...responsibilities on teams for which they are not qualified. The involvement of team members’ doing tasks they are incapable of handling will always lead to unproductivity. Selecting the right people and placing them in the roles to achieve maximum results on the team will demonstrate an effective leadership. When there are inadequacies such as unclear instructions and ineffective delegation you will begin to see barriers. Create educational opportunities and an innovated environment to expand on new ideas. Let team members know you appreciate them and give recognition to all no matter how big or small of the tasks. Team Members’ roles Lack of clear vision leads to confusion and frustration. Many teams fail to realize what skills each one has. To lead a competent and effective team it is imperative that teams are properly motivated and placed to be successful. Have you ever tried to accomplish a task with no clear vision or what skills teammates brought to the table? I am sure that task was not completed and there was so much frustration & confusion in the process. Barriers can impede the progress because people are thrown into situations that lead to roadblocks for which they are not adequately skilled. Teamwork is first discovering what skills and attributes you bring to the group and how they align with the vision or task at hand. The purpose of the leader is to influence, inspire and place them where they will be most effective. So, before assigning roles to individuals...
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...PROJECT- TEAM DEVELOPMENT A Team is a group of people who work together and are collectively responsible and accountable for a defined task/s. Teams normally have members with complementary skills which, when appropriately harnessed, allow each team member to maximise their strengths and minimise their weaknesses, thus generating synergy through a co ordinate effort. As the new team member and leader at the jewellers firm my first task would be discovering the already established team roles an dynamics and determining where I can fit into it all as well as what and whose roles may need to be altered. For teams to work well together they need to have; high levels of trust between members, they need to work together to achieve greater results than any individual, have string shared leadership within the group, demonstrate support for other team members and individuals within the organisation, and regularly monitor, evaluate and review performance as an aid to improvement. These skills will need to be introduced to the team at an early stage so team dynamics can be established. It is clear that the senior management has noticed the team struggling with their day to day tasks and communication is strained. In order for the team to move forward and progress team development will need to occur. In this stage the team will go through 4 development stages; Forming- Teams are undeveloped and need to create an identity. Storming- As members come to know each other they question and...
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...High Performance Teams Waseem AL Rousan J3 M2 Assessment1 30675904 Waseem Al Rousan High Performance Teams Content J3 M2 Assessment1 30675904 Waseem Al Rousan Contents Introduction: ................................................................................................................................................. 2 What is a group ............................................................................................................................................. 2 Team Development Stages: Group Formation Theory (Tuckman’s 4/5 Stage Model) ................................. 3 Group performance theories ........................................................................................................................ 3 The T7 Model of Team Effectiveness ........................................................................................................ 3 Rubin, Plovnick, and Fry Model—The GRPI Model of Team Effectiveness .............................................. 4 Katzenbach and Smith Model—Focusing on Team Basics........................................................................ 6 High performing team case study/Umniah’s IT Infrastructure team ........................................................... 6 Team Performance Measurement and Management .............................................................................. 8 Team Behaviors and Values ...........................................................................
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...Introduction The overall team process of MGI seems dysfunctional and ineffective; members forming the MGI team brought a variety of skills set resulting from the multi-talented compositions, diversity in ethnic backgrounds, close personal relationships and a shared desire for the product. The main task for the team was to launch a product at the Harvard Business School (HBS) business plan contest, however, the team has failed in delivering such product for the lack of group roles, defining objectives and facilitating communication among themselves. The MGI lacked a manager to lead the group assignments and making sure every task is performed for the best interest of the group; which is completing the task in the given time frame. There was no structure and clear role assignment for members, this led to having more and more conflict among team members that affected the communication process as well as the outcome of the group. Not only ineffective communication was created in such team forming setting, but also a misunderstood perception for each member’s role was generated. One given example, when Dav joined the group, Henry and Dana did not know the intentions for the team founders as to themselves, as they had no idea what Dav’s role was in the team, which affected the team work as a whole. Also, as Henry thought they were very clear in respect to each member’s role that’s been placed initially, each member played a facilitator, moderator, task manager, and strategic thinker...
