Team Building Essays Examples

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Team Plan Strategy for Program Implementation Success

Words: 1890 Length: 5 Pages Document Type: Essay Paper #: 21382543

Team Plan Strategy for Program Implementation

Success University (SU) a medium sized undergraduate institution located Southern California. SU offers Associates Bachelors programs Business, Psychology Education San Moreno campus online. SU decided launch programs Fall.

Strategies for as unified team

The members of the task force team will be selected internally to maintain the university culture and ensure that the team does not need training on the values, mission and vision of the university.

Strategies for as unified team

Including an already existing employee base will also boost their morale and ensure commitment to projects needs. The need for recruiting internally is because the ability of the faculty members is known and one can easily target them for an ideal position. The proposed members of staff to form the task force will also go through a vetting process from their colleagues. This will further go to advice the leader on the inadequacies and competencies of his prospective team.

The selected task force will also be assessed for their ability to work as team members and assessment of the best measures to undertake in order to achieve maximum productivity from each team member will be obtained. The coming up with a cohesive…… [Read More]

Works Cited:
Balmer, J.M.T. (2001). Corporate Identity, Corporate Branding and corporate marketing European Journal of Marketing 34(4), 248-291.

Barney J.B., & Hesely W.S. (2008). strategic management and competitive advantage concepts and cases second eds. upper saddle river: pearson prentice-hall.
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Teams Provide Inducement to Work in a

Words: 1866 Length: 4 Pages Document Type: Essay Paper #: 39604110

Teams provide inducement to work in a set up. Functioning as a group ensures effective and proficient performance of the jobs. This facilitates harmonization with different team members and also results in dissemination of the ideas and knowledge among them. (Teams and Teamwork) The convention of functioning in groups is more and more common in different types of organization. The members from different department are taken together to form teams with a view to encouraging cooperation among them in solving the problems and harmonizing new programs and new processes and also to be employed in the secular planning efforts. With a view to unite all the key personnel so as to increasing the productivity, increasing the associative-ness and enhancement of quality and proficiency the forming of interdisciplinary and diverse functional teams are constituted. Simply placing the people in teams however, do not ensure the effectiveness of the team. It is considered cumbersome to make the personnel work collaboratively, to make them hear to each other, to judge the viewpoints of all and to extend the courtesy and regard for each other. (Lankard, 1994)

Impact of demographic characteristics and cultural diversity on group behavior

The studies from various fields have propounded…… [Read More]

"Building High Performance Teams" Retrieved from  Accessed on 14 November, 2004

Chatman, Jennifer A; Polzer, Jeffrey T; Barsade, Sigal G; Neale, Margaret A. (December, 1998) "Being Different yet Feeling Similar: The Influence of Demographic Composition and Organizational Culture on Work Processes and Outcomes" Administrative Science Quarterly. Volume: 12; No: 1; pp: 37-43
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Team Conflict Resolution the Objective

Words: 904 Length: 3 Pages Document Type: Essay Paper #: 99305388

3) Enforcement of Teams Rules - This is not a technique that is desirable but is to be used when team members refuse to be team players;

5) Retreat - This allows individuals a cooling off period and is effective when there is not a real problem but only the perception of one.

6) De-emphasis - This is a type of bargaining that emphasizes the areas of agreement. (Townsley, 2006)

Teams require some conflict in order to effectively operate and cooperative conflict has the potential to "contribute to effective problem solving and decision making by motivating people to examine a problem." (Townsley, 2006) the work of Stulberg (1987) states that there are common patterns to all conflict which he calls the Five-P's of Conflict Management as follows:

1) Perceptions;

2) Problems;

3) Processes;

4) Principles; and 5) Practices. (Stulberg, 1987)

Perceptions involve individual associated conflict with negative responses including anger, tension, anxiety and even fear. Problems relate to the time, money and equipment needed in resolving the conflict. Processes of solving a conflict may vary and may include suppression of the conflict, fighting the conflict, litigation or mediation of the conflict. Principles refer to how priorities are determined and Practices…… [Read More]

Kerr, Randy (2005) Work Team Conflict Resolution. Online available at

Stulberg, J.B. (1987). Taking charge / managing conflict. Lexington, MA: Lexington Books.
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Building Leadership Capacity Fiedler Has

Words: 2680 Length: 8 Pages Document Type: Essay Paper #: 78146378

The model that emerged from the study proposes that there is a relationship of life mission with transformational learning and self-directed learning. Adult educators may improve their learning process when they provide some way for learners to understand their life's mission and relate it to learning. This may help the learning experience go from being teacher-directed to being more student-directed. The study suggests that purpose seeking must be included in emancipatory learning as well as awareness building (Kroth, p.134).

