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Team Development Essays (Examples)

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Teams Development Teams Are Usually the Main
Words: 1185 Length: 4 Pages Document Type: Essay Paper #: 52129942
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Teams

Development teams are usually the main building blocks of the strategy of any successful organization. The focus of the organization may be on service, cost, speed, performance, efficiency and value among other goals (Moller & Tollestrup, 2012). Nevertheless, development teams always remain the central methodology in the organizations, in either private, non-profit and government organization.

When development teams become more aligned, there is the emergence of commonality of direction (Moller & Tollestrup, 2012). This leads to the harmonization of individual energies. Through this, there is a shared vision of team members as well as proper understanding on how to complement the effort of each other. Once an individual knows the type of the development team he or she is in, it helps in choosing how to plan work as well as what is expected.

The decision making process of development teams assists organization in solving day-to-day problems. The advantage…

References

Schilling, M.A. (2006). Strategic management of technological innovation. Boston, Mass. [u.a.: McGraw-Hill Irwin.

Development team. (2009, Aug 29). The Southland Times. Retrieved from  http://search.proquest.com/docview/330806433?accountid=35812 

Moller, L., & Tollestrup, C. (2012). Creating shared understanding in product development teams: How to 'Build the beginning'. London: Springer.

Team Organization Models for Team Behavior Within
Words: 1425 Length: 5 Pages Document Type: Essay Paper #: 22748598
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Team Organization

Models for team behavior within the organization

Teams have become an increasingly ubiquitous part of complex, modern organizations. One survey of 962 H leaders found that fifty-four percent of respondents spent up to 30% of their day in team settings (Blanchard 2012). No longer are individual employees solely appraised in terms of their individual usefulness: their ability to function as part of a team is essential. "Organizations are more networked, more flexible, and more dynamic than ever before. Outsourcing, globalization, and competitive pressures are forcing organizations to rely more on work teams comprised of not only of employees, as well as outside experts or counterparts from allied organizations" (Blanchard 2012). Teams may composed of a combination of external or internal employees and they are invariably diverse and multifaceted.

Although every team is different, certain genetic rubrics have been developed to assess how teams function, the most famous of…

References

Blanchard, K. (2013). Critical role of teams. Retrieved:

 http://www.kenblanchard.com/img/pub/pdf_critical_role_teams.pdf 

Chapman, Alan. (2009). Bruce Tuckman: Storming, norming, and performing. Retrieved:

 

Team Motivation Team Dynamics the Team on
Words: 1375 Length: 4 Pages Document Type: Essay Paper #: 58054301
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Team Motivation

Team Dynamics

The team on which the paper is based is a class discussion team that was formed in the curse of the semester to enable us accomplish the various tasks that would be assigned.

Stages of team development

Our group went through the various stages of development like any other groups with the challenges and the progress handled by the member of the group. The following is a summary of the stages that our group went through. Each stage was characterized by the indicated activities and conditions, with some of these characteristics crossing over to the next stage among a few people.

The group structure was a simple one since it is an academically focused group that was formed to meet the specific tasks before it within the semester and eventually disperse as indicated above. There was the group representative who acted as the link between the…

References

Ann Marie N. & Joyce S., (2009). Group Dynamics and Team Building. Retrieved December 20, 2013 from  http://www.wfh.org/2/docs/Publications/Hemo_Org_Resources/Monographs/HOD4_Group_Dynamics_2-edition.pdf 

Grant, R.W., & Finnocchio, L.J. (1995). Interdisciplinary Collaborative Teams in Primary Care:

A Model Curriculum and Resource Guide. San Francisco, CA: Pew Health Professions Commission.

Mind Tools (2013). Forming, Storming, Norming, and Performing: Helping New Teams Perform

Team Dynamics in a Workgroup
Words: 519 Length: 2 Pages Document Type: Term Paper Paper #: 50463019
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E-conferencing tools are also useful and include: (1) data conferencing; (2) voice conferencing; (3) video conferencing; (4) discussion forums; (5) chat systems; and (6) e-meeting systems. Collaborative work management tools include: (1) calendars and scheduling; (2) task and project management; (3) workflow systems; (4) documents systems; and (5) knowledge management. (Alibocus, nd)

III. MICROSOFT on TECHNOLOGY COLLAORATION

The Microsoft Corporation reports in the work entitled: "uild Customer Connections" that in order to improve productivity and personal effectiveness that "a good portal and collaboration system provides one-stop access to resources throughout the enterprise." (nd) the provision of technology for collaboration is a provision that enables people and process to collaborate and enables the effectiveness of a team.

CONCLUSION

This work has demonstrated that collaboration in a group is an important aspect of team dynamics. Collaboration enables the group to be more successful in their endeavors and to promote success for the…

BIBLIOGRAPHY

Alibocus, Klynn (nd) Collaboration in the NHS a Commercial Perspective. Kemosabe.biz. Online available at: http://www.kemosabe.biz/resources/Collaboration_in_the_NHS-a_commercial_perspective.pdf

Maldonado, Heidy; Lee, Brian; Klemmer, Scott R.; and Pea, Roy D. (nd) Patterns of Collaboration in Design Courses: Team Dynamics Affect Technology Appropriation, Artifact Creation and Course Performance. Stanford Center for Innovations in Learning. Online available at:  http://hci.stanford.edu/ideas/publications/CSCL2007HM.pdf 

Team Dynamics: Personal, Interpersonal, and Group (nd) DS Performance Group. Online available at: http://www. oup.com/index.php?submit=Dynamics

Build Customer Connections (nd) Microsoft Corporation. Online available at: http://download.microsoft.com/download/5/0/0/5000D7E6-AFDC-4CC5-A28C-0C6A385CF8B2/ADS_POC_Build_Customer_Connections.pdf

Team Processes
Words: 1217 Length: 4 Pages Document Type: Essay Paper #: 34253792
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Team Processes

Organizational success depends on an understanding of decision-making, creativity, teamwork, and organizational structure. Chapters 7, 8, and 13 in the text address these concepts fully. These concepts also fill the pages of Websites and readings devoted to helping future managers understand their role, and how they can thrive in any organization. Decision-making is crucial for strong leadership. There are several paradigms and theories that can be applied to the decision-making process. These paradigms and theories help people understand how their cognitive and emotional processes impact their decisions. Understanding the paradigms and theories of decision-making also help people avoid making mistakes, while also learning from past mistakes in order to make better choices for the future.

The rational choice paradigm of decision-making is one of the foremost paradigms that can be applied to the enterprise level. The rational choice paradigm of decision-making is essentially rooted in the utilitarian philosophies…

References

"Forming, Storming, Norming, and Performing," (n.d.). Retrieved online:  http://www.mindtools.com/pages/article/newLDR_86.htm 

McShane, S.L., & Von Glinow, M.A. (2013). Organizational behavior (6th ed.). New York: McGraw-Hill/Irwin.

Team Conflict Development and Team Dynamics
Words: 1855 Length: 5 Pages Document Type: Research Paper Paper #: 23469352
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Team Conflict Development and Team Dynamics

Organizational tasks are becoming increasingly complex and more involved; teams have become valuable for easier and more effective accomplishment of tasks (Chekwa & Thomas, 2013). Teamwork has turned out to be a crucial driver of organizational productivity in the contemporary workplace (Breugst et al., 2012; Martinez-Moreno et al., 2015; Lee et al., 2015); this to a large extent explains why employers are ever more looking for individuals with outstanding teamwork abilities. Nonetheless, owing to differences in needs, objectives, opinions, interests, priorities, values, and beliefs between different members of a team, conflicts are bound to emerge often (Brown et al., 2011). Lack of proper handling of the conflicts, individual and team productivity can be significantly hampered (Fusch & Fusch, 2015). This paper provides of review of literature relating to conflict management in teams. The review particularly pays attention to team development and dynamics, team conflict…

References

Breugst, N., Patzelt, H., Shepherd, D., & Aguinis, H. (2012). Relationship conflict improves team performance assessment accuracy: evidence from a multilevel study. Academy of Management Learning & Education, 11(2), 187-206.

Brown, J., Lewis, L., Ellis, K., Stewart, M., Freeman, T., & Kasperski, J. (2011). Conflict on interprofessional primary health care teams -- can it be resolved? Journal of Interprofessional Care, 25, 4-10.

