Research and Problem-Solving

Research and Problem-Solving

The social distancing measures and stay-home policies occasioned by the outbreak of COVID-19 globally have caused increased use of digital avenues for communication. Discussions are increasingly being conducted via Zoom and WhatsApp, among other platforms. In our extended family, such platforms are remarkably helpful as they enable us to keep in touch with one another and deliberate on crucial matters concerning family unity, development, and future. We have formed a family WhatsApp group that currently has 38 members, but it is regrettable that this platform seems to be causing divisions instead of bringing us close together. Among the 38 members, only 26 participate actively; the rest are mere spectators who will rarely give their ideas or comments when critical issues are being discussed. In addition, some members have this habit of posting irrelevant pictures and messages. I find this to be a big issue especially considering that our parents are members of the group and are likely to find some of the posts quite offensive and inappropriate. The people who manage the group have tried discouraging irrelevant posts, but there are just a few members who will not heed. Ordinarily, the best way to handle such people would be to remove them from the group. However, the dilemma in our situation is that removing members would go contrary to the core purpose of the group, which is to unite all family members and keep everyone engaged. This is certainly the biggest obstacle to the problem.

In reference to the primary goal and purpose stated above, my take is that the most appropriate solution to the problem would be to have a one-on-one talk with the inactive members in a bid to identify any concerns, fears, or grudges they may have that hinder them from participating. This is because some people are naturally quiet or feel intimidated where large groups are concerned (White, 2011). More importantly, research has established that some of the people labelled difficult when it comes to teamwork are actually struggling with personal issues and conflicting priorities (O’Hara, 2017). The best way to approach the problem would thus be to speak privately and respectfully to the non-active members. Key resources and research materials to be used in addressing the problem would be available literature on how to handle people who don’t show teamwork. Specifically, the major resource would be dialogue with individual members, during which the mission of the group would be revisited with the hope that members will realize why their input is crucial to the group’s success and survival.

References

O’Hara, C. (2017). How to work with someone who isn’t a team player. Harvard Business Review. https://hbr.org/2017/04/how-to-work-with-someone-who-isnt-a-team-player

White, A. (2011). What to do when group members don’t participate. www.smallgroups.com/articles/2011/what-to-do-when-group-members-dont-participate.html