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 Analysis

This team has a number of problems including a strong lack of communication, and perhaps the communication skills necessary to overcome that absence. Additionally, the leadership of the group is relatively weak in character, at least as a leader for this particular team. The team may have the collective, and individual, knowledge and expertise to accomplish the task that has been set before them, however, using that knowledge and experience seems to be completely hindered by the team's lack of cohesion. Although there seems to be a consensus among the team as to which design would work best for the project, no one seems to want to take the lead in asserting what is obvious to the team members. That is where good leadership skills can come in handy.

Team Strengths

The team as a group has a world of experience; academic and professional in nature. Gary, the…

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 Conflict Situation

Psychology

For the purpose of this paper, I am a leader of a team that is working together to complete a project of significance. Unfortunately, but not surprisingly, there is a conflict between members of my group. The conflict is escalating, which is problematic, as the deadline for the project is approaching and again, the project holds significance for us and the company for which we work. The nature of the conflict among the group members has to do with the high degree of task interdependence for this particular project. Something that is an unfortunate, regular occurrence in group projects is that some of the group members feel overworked and that they have become responsible for the majority of the work on the project. This is another aspect of the team conflict I must address as leader of this group. Besides myself, the team members are women…

References:

Behfar, K.J., Peterson, R.S., Mannix, E.A., & Trochim, W.M.K. (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.

Bradley, B.H., Klotz, A.C., Postlethwaite, B.E., & Brown, K.G. (2013). Ready to Rumble: How Team Personality Composition and Task Conflict Interact to Improve Performace. Journal of Applied Psychology, 98(2), 385 -- 392.

Somech, A., Desivilya, H.S., & Lidogoster, H. (2009). Team conflict management and team effectiveness: the effects of task interdependence and team identification. Journal of Organizational Behavior, 30, 359 -- 378.

Team Process Selection:

Setting SMAT goals and avoiding social loafing

For the purpose of this paper, I agreed to volunteer on a local committee designed to reduce childhood obesity in our immediate area. As is the case with many communities, the increasing BMI of children due to unhealthy food consumption and a lack of places to exercise are of great concern, especially to parents of elementary and middle school-age children. The committee was designed to create a less obesegenic environment through a variety of initiatives for this age group.

The committee works closely with the local elementary and middle schools, providing suggestions and support to make it easier for children to walk to school. ecent efforts have included putting in new bike racks on school grounds and hiring an additional crossing guard, to make walking to school less hazardous. The school has also eliminated bake sales as a source of…

References

"Creating SMART goals." Top Achievement. [3 Nov 2013]

 http://topachievement.com/smart.html 

"Important differences between groups and teams." Hogan Assessments. [3 Nov 2013]

 http://info.hoganassessments.com/blog/bid/166201/Important-Differences-Between - Groups-and-Teams

Other elements that could lead to conflict include asynchronicity, the perceptions of what is appropriate for public and for private online spaces, and the limitations of reading and writing. These elements can lead to misunderstanding and to often needless conflict.

To avoid potential conflict arising from such misunderstandings, the authors suggest making "I" statements, which would allow the persons involved to understand the feelings behind the statements. Assumptions, as mentioned above, should be checked by questioning, and elements of active listening are also important. Finally, it is important to acknowledge perspectives other than one's own. It is also important to indicate an understanding that the perspective is one's own and not necessarily that of the others.

The authors also note that conflict will not always be avoided, but can be used as opportunities for learning and growth. When conflicts occur, the persons involved can learn about themselves and the reasons…

Mind Tools Ltd. (2008). Conflict Resolution.  http://www.mindtools.com/pages/article/newLDR_81.htm 

Moussou, Mihaela & White, Nancy (2004, May). Avoiding Online Misunderstandings. Full Circle Associates.  http://www.fullcirc.com/community/avoidingconflict.htm 

Sookman, Claire. (2007). Team Building: 3 Ways to effective team communication. The Sideroad.  http://www.sideroad.com/Team_Building/effective_communication.html

Team Communication

An interdisciplinary team is formed from a group of health care providers belonging to different fields of health sciences; they work together as a team to bring the best possible outcome for patient. The efficiency of this team is achieved by following three basic steps that include communication, coordination and sharing of responsibilities. In order to provide quality care in primary health care system, the hospitals need to get closely integrated with the whole health service system (Ilyas, 2006).

Who makes up the membership of the interdisciplinary team in this agency?