Stephen Brookfield recently published a study of the theory entitled Repositioning ideology critique in a critical theory of adult learning about adult learning and how it differs from other types of theories. Looking at contemporary readings in adult educational, particularly those of the Frankfurt School of critical theory, as interpreted by Habermas, who taught "risk sliding into an exclusive engagement with the pragmatic dimensions of his thought to the exclusion of its Marxist underpinnings and its concern with ideology critique." By building on Max Horkheimer's essay on Traditional and Critical Theory, this article repositions ideology critique as part of the learning process crucial to becoming an adult. As a response to Marx, a critical theory of learning ought to see and…… [Read More]

Brookfield, S. (2001).Repositioning ideology critique in a critical theory of adult learning. Adult Education Quarterly, vol. 52(11.

Brookfield, S. (2002). Overcoming alienation as the practice of adult education: the contribution of Erich Fromm to a critical theory of adult learning and education. Adult Education Quarterly, Vol. 52(2).
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Building and Managing and E-Learning Infrastructure

Words: 3072 Length: 11 Pages Document Type: Essay Paper #: 12541368

Building and Managing and E-Learning Infrastructure

E-learning involves training by means of advanced technologies, such as the Internet, Intranet, Extranet, satellite broadcast, audio/video tape, CD-ROM and more (Broadbent, 2002, p. 39). The term e-learning is an umbrella that describes a range of learning situations, including distance learning, web-based learning, virtual classrooms and more. All of these forms use communication technologies as a medium for learning.

This paper identifies and analyzes the main concepts, ideas, and strategies involved in building and managing e-learning structures. When exploring e-learning as a solution to help guide an organization's overall vision, values, mission and objectives, companies and schools must employ an e-learning strategy.

According to Von Schlag (2001), integrating e-learning into an organization is an excellent way to prepare the organization for change. It can allow employees to share and publish their knowledge and skills to improve the entire team.

In addition, it can enable businesses to combine best-of-breed training into an integrated learning solution that is ultimately less expensive and more accessible than most other forms of training. If e-learning is incorporated properly, Von Schlag (2001) says, "it can even help with skills transfer and retention of skills in the workplace."

Building and managing…… [Read More]

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Team Development Group Process Observation

Words: 380 Length: 1 Pages Document Type: Essay Paper #: 7876787

Do certain group members play traditional roles in the group dynamic, like that of an initiator, a follower, blocker, etcetera (Richardson, 2004)? Do people have clear roles and a sense of responsibility to the group as well as to their own duties? How does this change when the composition of the group changes?

Above all, a group process observer should regard the quality of participant interaction, particularly how well the participants listen to one other, engage in constructive or destructive conflict, and engage in problem-solving activities. Do the participants seem to understand what they were to do and the long and short rage goals of the conflict? Has the group generated processes that can solve these conflicts ("Process observer guidelines," 2008)?

Works Cited

Richardson, Phil. (13 Jun 2004). "Small Group & Team Building Process." Based on W. Johnson & R.T. Johnson. Creative Conflict. Interaction Books, Edina, MN, 1987, pp. 2:27-28; and R.E. Quinn et. al., Becoming a Master Manager. Wiley, 1990, pp. 202-203. Revised 13 June 2004. Retrieved 10 Mar 2008 at

Process Observer Guidelines." Retrieved 10 Mar 2008 at…… [Read More]

Works Cited:
Richardson, Phil. (13 Jun 2004). "Small Group & Team Building Process." Based on W. Johnson & R.T. Johnson. Creative Conflict. Interaction Books, Edina, MN, 1987, pp. 2:27-28; and R.E. Quinn et. al., Becoming a Master Manager. Wiley, 1990, pp. 202-203. Revised 13 June 2004. Retrieved 10 Mar 2008 at 