Canelon, J., Ryan, T., Iriberri, A., & Eryilmaz, E. (2015). Conflicts on team satisfaction and face loss and the moderating role of face work behaviors in online discussions. Academy of Educational Leadership Journal, 19(3), 45-61.

Chang, W., & Lee, C. (2013) Virtual team e-leadership: the effects of leadership style and conflict management mode on the online learning performance of students in a business-planning course. British Journal of Educational Technology, 44(6), 986-999.

Teams Tm 423 This Module's Case Develop
Words: 1683 Length: 5 Pages Document Type: Essay Paper #: 93164933
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Teams

TM 423 This Module's Case develop a successful project team. The core case a description actual team development situation: Poole, C. (2003). Three-week project turnaround. etrieved http://c2./cgi/wiki-ThreeWeekProjectTurnaround http://www.

Project teams:

Why so many project teams fail, how to help them succeed 'Teamwork' is one of the most common buzzwords in corporate lingo today yet creating a fully functional team can be extremely hard work. The process of team development presents challenges at every step of the process and requires a differentiated approach amongst the leadership. Bruce Tuckman has called his model of team development: 'forming, storming, norming, and performing.' "Tuckman's model explains that as the team develops maturity and ability, relationships establish, and the leader changes leadership style. Beginning with a directing style, moving through coaching, then participating, finishing delegating and almost detached" (Chapman 2009). Over the course of team development, leaders must adjust their style to the needs…

References

Chapman, Alan. (2009). Bruce Tuckman forming-storming-norming-performing. Business Balls.

Retrieved from  

Teams Over the Last Several Years the
Words: 2447 Length: 8 Pages Document Type: Term Paper Paper #: 63124348
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Teams

Over the last several years, the role of leadership delegation has been increasingly brought to the forefront. This is because of the continuing need to use these skills sets in achieving critical objectives. According to Lussier (2010) this is an essential tool that is utilized as a part of their position with him saying, "To execute both roles effectively is a challenge. It is not an easy task, given the high potential for conflicts and ambiguities. Leaders are held responsible for everything that happens in work unit. Yet, they are also required to delegate considerable responsibility and authority to their followers to empower them in resolving problems on their own. In effect, leaders are asked to train and develop followers, who may eventually want the leader's job." (Lussier 2010)

Over the long-term, this allows organizations to train other individuals who can easily fill these roles. This makes them stronger…

References

Bass, B, 1990, 'From Transactional to Transformational Leadership', Organizational Dynamics, vol. 20, no 3, pp. 19 -- 31.

Blanchard, K, 1996, 'How to get your group to perform like a team', Training & Development, vol. 50 no. 9, pp. 34-37.

Chong, E, 2007, 'Role balance and team development: A study of team role characteristics underlying high and low performing teams', Journal of Behavioral and Applied Management, vol. 8 no. 3, pp. 202-217.

Girrard, B, 2009, The Google Way, No Scratch, San Francisco.

Team Is a Small Collaborated Group of
Words: 1169 Length: 3 Pages Document Type: Term Paper Paper #: 76491837
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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. esearcher'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.…

References

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

American Management Association.

University of Wisconsin-Madison (2007). Facilitator Tool Kit: A Guide for Helping Groups Get Results. University of Wisconsin System Board of Regents.

Team Communication Specifically it Will
Words: 1255 Length: 4 Pages Document Type: Term Paper Paper #: 61986381
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When there is enough time, and perhaps some reason to communicate, team communication neither retards nor enhances team performance" (Schraagen & asker, 2003, p. 761). Thus, freedom to communicate is essential, and for the team's survival, all team members must feel the freedom to communicate and to listen, as well.

In addition, there may be some team members who simply refuse to "get on board" with the team. They may not communicate, they may not understand the goals, and they may not feel comfortable or included in the team. For success, it is essential to include these members in the team, even if they seem to resist. First, a team leader should make sure the team member is on board and understands the goals. The team leader should also try to find out if there are other reasons for non-participation before the team meets. If there are problems or arguments,…

References

Douglas, C., Martin, J.S., & Krapels, R.H. (2006). Communication in the transition to self-directed work teams. The Journal of Business Communication, 43(4), 295+.

Fleming, J.L., & Monda-Amaya, L.E. (2001). Process variables critical for team effectiveness. Remedial and Special Education, 22(3), 158.

Schraagen, J.M., Chipman, S.F., & Shalin, V.L. (Eds.). (2000). Cognitive task analysis. Mahwah, NJ: Lawrence Erlbaum Associates.

Schraagen, J.M., & Rasker, P. (2003). 31 Team Design. In Handbook of cognitive task design, Hollnagel, E. (Ed.) (pp. 753-784). Mahwah, NJ: Lawrence Erlbaum Associates.

Team Motivation
Words: 683 Length: 2 Pages Document Type: Essay Paper #: 26409329
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Healthcare management (Discussion questions)

How do you plan to develop and motivate your team?

First student

One common model of team engagement is Bruce Tuckman's famous delineation of team development called 'forming, norming, storming, and performing' (Chapman 2013) Tuckman believed that all teams go through several stages, gradually attaining independence from the leader, as they become more functional and eventually reach the goals they were originally created to fulfill. However, motivating a team, particularly during the initial, difficult stages of formation can be challenging. It is essential to establish ground rules and goals to create a harmonious team composed of members that are respectful of one another. Ultimately, a team which works well together is the first, most important motivating factor. All of the rhetoric in the world will not create a functional team if this critical interpersonal foundation is not built.

The leader must adjust his or her managerial…

References

Riley, J. (2012). Motivation theory -- McGregor. Tutor2u. Retrieved from:

 http://www.tutor2u.net/business/people/motivation_theory_mcgregor.asp 

Second student

Another critical component of motivating a team goes into its composition. Teams should ideally be composed of meshing personality types and there should not be too much overlap in terms of critical skills, to avoid conflicts over positions. Responsibilities should also be established early on to minimize conflict. If conflicts do arise, there should be predetermined methods of dealing with them rather than allowing them to fester. Having constant communication through email and texting, even if only to touch base, also ensures that the project remains 'on track' and gives people a sense of motivation as they are made aware of the benchmarks that have been reached on a regular basis. Two of the greatest motivators are having a sense of genuine enthusiasm about the work that is being done and also a sense that the project is heading in a successful and productive direction. Motivation begins with team formation and must be sustained throughout the project.

Team Will Face Because of
Words: 700 Length: 2 Pages Document Type: Term Paper Paper #: 10975208
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Finally, Performing is the end-result where the group works effectively as a cohesive whole.

How would you compare the process of developing a virtual work team to developing a team of people who all work together in one place?

An offline encounter may have been more helpful since virtual encounters make it harder for the people to communicate, and communicating online often leads to misinterpretation and miscommunication. In an offline encounter too, the manager or a mediator can have the individual people sit around the table and communicate to one another. In fact all 4 stages - forming, storming, norming, and performing- are far more difficult to operate online than they are offline and therefore it is more important that the Storming stage (where factions may form and conflicts result) be avoided at any cost and that all potential differences are brought up and worked through at the Forming stage.…

References

Blair, G., Groups that work, Retrieved July 27, 2010 at: http://www.see.ed.ac.uk/~gerard/Management/art0.html?http://oldeee.see. ed.ac.uk/~gerard/Management/art0.html

Chapman, A. (nd). Tuckman's 1965 "Forming Storming Norming Performing" Team-Development Model. Retrieved July 27, 2010 at:  http://www.businessballs.com/tuckmanformingstormingnormingperforming.ht  m

Analyzing the Team Building Phenomenon
Words: 804 Length: 2 Pages Document Type: Research Paper Paper #: 20057655
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Team Development

The following will be answers to questions given in instructions.

educing 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…

References"

Burns, ., Bradley, ., & Weiner, . Shortell and Kaluzny's Health Care Management Organizational Design & Behavior (6 ed.).