Members of the interdisciplinary team vary according to the age and the degree of disability of an individual. Main aim of such team is to provide support to the patient in the best possible manner. The interdisciplinary team members of Hospitals at Ontario, includes Physicians, Nurses, Midwife, Dietitian, Pharmacist, Psychologist, Podiatrist, Physiotherapist, Chiropractor and Occupational Therapist. In…

References

Grech, H. (2012, October 28).Communication Skills in Health Professionals. Map-n.net. Retrieved on January 10, 2013 from  http://map-n.net/pastevents/violence%20and%20aggression/Prof.%20Helen%20Grech%20-%20Communication%20Skills%20in%20Health%20Care%20Professionals.pdf 

Ilyas, M .(2006).Public health and Community Medicine. Karachi:Time Publisher.

Ontario (2005, July 5). Guide to Interdisciplinary Team Role and Responsibilities.Health.gov.on.ca. Retrieved on January 10, 2013, from http://www.health.gov.on.ca/en/pro/programs/fht/docs/fht_inter_team.pdf

Salgado, C.D., Farr, B.M., Hall, K.K. And Hayden, F.G. (2002, March).Influenza in Acute Hospital setting. Lancet Infectious Diseases, Volume 2(3),145-55

Team Management

Creating a State-of-the-Art Microsoft Windows-Based Software Application

Through Leadership and Teamwork

Developing new enterprise software applications that are built on the Microsoft Windows operating system requires an intensive level of commitment, communication, collaboration and shared task ownership across all team members today. Every member of the group today has a unique role to play in creating the best possible enterprise software application running on the Microsoft Windows platform. In order for this ambitious project of creating a state-of-the-art enterprise application to succeed however, the team needs to concentrate on making each of their unique strengths deliver value daily to the fulfillment of this ambitious objective. This plan defines how to create greater levels of team motivation, satisfaction and performance, while also addressing the differences in attitudes, emotions, personalities and values. All of these factors taken together are a strong catalyst for the accomplishment of challenging, complex goals leading…

References

Ammeter, A.P., & Dukerich, J.M. (2002). Leadership, team building, and team member characteristics in high performance project teams. Engineering Management Journal, 14(4), 3-10.

De Meuse, K.,P., & Liebowitz, S.J. (1981). An empirical analysis of team-building research. Group & Organization Studies, 6(3), 357-357.

Ramsey, R.D., EdD. (2010). Are You Missing out on the power of Purpose? SuperVision, 71(10), 19-21.

Swanson, J.W. (1997). Building a successful team through collaboration. Nursing Management, 28(5), 71-3.

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 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:

 http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm

Teams: Discussion

Several months ago, I was amongst those elected into a team set up to look into ways of enhancing interdepartmental cooperation. The team comprised of 7 individuals -- each representing a department. The key mandate of the team was to come up with strategies of enhancing cooperation between departments so as to enhance overall organizational efficiency. With regard to the various types of teams Landy and Conte (2013) identify, this particular team could be described as a project team. A project team in the words of Landy and Conte (2013, p. 521) is that kind of a "team that is created to solve a particular problem or set of problems and is disbanded after the project is completed or the problem is solved."

In this particular team, I was the Human esource Department representative. Amongst other things, I was charged with soliciting views from member of my department…

References

Jordan, P.J., Lawrence, S.A., & Troth, A.C. (2006). The Impact of Negative Mood on Team Performance. Journal of Management & Organization, 12(2), 131-145.

Landy, F.J., & Conte, J.M. (2013). Work in the 21st Century: An Introduction to Industrial and Organizational Psychology (4th ed.). Hoboken, N.J.: John Wiley & Sons.

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

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.

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 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

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.

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 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

Teams are organized of people focused towards an achieving a particular goal. Each member is equipped with relevant skills and their approaches are liable to receive feedback by others. Team sizes in the range of 6-12 are generally the norm depending on the project in hand. Increasing team sizes imply overheads in terms of planning the structure and provision of support. Individuals constituting the team are usually not strong enough to serve the project alone. They future of the project depends on how well they can share expertise amongst other members. Teams avoid being dependent on the leader to lay out the entire plan. Members rely on the people responsible for different areas to proceed with the plan. Conflicts are discussed with the relevant members directly rather than waiting for a supervisor to act as the middleman. Performance issues are solved as a team (Mackin, 2007).

