Team Building Essays Examples

Team Building Your Supervisor Assigned a Client

Team Building

Your supervisor assigned a client experiencing uneven performance production facility. The client applied a variety quality diagnostic tools issue discovered machinery processes working tolerances. The variable people.

Team building is an important aspect for all organizations. Teams helped to bring together people who have different skills in order for them to achieve one common goal which helps the organizations achieve its set objectives and goals Hackman & Wageman, 2005.

The term team-building refers to the activities which are conducted in the organization in order to improve the performance of the team. There are several team building theories that have been developed. The two team building theories that will be discussed are Abraham Maslow's Hierarchy of Needs and the Belbin Theory.

Maslow saw that there is a certain hierarchy of needs which applies to all human beings. It is represented in a triangle form to help in understanding the theory. The first need is placed at the bottom which is also the widest part of the triangle representing the need which must be satisfied by all people before moving to the next need. By understanding the hierarchy of needs for the individual members of the teams, the team leader…… [Read More]

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Team Building Is a Hot Topic Now

Team building is a hot topic now in the competitive work environment / Especially during hard economic times, it is necessary to have a competent team that competes well. Previously, business and organizational professionals relied primarily upon scholarly disciplines such as sociology and psychology to model team building. Increasingly, they are now using sporting and military models to help build effective teams that will win in their operations. In Joe Torre's book about leadership and team building, he applies the lessons he learned in his career as a major league baseball manager.

Torre in his book presents his twelve keys to team building and successful management. These principles are directly applicable to most business and lifetime situations. These include handling and dealing with both apparent setbacks and success, tough bosses and earning the trust and respect of the team. This leads to the forging of a diverse group of individuals into a cohesive winning team (Torre, 1-6).

The most unique and prevailing of Mr. Torre's principles involves treating each player uniquely, but also applying the same rules to all on the team equally. According to Mr. Torre, a lot of team building and leadership is largely about giving and commanding…… [Read More]

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Team Building Conflict Resolution Team

Each person should share their thoughts and comments.

The overall goal of the project should be agreed upon by the group that relates to the finance organization's objectives to reduce costs and improve customer service. A timetable should be established by the project manager, of subsidiary goals and responsibilities. Leadership roles should be delegated to individual team members to meet these objectives, such as creating new training schemes, new marketing strategies, and improved logistics. This will underline everyone's important role in realizing the overall objective, even the part-time workers. The team will reconvene at regular intervals, to make sure the different specific goals are being accomplished. All members of the team must be at every meeting, according to the new rules set for such meetings, all members will have a specific time to speak, and the official role of the facilitator will rotate, so every member has a chance to dominate the proceedings. Attendance will be mandatory, and so will timeliness. With this action plan, the necessity of each and every team member's input will be reaffirmed at every meeting, and all members will have a chance to feel as if they are part of a group, and can lead…… [Read More]

Team-Building Video Response What Detracted or Hindered

Team-Building Video Response

What detracted or hindered participants from successfully completing the activity?

The video switched from one dance-related scene to the next. There was never a particular clip within the video that allowed the viewer to see the completed dance routine. It jumped from one snippet of a dance scene to another. There was no transition between the individual dance presentations. You could say that the video leap-frogged from one scene to the next with no complete dance routine allowed to be completed. Basically the technical editing process was the reason none of these dance scenes were carried out to fruition. The person handling editing for a video can cut out, edit, or add to the video using the digital tools available. And while the video did present a myriad of dance styles and situations, and a wide variety of human dancers (some having fun being silly; others well choreographed and stylish; still others were sensual and romantic in theme), there was never the completion of any one segment of this video.

What helped the participants successfully complete the activity?

In the end, the video was complete because there was a beginning, and there was a main portion, and…… [Read More]

Team Building Through Temporary Teams

Team Building

Today's organizations are characterized by the existence of many kinds of teams with different purposes and structures. Some of these teams evolve naturally with organizations and enable the development of several kinds of participative and empowering management initiatives (Griffin & Moorhead, 2013, p.272). On the other hand, some teams are formally established because of the enlightened and vision of management. In essence, these various teams in organizations have various functions including conducting certain activities or operations, running things, and providing recommendations for operations. An example of some of the different teams in today's organizations is temporary teams. Temporary teams are crucial parts of the success of an organization and have considerable impacts on teamwork.