(2014). Free Conference Calls made simple - Speek. Keep Them Interested: How to Increase Participation in Team Meetings -. Retrieved April 6, 2016, from http://www.speek.com/resources/meeting-tips/keep-interested-increase-participation-team-meetings/

Writer Thoughts

Teams Analysis of Self-Managed Work Teams the
Words: 1136 Length: 3 Pages Document Type: Term Paper Paper #: 20341088
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Teams

Analysis of Self-Managed Work Teams

The autonomy of work teams has increasingly become a necessity in many enterprises who rely on a depth of expertise, experience and wealth of knowledge that their knowledge-rich employees provide (Roper, Phillips, 2007). Given how complex, diverse and deep specific areas of expertise are in the core functional areas of any business, it isn't possible for a single manager or leader to have an expert-level command of all expertise. This makes the formation and successful functioning of a team even more critical, as a leader must create a culture of trust, openness and shared communication and collaboration. This is accentuated and made clear in the empirical studies of exceptional leadership of virtual teams across diverse cultural and geographic locations (Muthusamy, Wheeler, Simmons, 2005). The intent of this analysis is to critically evaluate the role of compensation programs for teams, the pros and cons of…

Bibliography

Adrian, N., & Snow, D. (2007). Quality tools, teamwork lead to a Boeing system redesign. Quality Progress, 40(11), 43-48

Leavy, B. (2012). Higher Ambition Leadership. Strategy & Leadership, 40(3), 5-11.

Muthusamy, S.K., Wheeler, J.V., & Simmons, B.L. (2005). Self-managing work teams: Enhancing organizational innovativeness. Organization Development Journal, 23(3), 53-66.

Power, J., & Waddell, D. (2004). The link between self-managed work teams and learning organisations using performance indicators. The Learning Organization, 11(2), 244-259.

Team Plan Strategy for Program Implementation Success
Words: 1890 Length: 5 Pages Document Type: Essay Paper #: 21382543
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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…

References

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.

Lorenzen M. (2006). Strategic Planning for Academic Library Instructional Programming. Illinois West Publishing.

Michael A., & Jude K. (2005). Strategic Planning for Nonprofit Organizations. Second Edition. . Australia: John Wiley and Sons.

Team Skills Mock Scenario Analysis Scenario Big
Words: 764 Length: 2 Pages Document Type: Essay Paper #: 41646199
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Team Skills Mock Scenario Analysis

Scenario

Big Petroleum Company is merging its eastern and western offices, and 72 employees from the company's eastern office will be moving to the west. In order to ensure that the move runs smoothly in terms of moving logistics, housing, office space requirements and integration of the eastern employees into the existing western office structure, a skilled team of workers must be compiled. In viewing the components of the five-member team needed for the success of this project, one can better understand why this project is suitable for a team and how each respective member plays a role in the project's overall success.

Five-Member Team, Duties, and Significance to the Project

The successful completion of the aforementioned project will need the respective successful completion of an innumerable series of tasks that will each prove necessary to ensure that a fully functioning integrated Big Petroleum Company…

Works Cited

Dong-Hua, Wang, and Zailani, Suhaiza. "Supply Chain Relationship and Design

Quality," in International Journal of Management, 28(4): pp. 36-40. December 2011. Web. Retrieved from: ProQuest Database.

McLean, Bob. "The ISO 15489 Imperative," in Information Management Journal, 36(6):

pp. 25-31. December 2002. Web. Retrieved from: ProQuest Database.

Team Planning State the Key
Words: 723 Length: 2 Pages Document Type: Term Paper Paper #: 19845372
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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…

Team Communication Using Conflict Wisely
Words: 1441 Length: 4 Pages Document Type: Term Paper Paper #: 82095492
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If this is present within a group of people, then their performance will be enhanced by their mutual support (both practical and moral)" (Blair 2008). Groups, and members of a group, must have strong interpersonal and managerial skills, to become self-managing units. A group must exercise collective leadership, not merely be lead by a single individual (Blair 2008).

Even if one person may be designated as a leader, the group must agree upon a particular way to organize meetings, plan, set goals, and monitor and review performance. Having a mission statement can help give clarification and focus to all of these duties. If the mission statement becomes a point of contention, it at least encourages the articulation of issues in a clear and directive fashion and may even establish that disagreement is 'okay' within the group, early on. Having a formal feedback procedure ensures not only that the group is…

Works Cited

Blair, Gerard M. (2008). "Groups that work." The Art of Management. Retrieved March 14, 2008 at http://www.see.ed.ac.uk/~gerard/Management/art0.html?http://oldeee.see.ed.ac.uk/~gerard/Management/art0.html

Famous models: Stages of group development." (2001). Chimaera Consulting.

Retrieved March 14, 2008, at  http://www.chimaeraconsulting.com/tuckman.htm 

Geert Hofstede analysis." (1999). International Business Center.

Team Implementation General Motors
Words: 2214 Length: 8 Pages Document Type: Research Paper Paper #: 2578643
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Team Implementation - General Motors

Team implementation -- General Motors

The American automobile industry has historically been one of the largest employers of the country. During the recent years however, the industry has suffered massive demises and was forced to downsize its staffs. Some of the challenges which faced the automobile industry included the forces of globalization which intensified competition, the changing consumer demands, the fluctuating prices of oil or the very threat of global warming.

But the more recent and most severe challenge was raised by the internationalized economic crisis. Commenced within the American real estate sector, the crisis soon expanded to the automobile industry, the furniture, electronics and virtually all commercial sectors of the economy.

General Motors was one of the companies worst affected by the economic recession. The organization was forced to downsize, restructure its debt and request financial aid from the United States Government. These solutions…

References:

Dettmann, T.R., Effective teams… some guidelines, CF Systems, http://www.cfsystems.org/drupal/docs/Teams.PDF last accessed on December 8, 2011

Kiev, A., 2008, Hedge fund leadership: how to inspire peak performance from traders and money managers, John Wiley and Sons

Lumsden, G., Lumsden, D., Wiethoff, C., 2009, Communicating in groups and teams: sharing leadership, 5th edition, Cengage Learning

Phillips, J., Gully, S.M., 2011, Organizational behavior: tools for success, Cengage Learning

Team Work and Team Spirit Seems to
Words: 591 Length: 2 Pages Document Type: Term Paper Paper #: 31621790
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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…

Bibliography

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

Team Case a Leader Among
Words: 1203 Length: 4 Pages Document Type: Essay Paper #: 70751829
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Team members would then select which plan they felt would be most advantageous to their venture and vote accordingly, with the winning plan thus determining the group leader as the pre-selected plan leader. This would not entirely solve the factionalism problem, but the lack of vision and clear objectives currently affecting the group is the primary problem with the lack of leadership and is something that needs to be addressed; these are the problems that are preventing the group from moving forward in an effective and efficient way, and are the fundamental reasons behind the need for more defined and concrete leadership (Myatt, 2012). Once this leadership is established with a broader consensus about the direction the venture should be heading, those members of the team who disagree with the outcome will be more encouraged to renew their commitment to the team and maintain the right attitude in their efforts…

References

Boyle, J. (2011). Damaging Consequences From a Lack of Leadership. Accessed 12 December 2012.  http://bigthink.com/experts-corner/damaging-consequences-from-a-lack-of-leadership 

Myatt, M. (2012). Businesses don't fail -- leaders do. Accessed 12 December 2012.  http://www.forbes.com/sites/mikemyatt/2012/01/12/businesses-dont-fail-leaders-do/ 

Peshawaria, R. (2011). There is no such thing as bad leadership. Accessed 12 December 2012.  http://www.forbes.com/sites/rajeevpeshawaria/2011/08/19/there-is-no-such-thing-as-bad-leadership/

Team Objective When I Arrived
Words: 494 Length: 2 Pages Document Type: Essay Paper #: 86875567
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was invited to assist in all aspects of Riyad Capital management as directed by the CEO, to advise and coordinate the development and implementation of special projects related to Riyad Capital's various businesses. According to the CEO of Riyad Capital, "helped change direction" for the first time in the company's history.

This required definition of Riyad Capital's strategies and objectives, so the CEO and developed a three-year strategic plan for the period 2011-2013. Assisting the CEO in carrying out his management responsibilities took advice, coordination and support on designated projects, and representing the executive office vis-a-vis other departments. actively contributed to efficiency, SWOT analysis, HR policies, operational effectiveness and the establishment of a strategic position.

worked with the head of Risk & Compliance to develop an action plan to the capital market authority, updated and initiated many Service Level Agreements (SLAs) with Riyad Bank, and closed 28 past-due internal audit…

I was invited to assist in all aspects of Riyad Capital management as directed by the CEO, to advise and coordinate the development and implementation of special projects related to Riyad Capital's various businesses. According to the CEO of Riyad Capital, I "helped change direction" for the first time in the company's history.