Groups can be defined…

References

Mackin, D.(2007) The Difference Between A Team and A Group. Retrieved from  http://www.sideroad.com/Team_Building/difference-between-team-and-group.html 

The importance of workplace diversity. Retrieved from http://www.ehow.com/facts_5200385_importance-workplace-diversity.html

Reid, N.(n.d.) Cultural Diversity and Team Dynamics. Retrieved from  http://ezinearticles.com/?Cultural-Diversity-and-Team-Dynamics&id=2783874 

Levine, A.(2011) Team Dynamics: Understanding your role. Retrieved from  http://www.osa-opn.org/BrightFuturesBlog/post/Team-Dynamics-Understanding-Your-Role.aspx

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 evaluation: MGI

Fundamentally, my team worked so effectively because of our common goals and determination to succeed. A critical component of creating our effective team was the drawing-up of a team charter. The charter listed team member strengths, duties, processes, ground rules, and above all a timetable of deliverables. Having a series of deadlines for small projects, rather than focusing on the single, final deadlines of the project forced us to keep in constant contact over email and have a consistent and ongoing dialogue about the preoccupations of the case study.

One of the challenges of being a member of a virtual team is that the distanced format can lack accountability, and people do not get a clear sense of the personalities of other team members. However, in the case of our team, we clearly bonded as a unit. The fact that Nicholas Payne was so prompt in getting…

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.

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

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…

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

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,…

Bibliography

Kerr, Randy (2005) Work Team Conflict Resolution. Online available at  http://www.uwstout.edu/rs/2005/article2.pdf 

Stulberg, J.B. (1987). Taking charge / managing conflict. Lexington, MA: Lexington Books.

Townsley, Carole (2006) Resolving Conflict in Work Teams. The Team Building Directory. Online available at  http://www.innovativeteambuilding.co.uk/pages/articles/conflicts.htm 

Heathfield, Susan M. (2008) Personal Courage and Conflict Resolution at Work. Human Resources. Online available at  http://humanresources.about.com/cs/conflictresolves/a/conflictcourage.htm

I collaborated with two different team components: I worked on the visual team and also on the editorial team. I am proud of the fact that I was able to help find a consistent tone for all of our content because all of us have somewhat different styles of expressing ourselves. I am also proud that my team mates appreciated my contribution on the visual team and that I was able to fulfil a shared leadership role. In addition to helping our team select the best possible visual images to match our informational content, I also contributed effective editing to help fit all of our information into the presentation. Finally, I am proud that I was able to negotiate differences fairly and confidently at the same time.

Improvement Areas

One thing we could have done differently would be to rehearse a little better. When we practiced our presentation, all of…

I would also allow team members to take on leadership roles at appropriate times. For example, if a certain task of the team is linked to a team member's primary skill, I would allow them to lead the team during that task. This will help build team chemistry by allowing all members to see the value of the other members. It will also help build leadership within the team and will help the team members leading to see that they have value to the team. This strategy will also help with motivation, since employees are likely to be motivated by the opportunity to utilize their key skills and be recognized for them.

For techniques of persuasion, I would focus on the objectives of the team and the team members' roles in achieving the objectives. The objective would be not on forcing team members to take certain actions, but instead helping…

Works Cited

Daft, R.L. Management. Fort Worth, TX: The Dryden Press, 1997.

Goleman, D. The New Leaders: Transforming the Art of Leadership Into the Science of Results. London: Time Warner Books, 2002.

Schermerhorn, J.R. Management for Productivity. New York: John Wiley & Sons, 1989.

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.

Team Management

Understanding the nature of teams and team management, what can you learn from sports teams?

Being insightful of the nature of teams and team management, it is possible to learn from team sports. Some of the key lessons to learn from team sports encompass aspects such as competitiveness and team spirit. At all times, teams in sports strive to remain competitive. This is not only internally amongst the players trying to play in different positions, but also externally against other rival teams. This indicates that employees within the organization should always endeavor to be at their best, learn, grow and develop. This not only enables them to develop into higher ranked positions, but is also beneficial for the organization at large. The team spirit element is another lesson that we can learn from teams. For a team to win, it necessitates a team effort, right from the first…

References

Brown, M., & Heywood, J. S. (2005). Performance appraisal systems: determinants and change. British Journal of Industrial Relations, 43(4), 659-6.

