HANDOUT MASTER WORKING WITH OTHERS EXERCISE: Perception in the new OB 292 project team, two members obviously have different perceptions on just about everything the team does. Kevin 'sees' the project one way; Kim 'sees' it differently. They have different perceptions about team goals, methods, values and the roles team members should play. Kevin gives the impression he wants "to be in charge" and he argues aggressively to get his way. Kim, who is more reserved, offers thoughtful ideas in rebuttal, and usually consults with the other group members for their views and support. Privately, Kevin bad-mouths Kim to anyone who will listen. He says that he has been on successful teams many times and 'knows' the best ways to operate the team. He says that Kim is a "control freak" and "the only one on the team holding up progress". Kim, on the other hand, only conveys her feelings about Kevin when team members are present, but she has repeatedly said out loud, "There are more ways of getting this team started than just yours! Too bad you have a closed mind!" For the most part, the other team members perceive Kim and Kevin to have a "personality conflict", and they are avoiding getting involved. The team is ineffective so far, and there's pressure to get the team on track because of the impending class assignment deadline. Agree on answers to the following questions, then report back on your group's conclusions. Time: 30 minutes. What main factors may account for the different perceptions held by Kevin and Kim? What are some 'shortcuts' each may be taking in judging the other? Are these judgments correct? To what extent might the current situation be affecting the different perceptions? If behaviour such as this happens often, how can perceptions be changed to that people in conflict like Kevin and Kim can reach consensus? List some ideas. VILY

HANDOUT MASTER WORKING WITH OIHERS FXTRCCSE: Perception ln the new OB292 propect team, two members obvously have different perceptions on pust about everything the tearm does. Kevir 'sees' the project one way, Kim 'sees' it differenty, They have different perceptions about tearn goals, methods, yalues and the roles team mernbers should fhim. Kevin gives the impression he wants "to be in chage" and be aggues aggressively to gel his way. kim. Who is more reserved, offers thoughtful ideas in rebuttal, and usually consulis with the other group mernbers for their views and support. Privatedy, Kevin bad-mouths Kim to aryone who will listen. tie says that he has been on succesiful teams mariy times and 'knows' the best ways to aperate the keiami. He says that kim is a "control freak" and "the oniy one on the team haiding ap progress" . Kim, on them other hand, only conveys her feelings about kirvin when temm members are present, but she has repeatedly said out loud, *ihere are more ways of gething this team started than just yourst Toorbad you hawe a closed mand " For the most part, the other team members peiceive cim and Kevin to hawe ar "personality conflict", and they afe awodirgt fetting imwolved, The teant is inat fectwin Mp far and there?s pressure lo get the teans on frack because of the imperding class avigriment deadiune. Agree on answers to the following questions, then report back on your group's conclusionth, Times: 30 miniates, What main factors may account for the different perceptions held hy Kewin and xam? - What are some 'shottcuts' each may be taking in judging the other? Are these judgments cocrect? - To what extent might the current situation be affectipg the different perceptions? - If behawigur such as this happens often, haw can perceptions be changed to that people in conllict like Kevin and kim caf reach consensus? List sarme ideas