Major Components of Temporary Teams

Temporary teams, which are commonly known as task forces, project teams or ad hoc committees, have been commonly used across organizations in the modern business environment. In most cases, these teams are established for a seemingly short time that ranges between 6 weeks to a year to develop a work plan, provide recommendations, make decisions, or take certain actions. These teams are usually required to work over time since they have to balance between the normal job responsibilities of…… [Read More]

Team Building

Teambuilding

Team building can mean anything from improving communication skills and resolving conflict to setting up a self-directed work team (Nelson, 2006). When people come together for any type of project they all bring individual differences, beliefs, values and skills to the team. This necessarily results in conflicts among team members. Differences in terms of power, values, attitudes and social factors all contribute to the creation of conflict in teams (Townsley, 2008). Barriers to communication can be a major source of misunderstandings and includes things like poor listening skills, lack of sharing of information, differences in interpretation and perception, and ignoring or missing nonverbal cues (Townsley, 2008). Understanding why the team is in conflict is important to finding a solution and creating an effective team building exercise.

Team Building Exercise for Conflict Resolution

Role playing is an excellent team building exercise to help team members understand how to deal with conflict because it puts people in different roles than they are used to playing. This is designed to help people see things from other points-of-view. In this exercise teams of four people will be put together and given different scenarios to act out. Two team members will act out a…… [Read More]

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Team Building and Delegation Using

This is the same issue they may face in delegation, should the pendulum of control swing the other way, away from the lack of control managers often have in the company, especially when tasks are delegated outside of their geographic location.

Conclusion:

Team building and delegation are powerful tools organizations utilize to ensure their success in an increasingly competitive world. Daktronics demonstrates a variety of ways they conform to theories concerning both team building and delegation. However, there are differences between theory and practice in these two concepts, with Daktronics. Recommendations for change for the organization center on bringing the company more in line with theoretical knowledge concerning team building and delegation. In this way, Daktronics can benefit from the advantages that these two concepts offer in taking advantage of the unique skill sets and knowledge individuals offer to the company.

Appendix

Daktronics, Inc. is a global leader in large format electronic display signs. They are the "leading designer and manufacturer of electronic scoreboards, programmable display systems, and large screen video displays using light emitting diode (LED) technology" ("Company overview," 2009). Founded in 1968, the company has manufacturing, sales, and customer service facilities around the globe. Facilities are located in:…… [Read More]

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Team Building and Conflict Resolution

It is at the top because it is the only block that can be removed without disturbing the rest. Participative leadership means that leaders share the responsibility and the glory, are supportive and fair, create a climate of trust and openness, and are good coaches and teachers" Overall, it means that leaders act as positive role models and that the leadership moves at varying times. For teams to be most productive, it is difficult to identify a leader during a casual observation. The result: in a successful company that reaches its strategic goals, the high-performing team members can achieve more together than all the individuals can apart on their own.

Intagliata, Ulrich, and Smallwood stated that leaders need to be "branded," just as a company is, or, that is, have distinct qualities. Developing product brand in marketing is differentiating the product from other products of the same type. Leadership brand occurs when leaders at all levels of the organization clearly recognize the results that are the most important, develop an overall consistency about how they will attain these results, and then build qualities that line up with the accomplishment of these results. In brief, this takes place when personal attribute…… [Read More]

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Team Building Process

Contracting and Team Building

Integration in construction projects means that there is an alignment of both structural arrangements as well as operational mechanisms to effectively streamline and coordinate the efforts that have been brought together by the various parties that are interacting in order to come up with improved project outcomes. If the relational contracting principles are used appropriately, they can help in achieving this kind of integration. Therefore, the application of relational contracting principles will help in the achievement of streamlining and coordination among those involved in a project (Rahman, & . Kumaraswamy, 2008).