Process Observer Guidelines." Retrieved 10 Mar 2008 at
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Team Trainer

Words: 1820 Length: 5 Pages Document Type: Essay Paper #: 70980517

Team Trainer

Gorden, William & Erica Nagel, Scott Myers and Carole Barbato. (1996) The Team Trainer, Winning Tools and Tactics for Successful Workouts. New York: McGraw Hill

The central idea of William Gorden, Gorden, Erica Nagel, Scott Myers and Carole Barbato's 1996 human resources and management workbook and text entitled The Team Trainer, Winning Tools and Tactics for Successful Workouts is that workplace unity is not something that simply 'happens' without systematic effort and controlled 'fun' on the part of leaders and team members. Firstly, effective teams to complete projects are integral to the functioning of today's modern workforce, and no man or woman is an island, however skilled and qualified at his or her profession. However, it is essential even amongst the most qualified employees that human managers engage in the use of specifically guided team-building and team-based tactics to ensure that workplace teams are functional and productive. In short, workplace teams must be true teams, rather than groups of disparate individuals functioning to meet deadlines for an organization.

One analogy that came to my mind during the reading of this text was that much like a successful, individual physical workout, effective building tools and skill-building exercises must be…… [Read More]

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Team Is a Small Collaborated Group of

Words: 1169 Length: 3 Pages Document Type: Essay Paper #: 76491837

team is a small collaborated group of people working actively together and combining their complementary skills to achieve common goals. The researcher of this study has participated in a team project, and the study discusses description of the team, and number of people in the team.

Description of the Team

The researcher of the study has participated in several team projects, and one of important team projects that the researcher has participated is a team formulated to prepare a proposal to find a solution to the cleaning of British Petroleum (BP) oil spill of 2010 in the United States. In 2010, there was an oil spill in the United States and the spill caused damages to some states in the United States. Researcher's organization is a Management Consultancy, and the organization formed a team to prepare a proposal on the cost-effective effective method for the cleaning of BP oil spill. The member of the team consisted of five people with different educational background. Two members of the team have Masters Degree in mechanical engineering. There was one person in the group with a Master in Geology. The leader of the team has a Master in Industrial Chemistry and as a…… [Read More]

Sans Institute (2009).Beer - The Key Ingredient to Team Development. White Paper, SANS Institute Reading Room.

Quick T.L. (1992), Successful Team Building. New York, NY: AMACOM Div
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Team Assigned a Large Project Current Organization

Words: 1003 Length: 3 Pages Document Type: Essay Paper #: 37740032

team assigned a large project current organization ( organization ). Prepare a paper 1,050 words describes an incentive plan applied a business setting increase team's motivation, satisfaction, performance.

Incentives Plan

The performance of employees is influenced by certain factors that must be addressed by companies in order reach their objectives. The motivational level within the company is one of the most important factors that affect personnel's performance level. Therefore, it is important that companies identify the best incentives plan that can be applied in accordance with the characteristics of each company.

Company Overview

United Natural Foods is one of the largest organic foods producers in the U.S. The company's range of products includes natural and organic groceries, frozen foods, personal care products, nutritional supplements, and others. The company has approximately 5,000 associates in its network of distribution centers. United natural Foods' interest in its employees' satisfaction is recognized by the Business Ethics Magazine. The company's incentives plan is based on providing a base salary and commissions in accordance with the sales level of each employee. In addition to this, the company is interested in creating a workplace environment that helps employees develop strong relationships with the company.