Davenport, T. H. (2014). What Businesses Can Learn from Sports Analytics. MIT Sloan Review. Retrieved from:  http://sloanreview.mit.edu/article/what-businesses-can-learn-from-sports-analytics/ 

Furnham, A. (2005). Performance appraisal systems. In the People Business (pp. 127-129). Palgrave Macmillan UK.

Keidel, R. W. (1984). Baseball, football, and basketball: Models for business. Organizational Dynamics, 12(3), 5-18.

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.

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  http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm 

Flynn, A., & Mangione, T. (2011). Five steps to a winning project team. Retrieved from  http://www.projectsmart.co.uk/five-steps-to-a-winning-project-team.html 

Six characteristic stages of team development: The project life cycle. (2011). The Project

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.

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 Experiences

Working in a team is a skill set that everyone must learn. There are many classes and professions that require individual work, and nearly just as many that require teamwork at some point as well. In my experience, I have had successes and failures working in teams. Last semester in a physiology course, I had to work as part of a team for a final presentation. The presentation took place before the class, the department, and faculty members of the departments, so at least I know I felt some pressure to do well. My team prepared for several weeks. The preparation was not entirely smooth. Management of the team proved difficult. Conflicting opinions and tensions ran rampant throughout the group. We disagreed about many aspects of the experiment and the presentation. The disagreements were fierce and proved to be the greatest challenge of the experience.

I had more…

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-UILDING

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…

Bibliography

Jack Jeffereries (2nd) Team Dynamics

McNeill, Bellamy & Burrows (2000) Introduction to Engineering Design, 2000-Page G-9

Moreira, Paqula (2003) Building an Effective it Team Step-by-Step Certification Magazine July 2003.

Brownstein, Marty (nd) Resolving Conflicts on the Team: Managing Teams for Dummies.

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 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…

Resources Management by Jack J. Phillips, this text on the Team Trainer is utterly unpretentious, unself-conscious and fun. Its tone is set during its first chapter that begins like a cheerleading cry, calling for the reader to give the authors "a team!" with an enthusiastic punctuation of exclamation marks on the page. One can almost hear the roar of the supervising crowd from the stands.

However, such enthusiasm and confidence could merge well with some of the issues delineated in the text The Management of a Multicultural Workforce by Monir H. Tayeb, as clearly defined exercises and progress charts are helpful and clear ways of bridging cultural differences -- progress becomes measurable rather than vague, and teamwork is less apt to devolve into a series of personal conflicts based upon culturally different norms. However, in light of an increasingly diverse and multicultural workforce, it might be worthy of note that not all individuals from a variety of less directive cultural contexts would find the heavily psychologically (one could even say 'self-help') format of the tasks and exercises as comfortable as those from an American context, where informality and free discussion are more openly accepted.

However, the final words of the activities-oriented section of the text, that one must not be comforted with a smile on the part of employees shows that the text is cognizant of the fact that not every member of a team will be equally fulfilled, and no solution will be equally happy to all. It also shows how the current stress upon team building is itself part of a current workplace cultural context, as it provides the history of workplace theory in its final chapters. The book is always practical and realistic, and thus never assumes it can accomplish all, however enthusiastic and far-reaching the author's own goals and objectives for workplace teamwork may stretch into the 21st century of the global workplace of human resources.

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-Based Workforce

I understand the objections you have raised, regarding the creation of a team-based workplace. However, as well as the potential problems you are concerned about, consider the old adage that 'the true definition of insanity is doing the same thing again and again, while expecting different results.' Sales are flat and a new sense of energy is needed to invigorate the company.

Using workplace teams will create a sense of community and solidarity amongst employees. One of the problems with salespersons in particular is that they view their work as an individualized effort, rather than a team effort. Working as a team rewards them for how well they perform in the service of others, not just how they shine alone. Teams will be rewarded 'as a team' rather than for the performance of individual members. This will create cohesiveness in a volatile workplace environment, where people often shift…

References

Building blocks for teams. (2011). Penn State. Retrieved:

 http://tlt.its.psu.edu/suggestions/teams/about/benefits.html 

Forming, storming, norming, and performing. (2012). Mind Tools. Retrieved:

 http://www.mindtools.com/pages/article/newLDR_86.htm

Some of the major ad campaign media included television, radio, print, and the internet. However the internet had raked in the most ad campaign revenues as compared to the others. This was not surprising considering online advertising was available to a worldwide audience in the new global village world order. This fact weighed in heavily at our first brainstorming session to identify the product to build an advertising campaign around.