There are some components that deter the building of integrated project teams while others facilitate the building of integrated teams. This paper will look at one component from the two groups; deters and facilitates and use them to describe how project managers can minimize the deterrent effect of the component that has been selected and maximize the facilitation effect of the other component.

Components that deter the building of integrated project teams

One of the components that deter building of integrated project teams is incomplete relationships or communications. This describes the lack of communications or relationships of the clients with major subcontractors or suppliers and…… [Read More]

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Analyzing the Team Building Phenomenon

Team building implies activities that teams may engage in, for changing their composition, context, or competencies, thereby resulting in performance improvement. This process is a continuous meta-competency developed by great teams to enable them to assess and alter team functioning in a systematic manner. It entails consolidating team values, processes, resources, skill sets of team members, and reward systems (Jr., Dyer, & Dyer, 2013)

The Team-Building Cycle

The typical cycle of team building comprises the processes portrayed in the figure shown below (i.e. Figure 1). The first step in the process of team building is Problem recognition, triggering the start of a program. Data collection forms the core of the process, before or in the course, for ascertaining the core issues. This is followed by data analysis and diagnosis of underlying causes of the issue. Subsequently, the team suitably plans and resolves the issue. Action planning is performed and assignments are made, followed by plan execution and result evaluation (Jr., Dyer, & Dyer, 2013)

Figure-1: The team-building cycle (Jr., Dyer, & Dyer, 2013)

Data Gathering

Team building promotes independent problem solving by team members, and as accurate data is the most crucial condition for successful problem-solving, gathering precise and clear…… [Read More]

Analyzing the Team Building Phenomenon

Team Building

There are four factors that ought to be understood and managed in order for teams to attain superior performance. These factors include: context, composition, competencies and change management skills of the team. To begin with, the context of the team encompasses the organizational setting in which the team has to operate. Teamwork necessitated to attain high performance is much more significant when the team has to undertake and finish an intricate task signified by a high magnitude of interdependence (Dyer et al., 2007). More so, a number of organizations institute formal organizational structures or systems of rewarding that end up being hindrances to effective teamwork. High performing teams are able to manage context in an effective manner by ascertaining quantifiable team performance objectives that are apparent and enthralling. Secondly, they make certain that team members comprehend that effective teamwork is vital to attaining those objectives. Thirdly, these teams establish rewarding systems that reward team performance in a greater way compared to individual performance. They also get rid of obstacles to teamwork that may be created by formal organizational structures and institute an organizational culture that offers backings to teamwork-oriented practices and conducts (Dyer et al., 2007).

Composition

The…… [Read More]

Analyzing the Team Building Phenomenon

Team Building

One of the biggest headaches that leaders face in managing complicated and complex tasks is turning diverse groups of employees into teams. For such teams to be successful, it is important for leaders to identify and clearly define the desired outcomes, set milestones, formulate a team-by-team game plan, which is complete with standards and deadlines, and keep team members focused.

Importance of Establishing Ground Rules and Respecting Cultures Amongst Team Members

Ground rules are crucial in the team context, since they define how members engage with each other during meetings and in workplaces. Ground rules are key to preventing conflict in workplaces, since they define the team's decision making process and participation in meetings. Additionally, ground rules act as safeguards to prevent unnecessary escalation. Teams work smoothly, if members clearly understand the rules and commit to following them. For instance, creating a rule against personal confrontation can help reduce the possibility of such from taking place in meetings or in the workplace. Another example of how such rules might help in the smooth running of teams is to set rules on attendance and clearly define the measures to be taken against members who don't adhere to the attendance…… [Read More]

Analyzing the Team Building Phenomenon

Team Building

Classify each team member into one of the four matrix areas

Alice

High Motivation / High Skill

Bill

High motivation / Low Skill

Chris

Low Motivation / Low Skill

Doug

High Motivation / Low Skill

Erica

High Skill / Low Motivation

Lisa

High Motivation / High Skill

Discuss the recommended action for each employee, depending on his/her classification

Alice

The recommended action for Alice is to make the most of her involvement in several training initiatives. This can be to attain even greater prospects and opportunities. With great skill and motivation, she has the chance to grow even further to become a leader in the forthcoming periods.