This required definition of Riyad Capital's strategies and objectives, so the CEO and I developed a three-year strategic plan for the period 2011-2013. Assisting the CEO in carrying out his management responsibilities took advice, coordination and support on designated projects, and representing the executive office vis-a-vis other departments. I actively contributed to efficiency, SWOT analysis, HR policies, operational effectiveness and the establishment of a strategic position.

I worked with the head of Risk & Compliance to develop an action plan to the capital market authority, updated and initiated many Service Level Agreements (SLAs) with Riyad Bank, and closed 28 past-due internal audit outstanding control exceptions company-wide in 25 days. I edited Arabic and English sell-side reports for our research department, wrote the 2011 objectives for 10 department heads who report directly to the CEO, and reviewed and corrected the company's HR manual. I submitted a peer comparison for our company to the Board of Directors and worked as acting head of the it department, to restructure the department and push two crucial projects through bottlenecks that had kept them pending for two years. My work during this period was deeply appreciated by the board members.

Teams Provide Inducement to Work in a
Words: 1866 Length: 4 Pages Document Type: Term Paper Paper #: 39604110
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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…

References

"Building High Performance Teams" Retrieved from http://www.lynco.com/team.html 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

Dakhli, Mourad; Khorram, Sigrid; Vora, Davina. "Cultural Diversity, Information Pooling, and Group Effectiveness: A Network Approach" Retrieved from www.faculty.fuqua.duke.edu/ciber/programs/pdf/dvora.pdf Accessed on 14 November, 2004

Katzenbach, Jon R; Smith, Douglas K. (March-April, 1993) "The Discipline of Teams" Harvard Business Review. Volume: 71; No: 2; pp: 111-120

Team Work Kaisen-Teian Stages of
Words: 634 Length: 2 Pages Document Type: Research Proposal Paper #: 81030476
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On our own team, we found, a lack of hierarchy was actually task-facilitating. Instead of a series and carrots and sticks method of keeping on task, overall team goal accomplishment was stressed, rather than personal performance.

Performing

In this model of organizational development, the process of performing was always in our minds, one of the most successful aspects of the team. Quality control was maintained through feedback loops between team members. For our team, the project of data-gathering was evaluated on a daily basis, with an eye upon the implementation or reporting phase.

Innovation is built into the process of constant team organization and reorganization, collaboration, and reformation, rather than resulting power-plays or a crisis. ith frequently reorganized and diverse teams, members of the organization must get to know one another well across horizontal and vertical leadership chains, and everyone gets a chance to play different roles and to have…

Works Cited

Chang, Yue Cathy; Johnson Wu, & Scott Roodvoets. Kaizen-Teian Improvement Systems

Module 10.1. Presentation for: ESD.60 -- Lean/Six Sigma Systems

MIT Leaders for Manufacturing Program (LFM). Summer 2004. May 6, 2009.

 http://ocw.mit.edu/NR/rdonlyres/Engineering-Systems-Division/ESD-60Summer-2004/80F5F791-0F1C-43C4-8840-F6C703C65397/0/10_1kaizen_wu.pdf

Team Contribution Consisting of Both
Words: 616 Length: 2 Pages Document Type: Term Paper Paper #: 35927199
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I also tend to write too technically and my writing would improve from a more personal approach.

The first task I completed for the project was related to research. I worked well within the deadlines, and understood both short-term and long-term goals of the research. The greatest difficulty I encountered at this early stage was establishing time lines. Time lines and scheduling would have helped avoid conflict and miscommunication. I also might have avoided roadblocks that, in retrospect, seemed obvious. Overly optimistic and ambitious, I made too many assumptions about what could be done in a short period of time.

Reflecting on my performance, I can point out several areas of communication and management that I should improve. The first is becoming a better listener: to hear other members' point-of-view and also empathize with their concerns. Second, I would need to educate myself about diversity and cultural differences. Issues related…

Team Dynamics Explain Group Development
Words: 407 Length: 1 Pages Document Type: Term Paper Paper #: 61243535
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My 'problems' with group participation are not with the process of becoming a group member but when a real group fails to come into being, and the group is personally polarized rather than productive.

How do individuals maintain their individuality while fully participating in the group process?

Staying focused on the task, listening to others and being willing to change one's mind and still being true to one's values and knowledge -- these are the cornerstones of maintaining one's individuality while still furthering the mission of the group. It is necessary that people retain their individuality, because the strength of a group lies in its multiplicity of perspectives and talents, as well as a sense of common purpose. Participation and dialogue, and creating a communication process that promotes compromise rather than division are all important in making the sense of part of a group feel like a privilege, not a…

Works Cited

Allerman, Glenn. (2004). "Forming, Storming, Norming Performing and Adjourning." Retrieved 8 Mar 2007 at http://www.niwotridge.com/PDFs/FormStormNormPerform.pdf

Teams Allow a Group of People Within
Words: 413 Length: 1 Pages Document Type: Term Paper Paper #: 8605924
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Teams allow a group of people within the organization to work closely with one another to arrive at a solution for a problem or an idea for a new project. Teams, when comprised of likeminded people, focus on achieving a work-goal better than a single individual pursuing the same goal. Management's role in developing and nurturing a team is important, selection of team members who can co-ordinate and work without friction is important. (Schilling and Hill, 1998)

Self-managed teams learn to prioritize the time spent on any task and divide the task into easy manageable bits that all team members can tackle. rainstorming and collection of ideas and proposals for any project helps the team identify the tasks required to be undertaken to complete the project. Periodic evaluation of these ideas and the progress of the project are also carried out by good teams (Harvey and rown, 1976).

Communication is…

Bibliography

Harvey, Donald F. And Brown, Donald R., 1976. An Experimental Approach to Organization Development. Englewood Cliffs, NJ: Prentiss-Hall Inc.

Schilling, Melissa A. And Hill, Charles W.L. 1998. Managing the new product development process: Strategic imperatives. From Academy of Management Executive, August 1998, pp. 67-81

Teaming and Emerging Business Trends Organizations and
Words: 1173 Length: 3 Pages Document Type: Research Paper Paper #: 76516890
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Teaming and Emerging Business Trends

Organizations and business in the 21st century are not like those of even the last part of the 20th century. Several factors influence this evolution: globalism, increased expectations of transparency, stakeholder comments and involvement, and governmental regulation. Many of these expectations are generational and part of the ongoing evolutionary process of culture and attitudinal change. For instance, the success or failure of a contemporary business or organization is quite dependent upon the management of diversity. Public and private sector organizations, both are involved in numerous federally mandated programs that are designed to reduce cultural and communication barriers within the workplace. Multiculturalism is no longer a "nice-to," with the era of globalization upon us, and rapidly growing, diversity training and maximization of multicultural understanding, combined with management and leadership commitment to provide a diverse workplace, is now the norm. The same is true in accepting and…

Resources IQ: http://www.humanresourcesiq.com/article.cfm?externalID=165

Garrow, V. a. (2008). Talent Management: Issues of Focus and Fit. Public Personnel Management, 37(4), 389-402.

Henemen, R. (2001). Reward and Organizational Systems Alignment: An Expert System. Compensation and Benefits Review, 33(6), 18-29.

Pryor, M., et al. (2009). Teaming as a Strategic and Tactical Tool. International Journal of Management, 26(2), 320-33.

Reinhardt, W. et al. (2011). Knowledge Worker Roles and Actions. Knowledge and Process Management, 18(3), 150-74.

Teams Diversity Stakeholders and Organizational Conflict
Words: 2642 Length: 8 Pages Document Type: Research Paper Paper #: 77691031
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Teams, Diversity, Stakeholders, and Organizational Conflict

The role of leadership in managing conflict in interpersonal, team, and organizational contexts in times of change, with a particular focus on downsizing

The term leadership can be defined as the actions an individual takes when he or she directs the activities of a team or group. the behavioral aspects or actions taken by a leader to influence his team and to help the team cope with change are some of the most important aspects of leadership (Abdulaziz Al-Sawai, 2013). Whenever a leader announces change in a company, it is only natural for employees to hope that the outcomes would affect them advantageously. All staffs normally hope that the management or the supervisors will take into account their efforts and needs. Hence, trust between the employees and their leaders is one of the most crucial factors in influencing how employees will react in response…

References

Abdulaziz Al-Sawai. (2013). Leadership of Healthcare Professionals: Where Do We Stand? Oman Medical Journal, 285-287.