Incentives Plan Proposal…… [Read More]

Works Cited:
1. Sammer, J. (2007). Weighing Pay Incentives. HR Magazine. Retrieved September 9, 2011 from

2. Attitudes (2010). Instructional Design. Retrieved September 11, 2011 from .

3. Employee Motivation (2011). Encyclopedia of Business. Retrieved September 11, 2011 from
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Team Dynamics the Objective of

Words: 596 Length: 2 Pages Document Type: Essay Paper #: 15561402

It is critically important that the team be able to speak to each other and the leader openly. If there is no communication hurt feelings will result and oftentimes unknowingly. When team members are feuding between one another it places a great deal of stress upon the whole team. When the focus is upon individual personality differences precious time is wasted which could be spent towards the achievement of goals for the team. It is important to safeguard the team from this by setting up a system of routine meetings where people have a chance to discuss potential problems. (Jefferies, nd)


The work of Moreira states that there are four phases of team building and states those four phases are as follows: (1) Forming: This is period in which team members are becoming oriented and expect to receive implicit instruction; (2) Storming: During this period the team members are more comfortable and challenges to the authority of leadership arises; (3) Norming: During this phase the team has begun to work in collaboration and finds the process the team will use in problem solving and conflict resolution; and (4) Performing: This is when the hard work…… [Read More]

Jack Jeffereries (2nd) Team Dynamics

McNeill, Bellamy & Burrows (2000) Introduction to Engineering Design, 2000-Page G-9
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Building Information Modeling Strategy for

Words: 2811 Length: 11 Pages Document Type: Essay Paper #: 10627034

Representative Building Information Modeling Implementations in Other Countries

As noted above, evaluating the effectiveness of building information modeling systems remains challenging because of the relatively recent addition of this suite of modeling tools to the architect/designer repertoire, but there are some salient successful examples of such deployment from around the world as set forth in Table 1 below.

Table 1

Representative Building Information Modeling Implementations in Different Countries




Approximately 33% of architects and engineers were using BIM applications according to a 2007 survey; no case studies or other surveys of Finnish engineering firms have been conducted to date to the authors' knowledge (Wong, Wong & Nadeem, 2010). The major adopters of BIM include VTT. Building information modeling guidelines are being formulated with industry-wide support and collaboration (Wong et al., 2010).


The Norwegian Homebuilders' Association has encouraged the adoption of BIM industry wide; the major adopter of BIM at present is SINTEF (Wong et al., 2010).


More than a third (35%) of the architectural firms surveyed in 2008 were using Architectural Desktop, followed by Archicad, Revit and Bentley Architecture (Wong et al., 2010).


No official mandate for BIM implementation exists and the main drivers are…… [Read More]

'a Case Study of BIM Implementation in India.' (2012, August 30). AEC Bytes: Building the Future. [online] available:

'Around the world with BIM.' (2012). AEC Bytes. [online] available: / blog/2012/05/09/around-the-world-with-bim/.
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Best Ways to Build Teams

Words: 1178 Length: 3 Pages Document Type: Essay Paper #: 79510086


Creating and providing upkeep for team cohesion and continuity can be a tricky thing in the modern workplace. There are a number of things that must be dealt with. There are also a number of factors that contribute to teams becoming shaky or even dysfunctional. While choosing the overall topic of team-building can lead to the casting of a very wide net in terms of overall topics, this report shall focus on a few things in particular. They will include the betterment of overall management practices, the elements that are inherent to a good team environment, the avoidance of conflicts before they start, ways to improve communication and strategies that can be used to avoid conflicts in general. While creating and upholding proper team dynamics is not rocket science, there are some important tactics and ideas that should be utilized and employed and not everyone knows (or cares to know) what those things are.


The assignment being completed with this report gives a basic set of parameters. Essentially, the author is to act as a consultant that is reporting to the Chief Executive Officer (CEO) of a healthcare corporation. While not obvious to some, the fact that this…… [Read More]

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Building Information Modeling BIM Images Evolution of

Words: 2567 Length: 9 Pages Document Type: Essay Paper #: 8105416

Building Information Modeling

BIM Images

Evolution of BIM

Characteristics of BIM

Managing BIM Models

Barriers to BIM

The Future of BIM

Recently, a lot of revolution has been taking place to bring change in the fabric of the audiovisual design and integration of business. Nasser (2010) noted that Building Information Modeling (BIM) is not a new innovation to the field of construction. It has been around for decades, even though the term BIM was introduced more recent by Professor Charles Eastman of Georgia Tech, who developed the first no-commercial BIM tool almost three decades ago and called it Engineering Data Model (EDM), when has undergone through a number of iteration (Nasser, 2010). In this paper, we evaluate the concept and application of Building Information Modeling (BIM).