Bill It is recommended for Bill to undertake short-term trainings to boost his skill sets. With the motivation at hand, this will propel him to attain even greater results.

Chris With regard to Chris, the recommended action is that he needs to raise his skills and motivation levels by undertaking training in short-term duties and tasks. This will enable him to become more competent, and at the same time, boost his invigoration for work.

iv. Doug The recommended action for Doug is to take up trainings in short-term courses that are…… [Read More]

Analyzing the Team Building Phenomenon

Team Building Process

Examine the Five Team Processes that Encourage Innovation

Questioning

A leader is typically a determined questioner who demonstrates a zeal for inquiry. The queries of leaders often challenge how things in their jurisdiction currently stand. En masse, leaders' questions elicit novel insights, possibilities, directions, and connections. Innovators have been found to steadily display a high question-to-answer (Q/A) ratio; the questions typically outnumber answers and are also valued just as much as quality answers. Team leaders ought to be constantly asking their team "Why?," "What if?," and "Why not?" Such questions impose as well as eliminate limitations.

Observing

Furthermore, a leader is an intense observer who vigilantly keeps watch of his/her internal and external surroundings (i.e., services, products, customers, technologies, and rival firms). Leaders' observations assist them in acquiring ideas for, and an understanding of, novel ways to do things. Leaders must constantly and carefully keep an eye out for trivial behavioral facets of supplier, market, and competition's activities for obtaining a grasp of novel means to do things. Scott Cook, the founder of the software company Intuit, came up with the idea for his "Quicken" financial solution after seeing his wife struggling to keep up with household…… [Read More]

Leadership Team Building and Communication

Leadership, Team Building, And Communication

Leadership, Communication and Team Building

Examine traditional, contemporary, and emerging leadership theories and interpersonal forms of power. Create a profile of the ideal leader for the company you researched in which you describe the most appropriate leadership characteristics in terms of leadership style and interpersonal forms of power; and how these characteristics impact organizational performance.

Leadership theories emerged during the early years of the twentieth century. The major focus of these theories was to identify the core qualities and traits of leaders; the behavioral and professional characteristics that distinguish them from followers; and different leadership styles which they can adopt in different situations in order to be successful at the workplace. The most famous leadership theory is 'Great-Man Theory' which assumes that some individuals are born-leaders. They inherently possess strong leadership qualities which prominently distinguish them from other leaders (Lussier & Achua, 2010). Another school of thought is found in the Trait Theory which states that a leader has a balanced combination of traits in his personality which help him in becoming an effective leader at the workplace. The leaders can use transactional, transformational, autocratic, Laissez-Faire, charismatic, or bureaucratic leadership styles in different situations (Daft,…… [Read More]

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Project Management Team Building A

This activity helps managers better establish the scope of the project. This is useful in determining the objectives that must be reached by the project in case. This leads to increased efficiency of the project team. In addition to this, earned value management is used by project managers in order to improve the analysis activity of the performance regarding the team's work and the project. This strategy also helps project managers to better establish the costs that the project is likely to require (Chapman, 1997).

b) Earned value management is an important technique used by project managers in order to evaluate the efficiency and performance of different projects. The importance of this method relies on the fact that it allows managers to objectively evaluate the performance of their projects. This strategy is mostly used by team leaders in evaluating the objectives of the project. They also measure the schedule of the project and its costs, which helps identify and reduce some of the risks associated with these projects.

The use of this method is also intended to improve activities like planning and control. These activities are important in identifying the problems that can affect the progress of the project. The…… [Read More]

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Starbucks and Team-Building One Company Which Builds

Starbucks and Team-Building

One company which builds the inherent value of team-building right into their reputation is Starbucks. Starbucks is known for valuing not only their employees but the manner in which their employees work together; this is an aspect of the company which has long been built into the company image.