When we met at the end of the first week, our product ideas ranged from ad pitching for an imaginary dog poo vaporizer spray to a book that would help students improve their memory of studied materials. I suggested that we focus on a product that we could easily sell on the internet, to which another team member highlighted that the cheapest products to produce and market were information products. Such consisted of information packaged in electronic form, ebooks or…

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,

If things are especially stormy, having clear, short-term deadlines and objectives, and procedures for meetings that are fair and strictly observed can keep unhealthy interpersonal conflicts to a minimum. If any conflicts ensue, they should be about the task, not the person.

The 'norming' phase is when members begin to have a feeling of belonging to something larger and more important than their immediate selves. A sense of cohesiveness develops, and the team can afford to be slightly informal. Team members may become more flexible about roles and more creative in their responses to challenges. "Finally, the group attains the fourth and final stage in which interpersonal structure becomes the tool of task activities. Roles become flexible and functional, and group energy is channeled into the task. Structural issues have been resolved, and structure can now become supportive of task performance" (Smith 2005).

Of course, not all teams proceed so…

Works Cited

Smith, M.K. (2005). Bruce W. Tuckman - forming, storming, norming and performing in Groups. The encyclopedia of informal education. Retrieved March 7, 2009 at www.infed.org/thinkers/tuckman.htm.

Social loafing. (2009). Changing Minds. Retrieved March 7, 2009 at  http://changingminds.org/explanations/theories/social_loafing.htm 

Defining teams

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.

Strengthening Others for Team Excellence

For a team to be successful in their activities, they need a strong leader who will bring the team together by ensuring the team members trust each other and look forward to achieving the goal of the team. According to Northouse (2012), the team leader is important and should exhibit traits such as intelligence, confidence, integrity, and determination. Kouzes and Posner (2012) also suggest similar qualities stating that the leader should be honest, inspiring, competent, and forward-looking. These scholars present different views of groups and teams dynamic, which form the subject matter of this paper.

Group dynamics and cohesiveness

According to Northouse (2012), a group's cohesiveness is promoted by the leader's qualities. The leader should be intelligent, as seen in their communication and problem-solving skills, excellent as seen in their synergy with the team and determined. Kouzes and Posner (2012) define competence as the most…

References

Cleaver, J. (2001). A new team, better work, Chicago Tribune: Working, p. 1.

Cropanzana, R., Bowen, D.E., & Gilliland, S.W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48. doi: 10.2307/27747410

Kouzes, J.M., & Posner, B.Z. (2012). The leadership challenge (5th ed.). San Francisco, CA: Jossey-Bass.

Mathias Dewatripont, & Jean Tirole. (2005). Modes of Communication. Journal of Political Economy, 113(6), 1217-1238. doi: 10.1086/497999

By using these forms of open communication, members of the group would have felt less frightened or intimidated to speak up with their ideas.

Question Six

Conner's leadership style was very authoritarian. He thought he knew best, was confident about that fact, and wanted to make sure everything got done the right way -- his way. His style consisted of his making assumptions and asking for input without wanting honest feedback. Also, as a self-appointed leader, he did not ask the group whether or not they wanted to choose a different leader or operate in a more democratic fashion. This leadership style was not effective because the group was tasked with coming up with a creative product. An authoritarian leadership style does not breed creativity. In fact, just the opposite, it inspires others to do just what they did, fall in line. As previously mentioned, however, Conner's leadership style did…

Team motivation

The motivation that a team receives from the leadership will determine if the things that are to be done will be done by the team members and willingly so. Often there have been confusion of motivation to be equal to monetary reward or compensation, yet studies have shown that this is a very insignificant part and majority of the motivation is tagged on aspect like recognition, extra provisions like health cover, appreciation of effort made and delegation of duties. The project leadership needs to remove any obstacles or constraints that hinder their working, they need to have psychological safety and be treated fairly (Brown K.A. & Hyer N.L., 2010: Pp49).

A motivated team will ensure that there is synergy within the team hence have a common purpose and vision and the effect will be a faster achievement of results and higher performance in terms of quality. The factors…

References

Brown K.A. & Hyer N.L., (2010). Managing Projects: A Team Based Approach. McGraw-Hill Irwin.