Recently, a lot of revolution has been taking place to bring change in the fabric of the audiovisual design and integration of business. Nasser (2010) noted that Building Information Modeling (BIM) is not a new innovation to the field of construction. It has been around for decades, even though the term BIM was introduced more recent by Professor Charles Eastman of Georgia Tech, who developed the first no-commercial BIM tool almost three decades…… [Read More]

Thompson, D.B., and Miner, R.G. (2007). "Building Information Modeling - BIM: Contractual Risks are Changing with Technology" [WWW document] URL

Eastman, C., Teicholz, P., Sacks, R., Liston, K.: Hobken, NJ, John Wiley & Sons (2008) BIM Handbook: A Guide to Building Information Modelling.

Willem K, & McGraw H, (2007); Building Information Modeling,"
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Building an Effective Technology Support Team Creating

Words: 1312 Length: 5 Pages Document Type: Essay Paper #: 50451830

Building an Effective Technology Support Team

Creating and managing an effective technology support team needs to be predicated on more than just the traditional four areas of planning, organizing, leading and controlling and include the critical skill sets of transformational leadership skills. Those four components of management theory don't take into account the broader aspects of transformational leadership's contributions of a compelling vision and galvanizing mission, both of which are critical for any technology support team to excel. The intent of this analysis is to illustrate the best approaches to building an effective technology support team. Included in this analysis are recommendations for managing personalities and how they affect relationships within and beyond the technical staff.

Creating and Effective Technology Support Team

Teams are by definition a group of people all working towards a common goal. Increasingly teams are both in-person and virtual, as evidenced by the use of cloud computing-based technologies to unify diverse workgroups and teams across broad geographic distances (Braun, Michel, Martz, 2012). The foundation of any effective technology support team is the ability to stay focused on a common goal, charter or mission, which is the purpose for working together (Kezsbom, 1993). The highest performing teams…… [Read More]

Works Cited:
Braun, F.C., Michel, A., & Martz, B. (2012). Action-centered team leadership influences more than performance. Team Performance Management, 18(3), 176-195.

Kezsbom, D.S. (1993). Integrating people with technology: A paradigm for building project teams. Transactions of AACE International,, 6-Q.4.1.
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Building Coalitions

Words: 604 Length: 2 Pages Document Type: Essay Paper #: 86195980

Building Coalitions

Early on in my career I recognized that building coalitions was a highly regarded quality within the federal government, and it became my goal to be respected by both civilian and military leaders. Throughout the course of my career, I have been able to build strong relationships with many outstanding colleagues and have been involved with successful actions at high levels of government which have allowed me ample opportunities to build strong networks and support systems. There are four important examples of coalition building that I would like to discuss here.

The first example was my colleague's recommendation that I be chosen to represent women in the military on a commemorative stamp issued for that purpose. I was surprised and delighted that I had built a strong enough relationship with this colleague to be recommended for this honor. Even though there were hundreds of applicants interviewed, I was selected and still consider this the highest honor that I have ever received. That occurred in 1997, which was also the year that I retired from the Army, so it had a great deal of significance for me and those that supported me.

The second example of coalition building was…… [Read More]

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Team Planning State the Key

Words: 723 Length: 2 Pages Document Type: Essay Paper #: 19845372

However, team performance can also be measured by the sense of mutual respect between team members, and the presence of healthy rather than destructive forms of conflict.

Part II: Implementation and Evaluation


State the rationale for your selection of the competency. What is this the most important competency for your immediate self-development? Why?

To foster cooperation, there must be trust between team members. The team must trust that the leader is setting feasible goals, and the leader must trust the individual team members to achieve those goals. Trustworthiness and integrity, and being able to convey this sense of security to fellow team members on the part of the leader is critical, and it is not enough merely to be honest, one must convince others of one's honesty.