Frederick P. Morgeson, D. Scott Derue, & Elizabeth P. Karam. (2010). Leadership in Teams: A Functional Approach to Understanding Leadership Structures and Processes. Journal of Management, 5-39.

Helder Moura, & Jose Cardoso Teixeira. (2016, October 6). Managing Stakeholders Conflicts. Retrieved from Repositorium: http://repositorium.sdum.uminho.pt/bitstream/1822/17572/1/Managing%2520stakeholder's%2520Conflicts.pdf

Jacob Bercovitch. (n.d.). CONFLICT AND CONFLICT Management IN ORGANIZATIONS: A Framework for Analysis. Canterbury: University of Canterbury.

Team D Agreed to Focus
Words: 951 Length: 3 Pages Document Type: Research Paper Paper #: 38725445
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Foreign key fields (i.e. The key that represents the value of a primary key in a related table) may exist in the case of CLEBSI speciment: date of diagnosis, date and time of specimen (where latter may replicate). Under 'Patient', CLEBSI line is a foreign key, too.

V. Atomic-level data

Atomic data would be the most reducible element of information (without elaboration). So for instance for hand hygiene it would be Chlorhexidine Skin Antisepsis Antimicrobial Dressing Placement

VI. Schemas of the database will be:

Patient with the attributes of name, age, medical record number (MN), diagnosis, central line; Central line with the attributes of medical record number, date of insertion, insertion site, date of removal, line days, inserting provider, the components Central Line Bundle compliance, antimicrobial dressing placement; and CLABSI infections with attributes of MN, date of diagnosis, date and time of specimen, organism detected. Central Line Bundle compliance will…

Reference

CDC (2010) Central Line-Associated Bloodstream Infection (CLABSI) Event. Retrieved April 1, 2011 from www.cdc.gov/nhsn/PDFs/pscManual/4PSC_CLABScurrent.pdf

Databasics: A Database Dictionary. Retrieved April 1, 2011 from:  http://www.geekgirls.com/database_dictionary.htm 

Institute for Healthcare Improvement. (n.d.). Implement the central line bundle. Retrieved March 21, 2011, from  http://www.ihi.org/IHI/Topics/CriticalCare/IntensiveCare/Changes/ImplementtheCentralLineBundle.htm 

Moodle. Database Fields. Retrieved April 1, 2011 from  http://docs.moodle.org/en/Database_fields#Field_name_and_description

Issues of Teams and Leadership
Words: 926 Length: 2 Pages Document Type: Research Paper Paper #: 81236448
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team consists of a group of individuals who share a common goal or a common reason for joining the group (Chapter 9 p.2). A college classroom resembles a formal group more than a team because the individual group members do not necessarily share a common goal and typically, they are all interested in their own individual goals and the benefits they hope to achieve by their participation rather than sharing an common interest or goal that they hope to pursue for the benefit of the group (Chapter 10 p.5).

There are only very loose parallels between work teams and college classroom groups. For example, college classrooms may evolve through a forming stage (Chapter 9 p.6); and individual members of the class may establish roles and identities (Chapter 9 pp. 8-9) such as contributors and non-contributors to discussions. Otherwise, college classrooms share little with traditional teams, mainly because teams tend to…

Managing People Module 5 Managing Developing Teams
Words: 3535 Length: 11 Pages Document Type: Essay Paper #: 15505660
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Managing People. Module 5 Managing developing teams Module 6 Managing Performance. Develop a -page scenario a work team familiar. Describe work team organisational context operates. Include appendix.

Managing and developing teams and managing for performance when creating a new corporate software training manual

Team scenario

The Bruce Tuckman model of team development

Managing people:

Managing and developing teams and managing for performance when creating a new corporate software training manual

In my past place of employment (which will be known as company X), the members of the IT staff and members of other departments were forced to collaborate on a joint effort to create a corporate manual to explain the company's new computer operating system to all employees. Proper safety Internet 'hygiene;' dealing with the operating system on a daily basis, and orienting workers to the various new applications were all to be described. In other words, effective communication was…

References

Bacal, R (1999). Performance management. New York: McGraw-Hill.

Chapman, A. (2013). Bruce Tuckman. Business Balls. Retrieved:

 

People Working Teams Achieve Goals Efficiently Effectively
Words: 2113 Length: 7 Pages Document Type: Essay Paper #: 79514765
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People working teams achieve goals efficiently effectively people working '. Draw theories team design effectiveness give practical examples relating organisational/work University study experience discuss statement

Efficiency of team projects over individually handled projects

The current research project t is focused on the discussion of the following statement:

People working in teams always achieve their goals more efficiently and effectively than people working alone.

In order to address it, a twofold approach is implemented -- the review of the specialized literature and the analysis of the practical implications within a real life context -- the working teams at Wal-Mart. It is eventually concluded that the teams are indeed more efficient than individuals, but that the development and management of a team is a matter to be decided upon based on the unique particularities of every business situation.

Table of contents

Chapter

Introduction

3

2. Key issues / findings from the literature…

References:

Alberts, D.J., 2007, A model of multidiscipline teams in knowledge-creating organizations, Team Performance Management, Vol. 13, No. 5/6

Armstrong, M., 2008, Chapter 05: Team building, Kogan Page Ltd.

Capozzoli, T., 2006, How to succeed with self-directed work teams, Super Vision, Vol. 67, No. 2

Castka, P., Bamber, C.J., Sharp, J.M., Belohoubek, P., 2001, Factors affecting successful implementation of high performance teams, Team Performance Management, Vol. 7, No. 7

Virtual Teams a Study of
Words: 6056 Length: 16 Pages Document Type: Thesis Paper #: 56221011
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The U.S., Army Logistics Network has defined specific pricing and costing levels by rank, and strives to push accountability and responsibility as far down the chain of command as possible. As nearly every officer who acts as a buyer within the purchasing and procurement teams has been trained on the fundamentals of accrual-based costing, cost-based accounting, supplier management and supply chain planning, each is given a set of metrics to measure their performance individually and as a team against. As a result, decision making is pushed to the lowest levels of virtual teams with accountability being assigned to the officer responsible for a given supplier. Decision making that involves the entire group is much more collaborative in nature, relying on Internet-based technologies for sharing documents, presentations, and other materials to assist in the development of alternatives. The U.S. Army Logistics Network is heavily reliant on collaborative forms of technology based…

References

Jay Bal, & John Gundry. (1999). Virtual teaming in the automotive supply chain. Team Performance Management, 5(6), 174.

Jay Bal, & PK Teo. (2001). Implementing virtual teamworking: Part 3 -- a methodology for introducing virtual teamworking. Logistics Information Management, 14(4), 276-292.

F Barahona, P Chowdhary, M Ettl, P Huang, & et al. (2007). Inventory allocation and transportation scheduling for logistics of network-centric military operations. IBM Journal of Research and Development, 51(3/4), 391-407.

Henri Barki, & Alain Pinsonneault. (2005). A Model of Organizational Integration, Implementation Effort, and Performance. Organization Science, 16(2), 165-179.

Group Development Our Group's Experiences
Words: 1515 Length: 4 Pages Document Type: Term Paper Paper #: 421925
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ut the truth is it boils down to one thing: Teamwork and Unity. With it everything comes along, sense of responsibility, accountability and concern.

Team is a cooperative unit composed of people with complimentary skill committed to a common purpose, performance goals and approach to which they hold themselves mutually accountable. It is essential that each member is willing to work in unity and should any differences arise, find a way to resolve them.

The success of the team is the success of each member. However, one bad seed included which may cause its failure will not be reflected on that individual alone but the whole team may suffer.

ibliography

Marc J. Mackert, M.S. Group Functions and Development. Retrieved April 18, 2007 from http://www.umkc.edu/medpharm/408/group_process.htm

Dawn Steinward. (1999). Analysis of Group Progress. Retrieved April 19, 2007 from http://www.uiowa.edu/~c07w110/dsteinwand3003/ProgressMemo.htm

The Leadership Handout Series - Stages of Group/Team Development. Retrieved April 18, 2007…

Bibliography

Marc J. Mackert, M.S. Group Functions and Development. Retrieved April 18, 2007 from  http://www.umkc.edu/medpharm/408/group_process.htm 

Dawn Steinward. (1999). Analysis of Group Progress. Retrieved April 19, 2007 from  http://www.uiowa.edu/~c07w110/dsteinwand3003/ProgressMemo.htm 

The Leadership Handout Series - Stages of Group/Team Development. Retrieved April 18, 2007 from  http://www.units.muohio.edu/saf/sac/handout/stages.html 

Work Group Development. (2006). Retrieved April 22, 2007 from  http://www1.umn.edu/ohr/toolkit/workgroup/index.html

Online Teams Effective & Efficient
Words: 818 Length: 2 Pages Document Type: Research Paper Paper #: 44225224
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Other prevention techniques are open communication, conflict management training, resource allocation, communication (using "I" language), managing others expectations and focusing on others first. However, in an online environment, this process occurs quickly through interacting and completing the team charter that establishes teamwork expectation.