McComick M., (2011). Top 10 Leadership Qualities of a Manager. http://www.mccormickpcs.com/images/Top_10_Leadership_Qualities.pdf

The single greatest detriment and liability to communication in the company I work for right now is trust. No one trusts members of cross-functional teams because they take ideas and often present them as their own in larger staff meetings or cross-functional discussions with other departments. This has happened regularly in engineering and in marketing. As a result, communication is starting to come to a standstill in terms of brainstorming. The exception is the business development team, which everyone wants to work with, as they regularly win awards for performance, are positive, look out for each other, and are very inclusive in terms of working with virtual teams. In effect, the business development team needs to be a model for the rest of the company.

To alleviate the lack of trust in the company outside of business development, I would also concentrate on creating more effective task interdependence to force…

Specifically, feedback is a necessity for assessing the immediate needs of the team, for evaluating both individual and team performance, for enabling individuals to improve their performance, and for enabling teams to improve their joint performance and teamwork.

Where the sports analogy breaks down again is in the different level of immediacy that applies to feedback in the realm of sports and professional business. In sports, feedback loops exist on a momentary basis at the operational level, whereas in business functions, it is very rare to have such immediacy of feedback. However, other than the temporal difference, feedback loops provide many of the same essential functions in both realms. In general principle, teams without efficient feedback mechanisms are destined to remain at their current levels of performance and success. Conversely, teams that succeed do so partly by accurately evaluating past performance with the express purpose of implementing the changes necessary…

Ferbrache, C. P. (2009). Virtual team leader emergence: A model to objectively measure leader emergence (Doctoral dissertation, California State University, Fresno).

This dissertation focuses on leader emergence in virtual teams. The author discusses the formal and informal processes of virtual team leadership development, aiming for the emergence of an objective model or means of creating reliable, effective virtual teams. Ultimately, this research addresses a gap in the literature related to leadership within the virtual team setting. Due to the unique characteristics and processes defining virtual teams, the same leadership theories and models that work for face-to-face teams may not be applicable to the virtual team. Although preliminary, this research is also instrumental in that the author provides a quantitative method to predict leader emergence, thereby improving the capacity of virtual teams to flourish. One of the main findings is that in virtual teams, leaders emerge through organic processes, linked possibly…

Essay Prompt:
Read two journal articles relating to Team Building through Servant Leadership philosophy.
Submit a written analysis (one to two pages) for each article, and attach a copy of the article.



Neill, M., Hayward, K., & Peterson, T. (2007). Students' Perceptions of the Interprofessional Team in Practice Through The Application of Servant Leadership Principles. Journal of Interprofessional Care, 21(4), 425-432

Neill, Hayward, and Peterson (2007) investigated the perceptions students have concerning interprofessional teams in practice using the principles of servant leadership. The sample that was studied was students from different professions within the health sector, subjected to a similar framework. The students provided care using mobile wellness services. These teams had a central source of communication coordinated by a faculty member of the health profession. An Interdisciplinary Education Perception Scale was used to measure the perceptions of interdisciplinary practice. Further, a pretest-posttest research design was employed in checking whether…

team dynamics a. Describe the process your team has used to form, storm, norm, and perform. At this point, where do you believe your team is in the team formation process?

During the formulation part of the team-creation process, our group was fairly formal in the way we related to one another. e were respectful, but cool. Then icebreaking conversation and structured discussion of the expectations awaiting us all over the course of the project established some initial and warmer forms cohesion, although we were still keeping along with the often unspoken "rules of behavior" that are observed within a new group. (CSL, 2005) During the 'storming' stage, some members of the group began to emerge as more dominant, as more specific and controversial issues had to be addressed beyond the getting-to-know-you process.

At present, the group is still in the 'norm' phase. One of the group members was forced…

Works Cited

Allerman, et. Al. (2004) "Form Storm Norm, Perform. Retrieved 23 Feb 2005 at http://www.niwotridge.com/PDFs/FormStormNormPerform.pdf#search='Forming%20Storming%20Norming'

Butt, Joe. (2004) ENJF. Retrieved 23 Feb 2005 at www.typelogic.com

Center for Service and Leadership: CSL. (2005) George Mason University. Retrieved 23 Feb 2005 at  http://www.gmu.edu/student/csl/5stages.html 

WPI. (2005) "Group Information." Retrieved 23 Feb 2005 at  http://www.cs.wpi.edu/~dcb/courses/CS3041/Group-info2.html