The First Step of Team-Building: Valuing Employees

One of the ways that employees are rewarded for their teamwork starts with the way in which the employees are valued, regarded and treated. "Howard Schultz of Starbucks believes that teamwork is so critical to the company's success that employees (called, not coincidentally, 'partners' in Starbucks-speak) spend several days after getting hired learning how to be part of the Starbucks team. And Schultz tells all new employees (about 500 a month), via video, how happy he is to have them on board. Even part-time workers repeatedly hear how much they are valued during the 24 hours of training they get in their first 80 hours of employment" (Strauss, 2002). This is the absolute foundational element of team-building. Before any sort of team-building can begin, each member of the eventual team needs to understand that they are a foundational aspect of the…… [Read More]

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Impediments to Team-Building Is Near-endless

In addition to being team-focused, the objectives set should be patient-focused. At present, the patient is not the focus of any particular individual or group, although they are perfectly willing to invoke the patient to justify a roadblock to change. Motivators are key to implementing organizational change as they orient the actions of the individuals within the organization.

Kotter and Schlesinger (2008) outline the four main points of resistance to change: "a desire not to lose something of value, a misunderstanding of the change and its complications, a belief that the change does not make sense for the organization, and a low tolerance for change in general." To this I would add a fifth reason -- that the change is genuinely bad. Given the questionable quality of management, there may have been past change programs that failed miserably, stoking resistance to this change. No matter the reason, the way to address this is through education and communication. The different parties need to understand why the current system does not work, what the change is, what the objectives of the change are and how the change will affect each department. This may not entirely remove resistance to change, but a transparent…… [Read More]

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Season-Long Team-Building Intervention Examining the

Study No. 2

The purpose of the study by Sulaiman, Mahbob and Hassan (2012) was to determine the effectiveness of the function of human resource team building by examining three main factors: (a) task oriented roles factor, (b) relationship oriented roles factor and (c) self oriented roles factor among 150 ancillary staff members at the National University of Malaysia. The authors describe the inextricable relationship between efficient organizations and effective organizational leadership and stress the need for team building to improve relations between management and staff.

In their statement of the problem, the authors describe several tangential problems associated with human resource management but do not explicitly state what problem they are investigating in this study. In addition, the Malaysian authors did misuse some English words and phrases (i.e., "ancillary staffs" and "personalia relationship") but overall they present a well-comprehended analysis of the importance of team-building for organizations of all sizes and types. The researchers did provide a comprehensible methodology section as well as graphic depiction of their research conceptual framework. In addition, the authors reviewed the relevant literature concerning group communications in general but failed to include any specifics concerning human resource team-building from previous studies. These researchers also…… [Read More]

Bibliography:

Analyzing the Team Building Phenomenon

Team Building in the Workplace by Fapohunda Tinuke

Fapohunda, Tinuke

Effective Team Building in the Workplace

The article sets out eight important points identified by various other authors that promote effective team development. The eight points are decision making authority; clear goals; accountability and responsibility; training and development; effective leadership; provision of resources; organizational support; and rewarding team success.

The paper evaluates team development in organizations by exploring key issues linked to application of teamwork, and studies the projections and difficulties in team building in order to offer a realistic notion, regarding what is achievable through teamwork. Two primary skills in team building process exist. The first entails understanding the issues properly, while the second deals with tackling the issues appropriately, in a proper order and way. Usually, team building is made up of various forms defined by nature and the size of the team. For example, in circumstances where a team is constantly changing, the focus shifts to developing skills in people to ensure they are effective members of the team, since it is devoted to changing the skills and capabilities of people operating in a team or in multiple teams. Nevertheless, in cases where being a member of…… [Read More]

Team-Building Success IT's in the

In addition, the game is fun and not nearly as intimidating as other inventories, like the Myers-Briggs. There is not the delay between completing the questionnaire and then waiting for a report to be provided and analyzed. Instead, students can begin to understand their own, as well as others', behaviors as the game is played. This helps give them the knowledge they need to manage strife within teams, to help ensure they are operating as effectively and efficiently as possible.