Team Charter: Managing Conflict

Team conflict is inevitable, and it must be managed effectively so that productivity is not affected. Hence, a team charter is vital to the success of an online workgroup. Such a document establishes ground rules, expectations, and communication tool that will facilitate team engagement in an asynchronous environment. Should a team member go missing in action, this document serves as recourse for consequences in not supporting team efforts. Since this document contains protocol for handling team conflict, team members can merely reference the document and be objective in handling the conflict.

Moreover, the team is better prepared for projects, understand each person's role,…

References

Wienclaw, R.A. (2010). Teams & team building. Teams & Team Building - Research Starters Business, 1-6. Retrieved from EBSCOhost.

Effective. (2011). In Merriam-Webster's dictionary online. Retrieved from  http://www.merriam-webster.com/dictionary/effective 

Bonebright, D.A. (2010). 40 years of storming: a historical review of Tuckman's model of small group development. Human Resource Development International, 13(1), 111-120. doi:10.1080/13678861003589099

Join the Team Scenario How
Words: 843 Length: 2 Pages Document Type: Research Paper Paper #: 18587435
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He glares at Jesse.

Norming Stage: The HR manager and VP hold a short meeting after the second Saturday practice. They now have recruited a few more players and there is a sense that the team will actually come together and players will not pick on one another. This practice is much smoother. Pam and Larry had a lunch date in the week between practices and she graciously asked Larry to lighten up on Jesse. "It's sad to see a guy who is already down, shoved down further," Pam told Larry. "e need him on the team, Larry; he's a good guy," Pam added. Larry agreed, and made another date with Pam for the Saturday night following their first game. After practice, the HR manager and VP order pizzas for a little post-practice social gathering, and it's all smiles.

Performing Stage: The first softball game is against the company Larry…

Works Cited

Case Western Reserve University. (2011). Bruce W. Tuckman's Four States of Group

Development. Retrieved December 29, 2011, from http://www.studentaffairs.case.edu/activities/resources/advisor/development.html.

Stein, Judith. (2008). Working on Teams: Using the Stages of Team Development.

Massachusetts Institute of Technology (MIT). Retrieved December 29, 2011, from  http://web.mit.edu/hr/oed/learn/teams/art_stages.html .

Staff Development Plan Support Personnel
Words: 2506 Length: 10 Pages Document Type: Term Paper Paper #: 45562956
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The staff member might coordinate with other staff members to develop group training approaches as well as independent learning approaches.

Training/Staff Development

This is the heart of the development program where training activities are conducted in a designated time frame. Generally all staff involved in this development plan will be required to establish and attain a designated set of objectives within a one year time frame. At the end of this period of time staff will be encouraged to develop new continuing education goals and pursue them relative to their job function. Cross training may also be utilized as a form of professional growth and development for members of the support staff.

The methods used to facilitate learning and development will vary depending on the objectives and goals for training that have been established by the supervisor and staff during the evaluation and planning sessions. Among the considerations will include…

References

Smith. (2001). "Smith Staff Development Plan." Smith Middle School Planning Team, 25, November 2004:  http://www.chccs.k12.nc.us/smith/updates.curriculum/sdplan.htm 

Training and Development for Support Personnel." Specific Processes in the Human

Resources Domain, Part III. Pp. 458-464

Developing Work Teams in Organizations
Words: 1176 Length: 4 Pages Document Type: Essay Paper #: 51937674
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Organizational structures across the world have experienced significant transformation in the past decade, especially because of the rapid technological advancements that have changed the modern business environment. The transformation of organizational structures has been geared towards enhancing the efficiency and effectiveness of the organizations in their respective businesses. An example of the dramatic transformation in organizational structures is the development of team-based work structures, which have contributed to the shift from organizing work around individuals. Team-based work structures have been developed as part of enhancing organizations' capabilities to achieve their strategic, economic, and technological objectives. The use of work teams in organizations has in turn attracted considerable attention among business scholars and practitioners. There are numerous studies including empirical studies that have been carried out to examine the basic organization of work in team-based structures.

Journal Reports on Team-based Work Structures

Zoltan & Vancea (2015) conducted a study in which…

Self-Directed Teams Self-Directed Work Teams
Words: 4972 Length: 18 Pages Document Type: Term Paper Paper #: 73555757
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Moreover, the strong correlation between confidence in peers and communication/problem understanding demonstrated that it is the confidence and ability of these co-workers that encourage members of self-managing teams to gather new information and knowledge, so that they may create useful decisions in relation to problem solving. Confidence in peers resulted in a negative, not positive, impact on organization and negotiation. This suggested that confidence in peers has a negative effect in the process of organizing the dissemination of knowledge in self-managing teams. Thus, it is imperative for team members to trust their peers and management and, in doing so, create and share new knowledge and further the organization's opportunity to offer best solutions to clients. Present research lacks the empirical evidence supporting the relationship between interpersonal trust and knowledge acquisition. Especially, academicians and practitioners are interested in studying whether "interpersonal trust" advances the follower's knowledge acquisition practices -- knowledge sharing…

References

Abbott, J.B., Boyd, N.B, and Miles, G. (2006) Does Type of Team Matter? An Investigation of the Relationships Between Job Characteristics and Outcomes Within a Team-Based Environment. The Journal of Social Psychology

146(4) 485-507

Attaran, M. And Nguyen, N.U. (1999) Succeeding with self-managed work teams. CT Industrial Management. 41(4). 24-29

Brannick, M.T. And C. Prince. An overview of team performance measurement. In Team performance assessment and measurement-Theory, methods, and applications, ed. M. Brannick, E. Salas and C. Prince. Hillsdale, NJ: Erlbaum. Brannick, M.T., E. Salas and C. Prince. 1997. Team performance assessment and measurement: Theory, methods, and applications. Hillsdale, NJ: Erlbaum.

Virtuoso Teams Are Comprised of
Words: 660 Length: 2 Pages Document Type: Thesis Paper #: 30857485
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Their ability to wield power due to their being from the dominant culture is thwarted and they are therefore forced to learn about how other cultures deal with conflict and other organizational issues.

To assess how well the team is functioning, I would first learn about the cultural backgrounds of its members. Issues related to time are different between different cultures. If meeting a deadline is crucial to the success of the team, then I would need to understand how different cultures address time management and then counsel any team member that did not understand the urgency of deadlines. Similarly, I would learn about differences in non-verbal as well as verbal communications. Body language and other non-verbal forms of communication may or may not prove to be barriers in team effectiveness. Learning about other cultures and how they communicate would help me understand if the team was being effective or…

References

Boynton, a. & Fischer, B. (2005). Virtuoso Teams: Lessons from teams that changed their worlds. FT Press.

Fischer, B. & Boynton, a. (2005). "Virtuoso Teams." Originally published in HBR. Retrieved online Sept 30, 2008 from  http://www.virtuos.com/virtuosolPPT.pdf

Learning Teams What Effective Strategies
Words: 906 Length: 3 Pages Document Type: Term Paper Paper #: 43420856
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A group with many extroverts may cause the introverts to withdraw despite the fact the introverts have needed skills and input for the group. Being more self-aware about the different group types can help the group overcome such obstacles ("Information about personality types," 2006, BSM Consulting).

hat are types of conflict management tools?

First of all, when discussing a dispute, choose a neutral, private environment. Allow everyone to express their point-of-view, as they see it. Clarify before discussing the issue at stake. Agree on what the difference is. Explore potential alternatives and compromises. Focus on similarities as well as differences. Make issues, not personality the focus. Have a clear idea of what concrete, definable, and achievable outcomes should result from the discussion. Put in controls to implement those decisions (Heathfield 2008).