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...Henry Tam And The Mgi Team Case Category: Literature Autor: tasha129082 03 February 2010 Words: 1587 | Pages: 7 Henry Tam and the MGI Team Case - Main Managerial Problem On the surface, the seven-member MGI team which comprised of Henry Tam and Dana Soiman – both current HBS MBA Students, Alex Sartakov – a Berklee College of Music student, Dav Clar – a MIT graduate student, and Alexander (Sasha) Gimpelson, Igor Tkachenko, and Roman Yakub – the MGI founders, seems like an ideal team, with each member bringing different experiences and technical skills to help with the business plan contest at HBS. However, as we will see in this paper, interpersonal dynamics, a lack of clear leadership, resulting in unclear team goals and individual roles, and a lack of healthy group norms, contribute to an ineffective team process at MGI. With the deadline less than three weeks away and the team without even a first draft of the business plan, Henry is certain that the team would not meet the deadline if it continued to function as it had so far. Case Analysis Team Process is defined as the team members’ behaviors and interactions, occurring over time. It is through this process that all of the members’ expertise and knowledge, along with other inputs, functioning in the group environment, manufacture an output. MGI’s team process seems ineffective, resulting a lot of conflicts among the subgroups of the MGI team and inability to complete the business...
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...disintegration of Learning team #28. It was apparent that there was a growing dissatisfaction amongst members stemming from poor communication, disproportionate involvement in team tasks, and an evident lack of supportive leadership. Three major factors have been identified for discussion: the absence of the team’s constitution or a charter that clearly defined the team’s goals and processes, inadequate knowledge and skills amongst team members to drive the team’s performance, and absence of positive team culture and values. We explore each of these factors below and analyze how they contributed to the issues in the case. One fundamental misstep that resulted in the progression of issues in LT#28 was the lack of clearly defined standards for both the team and the individuals. With this oversight they failed to address several key components, including: individual and collective performance goals, identifying the roles of each member within the team, and establishing a set of procedures to ensure achievement of the desired results. This crucial organizational step was overlooked. During their first meetings, the team seemed to be enthralled with each other on a personal level and coincidentally made the common misconception that good personal relationships would translate into a solid team structure. The team bypassed the planning process and jumped directly into coursework. When the work started to pile up and pressure fell on them, conflict arose. Members held different perceptions...
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...Understanding Team Development Teambuilding Recruitment Recruitment is a big part of the Uniform Public Services (UPS). It is important to get the right people with the right set of skills needed for that job. Having the right people helps with the development of the teams. All team members should support each other and avoid conflict to build a successful team. INDUCTION The induction is important when you start your first day because it gives you the opportunity to meet the new recruits get orientated and gain a good knowledge of the base. The induction is where all the information is given and explained about what will happen throughout the year. It’s a chance to meet new people and get comfortable with each other and become a good team. Most importantly it also gives you the chance to decide if you really want to be there. MOTIVATION Motivation is an important part of the UPS. Rewards are used such as recognition from your superiors, time off, promotions and medallions all motivate the team in order to get a job done. Being motivated helps you want to be part of and support your team, brings you all closer together. Negativity brings the moral down, so people recruiting try to avoid recruiting people that have a negative attitude. TRAINING/ COACHING All Public Services do it. It brings in knowledge and a key aspect to any role in the Public Services. Employees must be highly specialised and required extensive training and knowledge in order to perform well...