Scarfino and Roever's (2009) feedback from students who have used the game support this same conclusion. Thus, Scarfino and Roever's logical argument means the reader is also brought to the same conclusion. There is no other evidence presented in Scarfino and Roever's article that would support a counter-argument.

Review and Evaluation

Scarfino is an associate professor, at William Jewell College, in the Department of Business and Leadership. Roever is interim dean and associate professor, at Missouri Western State University, in the Steven L. Craig School of Business. Although both authors have appropriate academic credentials, applying these findings outside of the theoretical, academic environment is questionable, as neither list their practical, business credentials.

Appropriate methods were utilized to gather the evidence…… [Read More]

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Team Building' Has Long Been

E.O. who was able to make crucial organizational changes without alienating key people. This shift in philosophy is being seen in term of how MBA curriculums are being restructured. The Yale School of Management has completely revamped its curriculum to deemphasized individual disciplines like finance and marketing and replaced it with a "team-oriented approach" (Schwartz, 2007).

The article suggests that in the future, top managers will adopt an increasingly participatory and less dictatorial approach. It may also toll the death knell, at least for the time being, of the authoritarian CEO, as exemplified by Citigroup's E. Stanley O'Neal. If the MBAs of today are learning the value of team-building, soon this approach will be evident, not simply in the conference rooms, but in the most exalted boardrooms of the top firms.

Works Cited

Schwartz. Nelson. "C.E.O. Evolution Phase 3." The New York Times. 10 Nov 2007.

10 Nov 2007. http://www.nytimes.com/2007/11/10/business/10leaders.html?_r=1&ref=business&oref=slogin… [Read More]

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Organizational Behavior and Team Building

In other words, the emphasis is on effective leadership and increased revenue for the company as a whole, which ultimately benefit individual managers as well.

Like cross-functional teams, self-managed teams also need specific models to ensure success, not least because of the collective leadership these teams display. The potential for conflict and misunderstanding could result in ineffective group work. To mitigate this, Silverman and Propst (n.d.) proposes a specific model according to which such teams can function optimally. There are various roles inherent in the model that is suggested. These roles include: 1) upholding organizational and personal values and principles; 2) accomplishing the work assigned to the team; 3) organizing the work environment; 4) managing work processes; 5) participating in organization-wide systems; 6) participating in organization-wide strategies; and 7) managing team processes.

The model therefore indicates that some leadership and management are essential in helping the team to achieve its highest potential. The fact that team members are empowered to make decisions and take responsibility means some relief of pressure on the traditional leadership model; however, cohesion and effectiveness in any team setup relies on the ability of a leader to manage effectively, even if this is only to ensure…… [Read More]

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Organizational Team Building

Organizational Team Building

ORGANIZATIONAL TEAMS

GROUP DEVELOPMENT

The objective of this part of the study is to answer the question of how the Woodson Foundation could have been assisted in building a cohesive coalition by understanding the stages of group development. The Woodson Foundation is a large nonprofit social service agency and to be teaming up with the Washington DC public schools for the purpose of improving the outcomes of students. Problems at the school include truancy, low performance of students and crime and quick burnout of new staff. The Woodson Foundation plans to create an after-school program that is experimental in nature and involves private money being combined with local leaders in the community with educational expertise. According to the text studied in this course "A work team is such that results in the generation of positive synergy due to effort that is coordinated and as such the effort put forth by individuals results in performance levels that are greater than merely the sum of all individual efforts combined. The team should be comprised of a diversity of members from the cross-section of various interest groups involved in this after-school program.

generates positive synergy through coordinated effort. The individual…… [Read More]

The Best Approaches When Engaged in Team Building

Management Roles -- Social Worker

The three roles I have chosen regarding what a human resource manager must be able to do effectively and consistently are: Team builder leader; advocate; policy practitioner; goal attainment; management of people; and proficiency and efficiency. In this paper I will delve deeply into how and why an HR manager must become very effective at these six roles.

Team builder-leader: in Chapter 1 of the Handbook of Human Services the role of Team builder-leader relates to the person that organizes committees and coalitions, and organized work groups "both in and out of the agency"; and the team builder-leader also is expected to show the leadership to get the most out of group involvement and is expected to accomplish positive things with each task.