Having a mediator can make conflict resolution easier. Also, having certain standard operating procedures to deal with a conflict,…

Works Cited

Chapman, Allan. (2008). "Tuckman: Forming-storming-norming-performing."

Businessballs. Retrieved 28 Apr 2008 at  

Business Teams and Conflict Is
Words: 2399 Length: 7 Pages Document Type: Thesis Paper #: 38498220
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The results of this study showed that while teams may have reported using strategies from the same conflict resolution categories, the way that they applied those strategies to resolve different conflicts was often associated with very different patterns of change in performance and satisfaction (Behfar and Peterson, 2008).

There are two interrelated theoretical contributions that this study shows. The first is to provide facts about how teams manage task, relationship, and process conflicts along with the performance and satisfaction tradeoffs associated with choices in conflict resolution strategies. The second is the fact that participant driven categorization of team conflict management does loosely map onto current individual-level conflict management typologies (Behfar and Peterson, 2008).

Additions that can be made to current literature from these results come from comparing management of the three types of conflict between different outcome patterns. The researchers felt that rather than applying mapping on an individual-level of…

References

About Conflict. (n.d.). Retrieved May 6, 2009, from Academic Leadership Support Web site:

 http://www.ohrd.wisc.edu/onlinetraining/resolution/aboutwhatisit.htm 

Behfar, Kristin. And Peterson, Randall. (2008). The Critical Role of Conflict Resolution in Teams: A Close Look at the Links Between Conflict Type, Conflict Management

Strategies, and Team Outcomes. Journal of Applied Psychology, 93(1), 170 -- 188.

Why Virtual Teams Matter
Words: 2357 Length: 8 Pages Document Type: Essay Paper #: 82874874
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Virtual Teams vs. Face-to-Face Teams
Introduction
With the arrival of the Digital Era, businesses have begun to turn more and more to virtual teams. Virtual teams consist of employees who work together on a project but may not ever meet one another face to face as they are situated in other parts of the world and connected only by the Internet. They can have virtual meetings, share information via direct messages or their workplace portal, and interact essentially like a face to face team—the big difference is that they are never in the same place together and thus are not as impacted by the workplace culture as face to face teams are. That alone presents significant issues when determining how to lead a virtual team. This paper will discuss the similarities and differences of virtual teams and face to face teams, identify the development stages of teams, describe the factors…

Employee Development and Skill Development Plan
Words: 4732 Length: 16 Pages Document Type: Essay Paper #: 57322015
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Employee Development Plan TemplateThe Employee Development Plan serves as a road map for short-term training and development activities that will enhance your subordinate\\\'s work and leadership competencies. You should review and revise this plan with your subordinate several times while you are working together.EMPLOYEE NAMEJavier EspinozaCURRENT POSITION TITLESenior ConsultantEMPLOYEE\\\'S LONG-TERM CAREER GOAL (35 years) Make sure your goal is SMART: Specific, Measurable, Achievable, Realistic, and Time-bound. In three to five years, the employee should be in a position to do the following:1. Transition into a training and leadership role within the organization, overseeing a team of three within 2 years .2. Take 4 courses on leadership training and team development over the course of 2 semesters to prepare for the leadership role.3. Set stringent time management goals for Javier to complete tasks at least 24 hours in advance of their due date. Successful will be measure by 90% of assignment…

Ethics and Organizational Development Organizational
Words: 1494 Length: 4 Pages Document Type: Term Paper Paper #: 69422860
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In this area the facilitators are the human resource personnel. The contribution of HM to ethics in organization is widespread. Human resource management serves with models and theories to implement an ethical environment for the development of organization. First and foremost relates to performance management. This is a sort of theory that involves performance appraisement, compensation, selection and training. The improvement through this process leads to motivation in employees. Therefore performance management leads the way to effective ethical performance that helps in the advancement of people's ethical conduct or behavior. The HM establishes the performance management with help from popular tool such as 'ethical values matrix'. This is just to show the importance of establishing ethical values and its implementation. This conveys a message that achieving productivity without ethics would put your job at risk. The most important effects of going by ethical values are it provides long-term profits, productivity…

References

Deckop, John Raymond. Human Resource Management Ethics. IAP. 2006.  http://books.google.co.in/books?id=K3O-u89su_UC&pg=PA88&dq=Ethics+and+Organizational+Development&ei=Iy28R_mBBp6ktgO11riaBQ&sig=J-PZuq3azr5iIwOuU6tzIik9beQ#PPA71,M1 

Heathfield, Susan. M. Build Support for Effective Change Management. 2008.  http://humanresources.about.com/od/changemanagement/a/change_lessons5.htm 

Johnson, Kenneth W. Integrating Applied Ethics and Social Responsibility.

Ethics Resource Center. 2005.  http://www.ethics.org/resources/articles-organizational-ethics.asp?aid=798

Effective Teamwork and Teams
Words: 1887 Length: 6 Pages Document Type: Chapter Paper #: 49066349
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Leadership

Attributes of effective teams

Establishment of team "Norms"

Four stages of team development

Seven tools for developing team leader credibility

Three different Roles

Attributes of effective teams

Decision tech began to fall apart after two years into their business. Though the company had all the resources that any company would need to achieve success, the company missed crucial deadlines and could not stop attrition of key personnel.

The board of the company ultimately decided to change the leadership. It was evident that the company executives and the workers were not functioning as a team. This has resulted in the dismal performance of the company. The morale of the company was down as well. When the CEO was asked to step down, the employees were not surprise.

As a team the Decision Tech team lacked a few vital qualities that are needed for most teams to succeed.

The first quality…

Group Development The Case History
Words: 744 Length: 2 Pages Document Type: Case Study Paper #: 26788251
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Individuals forging together as one is not so simple. There is often an overt or covert struggle for power amongst certain members, whilst others may assume differential roles such as those of loafer, of leader, of helper, or of needy person, and so forth. That this is so in this group too can be seen from the fact where Diana is quiet and needs to be drawn out, whilst Christine is serious and motivated, and Mike is the class clown. Some need to be drawn out, whilst others need to be gently suppressed. Understanding the different team persona and playing to them may have helped Christine build a more supportive workgroup.

art III. Retrospective Evaluation

Christine can take two particular steps. Dealing with the conflict as soon as possible is essential. She can have the major parities sit around the table and negotiate, or at least talk out their complaints.…

Part IV. Reflection

It does not seem to me that Christine was an effective leader, since it seems as though she allowed the group to continue to function in a fragmented manner, rather than addressing the obvious differences and problems. Instead of approaching Mike with her concerns and asking how she could help and pointing out his potential, Christine seemed to have allowed the group to drift further and further away

Chapman, a. (nd). Tuckman's 1965 "Forming Storming Norming Performing" Team-Development Model. Retrieved July 27, 2010 at:  http://www.businessballs.com/tuckmanformingstormingnormingperforming.ht  m

Developing Yourself and an Effective Team
Words: 2159 Length: 8 Pages Document Type: Essay Paper #: 56131684
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Successful and Effective Personal and Team Development

The objective of this work is to write a critical reflection of the personal development and growth of the writers with the oyal Air Force with a view to broadening the knowledge and skills of the writer to be a more effective manager by undertaking a personal SWOT analysis. Accepted Learning Styles Theories should be used to explain how the writer will apply that knowledge to maximize the strengths and opportunities and minimize weaknesses and threats to future self-development. Useful tools that have been suggested are learning styles 'lens' workshop materials and cognitive learning style.