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...Henri Tam and the MGI Team : Written Case Analysis Henry Tam faced a difficult challenge as he began his business plan project with Music Games International (MGI). The root of the problem is that the company culture is not adaptive. This means that the team members do not come together and support change to enhance their productivity. In this instance, it causes the team not to be as effective as they otherwise would. During the course of the project, Henry encountered several difficulties. The group lacks an effective leader. He has to step in to establish better management of agreements and build unity and encourage collaboration through supporting, empathizing, and harmonizing. Finally, their group lacks greatly in having clear stages of development. He needs a clear understanding of the stages of group development. In order to advance the group, I recommend that they make changes in their strategy to form the cohesion in their group. First, they need to overlook personality conflicts to facilitate agreement. A group of highly talented people does not mean guaranteed success. They must delegate tasks and be consistent in their decisions. Another recommendation is to establish a clear team leader to develop credibility. This will allow the group to develop focus and influence, and motivate them to greater effort. Third, I recommend they set clear expectations and boundaries. Doing so will increase efficiency and clarify roles and agendas. Finally, they need to establish...
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...Team Dynamics Teams is a group of two or more people who exist to fulfill a purpose and are interdependent or interact and influence each other, mutually accountable for achieving common goals, and perceive themselves as a social entity. Teams are groups, but groups are not the same as teams. Teams have task interdependence and some groups are just people gathered together. One example of a team is orchestra playing together at practice. They each have a specific role or musical piece they play, but the common task is getting the final musical piece mastered. Thus, who makes up teams and what type of teams are there. Many variations of teams exist such as, departmental teams, skunk works, which are small loosely structured corporate research and development units, or subsidiary formed to foster innovation. Some other types of teams include production/ service/ leadership teams, task force (project) teams, self-directed teams, virtual teams, advisory teams, and communities of practice. Some examples would include wound care teams in hospitals or unit practice counsels, infection control or any group of two people or more working toward the same task. Now, consider the members of the team. Individual members of a club, business, management department, or any other organization can come together to form a team. Now, consider the importance of teams and why it is important to rely on teams in the workforce. Teams provide valuable service for employers, employees, and...
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...19 Developing Teams in Business Assignment 1:The Organisations training manual project P1:Describe different types of teams and the benefits of teams for an organization The objective of the team is to have different roles an working towards an ultimate goal of doing a group presentation and the aim is for all group members to think of brilliant unique ideas and share it with each other and discussing ideas with each other to improve work. The meaning of team can also be as a an informal team is less structured. It is usually a group of individuals not set up by an organisation ,that sees the benefit of working together. Informal teams are less structured and rule bound than formal teams.An example of an informal team would be a group of new employees who meet once a week to share experiences and offer support in improving work practice.The description of the theory of team is Dr Meredith Belbin identified eight major roles that people adopt when working as part of a team:Plant,Resources investigator,Co-ordinator,Shaper,Monitor Evaluator,Teamworker,Implementer,Completer Belbin’s theory was:That teams are made up of different types of behaviour and that a successful, productive team will require a mixture of these behaviour types. This allows a team to have balance and where each type of behaviour has strengths they also have areas of weakness, but a mix of behaviours means a team member’s weakness will be someone else’s strength. The benefits of teams to the organisation...
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... 2. 2.1 Executive Summary.................................................................................................... 2 The Theory Underlying Groups and Teams................................................................ 3 Gibson, Ivancevich, Donnelly, Konopaske.......................................................3 Groups............................................................................................................... 3 Teams................................................................................................................ 4 2.1.1 2.1.2 2.2 Stephen P. Robbins.........................................................................................4 Groups............................................................................................................... 4 Teams................................................................................................................ 5 2.2.1 2.2.2 2.3 Jones, George, Hill ..........................................................................................7 Groups, Teams and Organisational Effectiveness............................................. 7 Groups and Teams as Performance Enhancers................................................ 7 2.3.1 2.3.2 3. 3.1 3.2 3.3 4. 4.1 4.2 Is this a Mature Work Group or Team?....................................................................... 8 Stages of Group Development .............................................................