Meanwhile, in the peer-reviewed Records Management Quarterly, the author (Fraser, 1993) goes into detail regarding the "Total Quality Management" (TQM) philosophy. The cliche used in the article ("You can't get good help these days") is appropriate because many managers fall back on old concepts and avoid developing systems and teams that transcend those used in the past. When a manager begins a team-building project, how to best communicate the instructions and background…… [Read More]

Team Plan Strategy for Program Implementation Success

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]

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Teams Provide Inducement to Work in a

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]

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Team Conflict Resolution the Objective

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]

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Building Leadership Capacity Fiedler Has

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]

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Building and Managing and E-Learning Infrastructure

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]

Team Development Group Process Observation

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 http://gpi.sagepub.com

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

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Team Building and Individual Motivation

Groups and Team Motivation

Groups and Teamwork Essays

First Essay: Analysis of the Differences between Informal and Formal Groups

There are significant differences in the norms, values, strategy and structure of formal vs. informal groups across the communication, strategic planning and problem-solving dimensions of how each type operates. Formal groups are more oriented towards hierarchical and clear lines of authority, including the use of formalized recognition and nonmonetary rewards for exceptional sacrifice and performance on behalf of the group (Meyer, Becker, Vandenberghe, 2004). Formal groups also concentrate more on the specific roles of each member, often clarifying their assignments and expectations. There is significantly more rigidity across the strategic planning and problem solving dimensions of formal groups as well. Communications tends to be more structured and focused on accountability, auditability and traceability over immediacy and quickness.

Informal groups also have specific assignments and requirements for each of their members, however these expectations are communicated in a variety of indirect and often contextually oriented ways. For example in informal groups, strategic planning and problem solving are more focused on collaboration and communication over clear lines of authority being relied one exclusively. The focus on how to gain greater consensus through collaboration…… [Read More]

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Analyzing the Team Building Phenomenon

Team Development

The following will be answers to questions given in instructions.

Reducing the frequency of official meetings will help the team stay focused on their goal. Don't just schedule meetings because it is what every team does. Just remember: the team's main aim is to keep it collectively engaged in the project at hand. Make sure the team has a very clear focus that interests every member. One way to increase team participation is to give every team member a responsible part to play in the meeting presentation. (Keep Them Interested: How to Increase Participation in Team Meetings, 2014). Making them understand the role each of them has to play in the success of the meeting And establishes the fact that each of the team members has a vested interest in the job. Furthermore, this encourages positive interaction among the members of the team. Even the workers who are likely to participate minimally will start making more contributions. This is aimed at encouraging better interactions that can lead to the expected outcome required for maximum success. Ensure that the director of the center take the discipline chiefs whereas involving two members from each discipline along with their chief as…… [Read More]

Team Trainer

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]

Team Is a Small Collaborated Group of

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]

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Team Assigned a Large Project Current Organization

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:

Team Dynamics the Objective of

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)

III. FOUR PHASES of TEAM-BUILDING

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]

Sources:

Building Information Modeling Strategy for

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

Country

Description

Finland

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).

Norway

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).

Denmark

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).

Sweden

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

References:

Best Ways to Build Teams

Team-Building

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.

Analysis

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]

Building Information Modeling BIM Images Evolution of

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).

Introduction

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]

Bibliography:

Building an Effective Technology Support Team Creating

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:

Building Coalitions

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]

Team Planning State the Key

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

1.

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]

Building Coalitions

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]

References:

Building a Bridge Cherry Road Bridge Project

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]

Sources:

Team and Tension the Major Components of

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]

Team Work and Team Spirit Seems to

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]

Resources:

Building a Successful Technology Support

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 (http://www.detroitchamber.com/detroiter/articles.asp?cid=103&detcid=388).Those 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]

References:

Building a Business Program in

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.

Source: http://www.geert-hofstede.com/hofstede_dimensions.php?culture1=95&culture2=72#compare

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]

Sources:

Team Development Intervention

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]