This assignment intends to critically reflect on the personal development and growth over the course of the 15 years of service with the oyal Air Force of this writer. This work will examine both the extent and depth of the skills acquired by the writer of this work…

References

Roehler, Yvonee (2006) Gain competitive advantage. Increase profitability. Make great decisions. Do it now. Ask me how. Roehler's Solutions. Retrieved from: http://score-tvc.org/FAQ/Internal%20Communication%20Strategy.pdf

Kaplan, Robert S. And Norton, David P. (2001) The Strategy-Focused Organization. Concentrated Knowledge ™ for the Busy Executive • www.summary.com Vol. 23, No. 1(3 parts) Part 1, January 2001 • Order # 23-01. Retrieved from  http://www.businesstraining.com.mx/egaii/docs/The%20Strategy%20Focused%20Organization.pdf 

Environmental Management Roundtable, Focusing on Performance Evaluation and External Communications (2000) ECOLOGIA Position Paper. Stockholm, June 14, 2000. Retrieved from:  http://www.ecologia.org/ems/iso14000/standards/extcomm.html 

BNET Business Directory (2010) External Communication. Retrieved from:  http://wiki.answers.com/Q/What_is_the_definition_of_external_communication

Managing a Project Team The
Words: 1532 Length: 6 Pages Document Type: Term Paper Paper #: 26024122
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Flexibility within a team scenario is very important as having a choice in creating favorable matchups is a luxury for many managers looking to create a competitive advantage and sustain an effective and efficient unit of teamwork.

eflection on Learning

The many graphs and charts depicted within this chapter to reinforce the lessons written, provided much learning inspiration for me. The confusing nature of the pictures denote the importance of having a strong understanding for the problem at hand. It appears that data and information can be manipulated in many different ways, running the risk of increasing confusion rather than lessening it. Leadership is ultimately responsible for creating clear and concise questions that can help the data provide answers.

Too much data or too little data will leave the project in a state of disrepair and balance appears to be the most important objective in determining the progress of any…

References

Larson, E. & Gray, C. (2011). Project Management; The Managerial Process 5th Ed. McGraw Hill 2011.

Virtual Team Life Cycle
Words: 693 Length: 2 Pages Document Type: Essay Paper #: 16118334
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VIRTUAL TEAMS 4

Virtual Teams
The use of virtual teams has grown more and more with each recent passing year. Even so, there has been some companies that have pushed back on the use of virtual employees in the name of maximizing output and productivity. There is a great amount of debate as to whether localized or remote teams are more feasible or workable. Regardless, there is a lot of theory behind how to do virtual teams the right way. This is precisely what Hertel and the other two authors are describing in their review of the current empirical research. They describe a series of phases and steps that are integral to the process. While the parallels are not complete and definitive, assembling and disassembling a team is much like the product life cycle and project management steps.
Article Summary
As is mentioned in the introduction of this report, there…

Medical Teams
Words: 621 Length: 2 Pages Document Type: Annotated Bibliography Paper #: 85959818
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Tiffan, B.; (2014) The art of team leadership, American Journal of Health -- System Pharmacy, Vol. 7, Issue 10

Credibility -- Author Analysis

Bill Tiffan is a Principal with T2 Management Consultants which he and his wife co-founded in 2000. According to the company website, Tiffan "provides management consulting, team development, executive coaching and facilitation services to organizations that want to improve the effectiveness of individual leaders and executive teams" (T2, 2009). Tiffan previously spent 12 years with and international transition consulting firm where he was Regional Vice President of Sales. Bill also writes a bi-monthly column for the ACPE's professional journal; the focus of his column is executive career development. Tiffan also serves on the Board of Global Partners for Development. Tiffan recently wrote an article for the Medical industry espousing his beliefs concerning medical professionals as they pertain to team leadership, an area in which he has displayed…

Works Cited

T2 (2009) Principals, accessed at http://www.t2-consultants.com/sitepages/principals.htm, on October 12, 2014

Tiffan, B.; (2014) The art of team leadership, American Journal of Health -- System Pharmacy, Vol. 7, Issue 10, pp. 799 -- 801

Leading & Managing Virtual Teams
Words: 2406 Length: 8 Pages Document Type: Research Paper Paper #: 23881885
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If a leader is accountable, honest and transparent, these values often get reflected throughout the teams they manage. Conversely if leaders of virtual teams are not as clear, fail to inform team members of critical dates and opportunities for communication or recognition, mistrust festers and can actually grow quickly over time. In a sense the best leaders of virtual teams strive for accountability, honesty and the opportunity to get key team members recognition to keep morale high. Managing morale of a virtual team is heavily dependent on a managers' ability to create the necessary social dynamics, instilling trust as a core value of their teams by being accountable and honest. The single greatest factor that dictates the effectiveness of social dynamics for virtual teams is the leader's attitude and beliefs concerning accountability, honesty, transparency and trust (Morris, 33) . In virtual teams the leader's attitudes are the compass that points…

References

Jay Bal, and PK Teo. "Implementing virtual teamworking: Part 3 -- a methodology for introducing virtual teamworking. " Logistics Information Management 14.4 (2001): 276-292.

DeRosa, D. "Virtual Success The Keys to Effectiveness in Leading from a Distance. " Leadership in Action 28.6 (2009): 9.

"Distant unity: Technologies that help improve collaboration. " Strategic Direction 26.1 (2010): 27.

Eom, M.. "Cross-Cultural Virtual Team and Its Key Antecedents to Success. " The Journal of Applied Business and Economics 10.1 (2009): 1-14.

Team That Wasn't What Would You Say
Words: 950 Length: 3 Pages Document Type: Essay Paper #: 26069193
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TEAM THAT WASN'T

What would you say to andy (or someone with opinions similar to his own) to try to persuade him that "groups are [not] useless"? Provide a detailed argument.

The main fallacy of andy's point-of-view is that he defines the entire concept of teams by only one very narrow aspect of teamwork: decision making authority. To andy, the only relevance of teams is that decision-making authority vests in the group instead of in a single decision maker. Meanwhile, andy is completely ignorant of the tremendous potential value of teams and of effective collaboration (i.e. teamwork) within well-designed functional teams. His belief that no good ideas ever emerge from teams is highly inaccurate and reflects nothing more than his own self-centered projection of something that may be true of him onto others and onto the concept of teamwork.

In fact, the opposite is true on all counts. First, decision-making…

References

Robbins, S. And Coulter, M. (1999). Management. New Jersey: Prentice-Hall.

Robbins, S. (2000). Essentials of Organizational Behaviour. New Jersey: Prentice-Hall.

Thompson, L.L. (1999). Making the Team: A Guide for Managers. New Jersey:

Prentice-Hall.

Team Leading -- Nursing for Many Professions
Words: 694 Length: 2 Pages Document Type: Essay Paper #: 8177266
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Team Leading -- Nursing

For many professions, including the nursing field, bringing about structural change in an organization can cause stress and anxiety. But change doesn't have to create tension. And the available literature reveals that structural change can be smoothly, seamlessly accomplished when strong, competent nursing leadership is available to help make change a positive thing.

hat steps should be taken in order to lead positive change?

A scholarly article in the Journal of Advanced Nursing points out steps that need to be taken to bring change to a healthcare environment. The authors explain that when change is on the agenda, nurse leaders face "…the challenge of having to navigate the difficult waters of uncertainty" as they push forward and advocate "for themselves, others, and their profession" (Salmela, et al., 2011, p. 424). The article includes research based on interviews with 17 nurse leaders in Finland; the results of…

Works Cited

Portoghese, I., Galletta, M., Battistelli, A., Saiani, L., Penna, M.P., and Allegrini, E. (2012).

Change-related expectations and commitment to change of nurses: the role of leadership

And communication. Journal of Nursing Management, 20(5), 582-591.

Salmela, S., Ericksson, K., and Fagerstrom, L. (2011). Leading change: a three-dimensional model of nurse leaders' main tasks and roles during a change process. Journal of Advanced

Teams to Undertake Many Operations
Words: 6596 Length: 20 Pages Document Type: Term Paper Paper #: 67372016
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It is important to ensure that the team for any specific task comprises members who are knowledgeable and posses the required skills needed to carry out the task. Teams should also try to work across organizational boundaries/levels and break down internal barriers and deal with people and issues directly and avoid hidden agendas from both within the group and from external sources.

Prior to selecting team members, the purpose and the reasons for creating the HPWT should be clear to the entire management members deciding on the team creation. Teams without a definite goal and aim, will drift and fail, since no goal and objective is set or a final objective identified. Getting together individuals possessing special skills, talents or expertise in order to build a team is critical. Important skills for a team include: "technical expertise," "problem solving," "decision making," and "interpersonal skills." (Thompson, Aranda, Robbins, & Swenson, 2000)…

Bibliography

Adams, Christopher P. (2002). High Performance Work Systems" in U.S. Manufacturing. Federal Trade Commission,

Berry, L. (1981). The employee as customer. Journal of Retail Banking, 3, 1, pg. 25

Child, John. (2001). Trust -- the fundamental bond in Global Collaboration. Organizational Dynamics, 29, 4, 274-288

Connelly, Julie. (2002). All Together Now. Gallup Management Journal,