2. What were the results of your implementation? Were you successful? How do you know? What was the impact on others?

Although it is too soon to say that particular company goals are being met more quickly, there is a more genuine and open exchange of ideas between workers, which harbors for success. When people feel that the leader has integrity they are less worried about their ideas being stolen, or not…… [Read More]

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Building Coalitions

Words: 623 Length: 2 Pages Document Type: Essay Paper #: 47316491

Building Coalitions

Conflict within the organization is an every day reality as no one individual will have the same opinion or style. The differences found amongst people in the workplace has required perceptions to change when it comes to leading a team and implementing strategy. One's attitude must be flexible and tolerant of change and conflict. Conflict must be an accepted factor or otherwise the organization will not survive.

In many ways, leaders and management look at conflict as a positive. Because conflict taking time and effort to resolve, it also allows for critical thinking and opening the path for new ideas and solutions. This works to the company's advantage over the long run as it continues to think outside the box or get do away with the box entirely. This leads to innovation. The attitude toward knowledge has evolved because more than one type is needed in order to implement a new idea. This changes the needs of workers and organizations as diffusion of innovation takes place as many different points-of-view are considered.

While the idea that conflict can be a positive, leaders must also keep in mind the other side of the spectrum or the negative. While conflict…… [Read More]

Robbins, Stephen. 2001. Organizational Behavior. Upper Saddle River: Prentice Hall.
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Building a Bridge Cherry Road Bridge Project

Words: 630 Length: 2 Pages Document Type: Essay Paper #: 66102922

Building a Bridge

Cherry Road Bridge Project

This is a proposal to create a solidly engineered pony truss bridge at Cherry Road to be concluded by August 31, 2012. We have assembled a competent project team to help us accomplish this task. We have carefully selected project members based on area of expertise. Guided by the overall engineering and design blueprint and under the direction of a capable Project Manager, each team member will employ his or her unique skill set (and extended team members) to see this project through to completion in a safe, cost effective, and timely manner.

Principal Team Members

Owner: Tom Jones -- [HIDDEN]

Project Manager: Geoffrey Hendricks -- g. -- [HIDDEN]

Senior Designer: Marilyn Branson -- [HIDDEN]

Constructor: Scott Cooley- scott. -- [HIDDEN]

Project Leadership

The Owner, Mr. Tom Jones, has initiated this project and will ultimately assume ownership upon its completion. A long-time private developer, he has identified the need for the Cherry Road Bridge in conjunction to other larger scale projects he has underway in the area. He has agreed to provide funding. In addition, he will manage a private team of experts -- including legal and financial managers -- as a part…… [Read More]


Quality in the Constructed Product: A Guide for Owners, Designers, and Constructors, American Society of Civil Engineers Manual No. 73, ASCE, New York, 1990.
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Team and Tension the Major Components of

Words: 1222 Length: 4 Pages Document Type: Essay Paper #: 64291966

Team and Tension

The major components of House's Path-Goal Theory are directive leaderships, supportive leadership, participative leadership, and achievement-oriented leadership. Each leadership style has its own unique attributes which correlate directly to an individual's personality traits. For instance, directive leaders tend to have a more authoritarian approach to leadership. They tend to establish working hierarchies of relationships and reporting structures. Directive leaders also tend to operate as a single leader with sole responsibility over a limited amount of resources. As such directive leaders are particularly effective in routine and repetitive environments that adhere to strict requirements. Manufacturing and retail management positions tend to be very effective positions for directive leaders. Directive leaders give subordinates instructions about their task, how it is to be performed, and the time frame in which it needs to be completed. There is often very little freedom in regards to how the task should be accomplished. Instead, there are often predetermined metrics and attributes which govern the particular job. For instance, in a fast food establishment, how long does it take for a drive through order to be completed? In many instances, the directive leader would set clear guidelines as to what constitutes an effective delivery…… [Read More]

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Team Work and Team Spirit Seems to

Words: 591 Length: 2 Pages Document Type: Essay Paper #: 31621790

Team work and team spirit seems to be one of the issues that companies tend to emphasize nowadays. A good team spirit may lead to considerable achievements and an increase in the team's efficiency. However, it is clear that a team, formed from individuals who are different one from another, may be also the appropriate environment for divergent opinions and these sometimes lead to conflicts. Although the general illusion is that conflicts are damaging overall productivity, they may be the source of useful ideas that may increase the overall potential of the group. On the other hand, it is extremely important to properly manage these conflicts so that they do not become a source of negative effects.

