companies develop new services and products. Norway appears to place more emphasis on cooperation than Canada, particularly in enterprises where teamwork is involved. Characteristics of new recruits in firms where product development is important include creativity. Preferences of personnel managers may also depend on the location of a company and its organisational behaviour as well as personal choice.
Publication Name: International Journal of Human Resource Management
Subject: Human resources and labor relations
ISSN: 0958-5192
Year: 1996
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The Complexity of Job Mobility among Young Men
Article Abstract:
Career matches and employer matches comprise the basic model of job mobility of young men in the US economy and workers do not change careers while changing employers. Workers seek types of employment first in a two-stage job search, and the data from economic research support this. There is less likelihood to change careers among young men who have previously changed employers and remained in the same line of employment.
Publication Name: Journal of Labor Economics
Subject: Human resources and labor relations
ISSN: 0734-306X
Year: 1999
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