As such, we need to rely on specific aspects that lead to the management and eventual solving of a conflict. There are several key issues worth mentioning here. First of all, a conflict usually occurs because of different view points, disagreements over a certain situation, different beliefs, values or attitudes and several other unnamed causes. The first step in solving a problem is working out its causes and its origin. A conflict is no different in this sense.

Once the causes of the…… [Read More]

1. "Conflict resolution - a key ingredient in successful teams." Thomas K. Capozzoli. SuperVision. Burlington: Nov 1999.Vol.60, Iss. 11; pg. 14
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Building a Successful Technology Support

Words: 1084 Length: 4 Pages Document Type: Essay Paper #: 76410182

Without the ability to do so the company will hang in the balance waiting for someone to fix what is wrong.

Finally the team members must show each other respect, both within the team and when talking to people outside of the team.

When putting together the best technology support team possible it is important to balance personality types so that the team can work as one unit comprised of individual elements.

Outside of the Team

When team members are able to work together, share the workload and decision making and help each other achieve success the company will benefit from such a union, however, it is also important that the members of a team are able to communicate outside of the group successfully.

Technology support team members often work at the desk and workstations of other employees (Newman, Teresa. Leadership: Leveraging Personalities to Create Powerful Teams ( employees may be short tempered or stressed out because their computer or other technological device is down and they are not able to get their work completed. It is important the technology support team members are chosen for their ability to interact with others in a professional calm manner and help to…… [Read More]

Building a Power Team (Accessed 6-5-07)
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Building a Business Program in

Words: 1003 Length: 3 Pages Document Type: Essay Paper #: 46539653

Using the Cultural Dimensions Model to analyze the differences in cultures, the sources of potential disconnect can be seen in the wide variation in PDI (Power Distance Index), Individuality (IDV), Uncertainty Avoidance (UAI) and long-term orientation (LTO). This graphic is derived using the interactive charting feature on Geert Hofstede's website, which is available to anyone online.


On cultural level alone there are major disconnects between the U.S. And Romanian teams. The greatest difference is on the IDV dimension, which shows how the U.S. culture values initiative and individuality much more than their Romanian counterparts. This explains the major disconnect in how time and sense of urgency is responsible for the majority of change management initiatives failing (Kirca, Hult, 2009). The article concludes with a model the author defines in Appendix a, yet this does not go far enough to explain and overcome the major differences in cultural mindsets and cultures as is evident from the Hofstede analysis. The Programs and Initiatives table shows the results of each program, and when correlated back to the Hofstede Model the variation in IDV and UAI become clear. Those projects that require tight synchronization on these values are the ones that failed.…… [Read More]

Charles R. Franz. (2004). Building a Business Program in Romania: Creating and Sustaining Change. International Journal of Public Administration, 27(11,12), 931-961.

Geert Hofstede, & Robert R. McCrae. (2004). Personality and Culture Revisited: Linking Traits and Dimensions of Culture. Cross - Cultural Research, 38(1), 52-88.
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Team Development Intervention

Words: 771 Length: 3 Pages Document Type: Essay Paper #: 46577046

Team Development

The macro level problem is that there is no coordinated, integrated approach to product development. Structurally, the task of identifying opportunities, developing products and then developing manufacturing capabilities is split among several units. This is a major issue because it causes conflict among the different units, and it likely reduces the company's ability to respond to opportunities as well.

On a micro level, there are a number of issues. The first is that there is no real coordination between the different units. The left hand does not know what the right hand is doing. This is sloppy for dealing with customers and a real problem when dealing internally as well because of the conflict that it creates. Several people have identified this problem, yet there is no leadership of product development. The person in charge of this is the Administrative Vice President and they are nowhere to be found here. Further, there do not appear to be any formal mechanisms for communication between the different units. This leads to turf wars, mistrust, and again it inhibits innovation as well.

2. Causes

The main causes of these problems stems from a) a lack of leadership but more importantly b)…… [Read More]