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...Framework of a Successful Team There are many criteria necessary in building an effective team. Specific steps can be executed for a productive team to emerge. We can examine the framework of a successful team to see how this can be achieved. Critical Elements to Creating a Team When establishing a team it is important to consider several attributes that help to facility a high performance team. Effective Leadership - Every team needs a leader to drive the team to success. To be effective the leader must allow input from the team members. It is important to keep the individual input organized for everyone to keep the direction clear. An effective leader will need to make decisions and assign tasks to team members in line with the team goal. It is the responsibility of the leader to steer the team’s direction in an atmosphere where the environment allows open communication, everyone is involved, individual skills are used to benefit the team, and the goals remain clear. Clear Direction - Every team needs a clear goal to embrace and be empowered with. Teams are challenged with the different backgrounds, experiences as well as personal goals or objectives they wish to achieve in the project. The direction must be clear enough for the team to understand what is required for success and what each team member must do to achieve that. Cooperation and Empowerment- It is not enough that a team is composed of skilled members. The key to team dynamics is being able to work...
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...Teams and Groups An extraordinary team is valuable to any organization. The purpose of assembling a team is to accomplish bigger goals than any that would be possible for the individual working alone. The goal of a team is to execute and attain victory in the workplace and marketplace. This paper will elaborate on both the characteristics of effective teams and on effective groups. Teams A team is a group of individuals which must come together to collaborate on a particular issue (Growing an Effective Team ,1997). The group effort is to attain a mutual task for which the group will be mutually responsible (Growing an Effective Team ,1997). “A team is considered to be a group of individuals with a lofty degree of interdependence geared towards the achievement of a common goal or completion of a task rather than just a group for administrative convenience (Growing an Effective Team ,1997).” Members of team are extremely dedicated to each other's personal development and achievement (Growing an Effective Team , 1997). “A team outperforms a group and outperforms all reasonable expectations given to its individual members (Growing an Effective Team ,1997).” “A team has a cooperative result (Growing an Effective Team ,1997).” Team members cooperate in all aspects of their tasks and goals (Growing an Effective Team ,1997). ” Team members contribute to the following management functions, such as planning and organizing (Growing an Effective Team ,1997). A team provides two main...
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...Case Analysis: Google’s “Three-Thirds” HR Team Debbie Martin Empire State College Organizational Behavior May 2014 What is a team? A team is defined as a group of people with a full set of complementary skills required to complete a task, job, or project. Team members (1) operate with a high degree of interdependence, (2) share authority and responsibility for self-management, (3) are accountable for the collective performance, and (4) work toward a common goal and shared rewards(s). A team becomes more than just a collection of people when a strong sense of mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members. (Business Dictionary.com, 2014) Google’s HR team has the potential to be a very effective and strong team. Each section has their expertise that would benefit the other groups. With the current model, the groups are only encouraged to have regular interaction. The lack a defined, common goal and expectation of the HR group as a whole. Google Upper Management is trying to capitalize on their HR team to assist with a sluggish economy and cost cutting efforts. In HR’s case, this involves making sure that Google is hiring the best possible candidates they can. The most costly component of any business is training of new employees. By utilizing the various HR groups it has established, Google is trying to minimize turn over, ensure longevity as well as compatibility. In order...
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...Clear goals are essential so that all team members comprehend the purpose and vision of the team. It is important to recognize where the team is going. Defined roles is important for the team to understand their job purpose and for leaders to tap into the skills and talents of each team member. Open and clear communication is one of the most important characteristics that an effective team needs. Problems that develop in groups can often be traced back to communication, or lack of communication. Effective decision making methods can help a team make well-organized decisions. Balanced participation can eliminate overload from each team member. This reduces stress and tiredness, and helps weed out lazy team members. Valued diversity helps with thinking, idea creating, problem solving, and experiences to produce an effective team. Managed conflict is necessary for team development. It is important that issues are not unnoticed and circumvented in the team. This helps improve creativity because the team will need to look beyond current assumptions. A positive atmosphere will help any team become effective. Compliant relationships help team members to work together for the good of the team. Participative headship is shared among the team members at various times. As you can see, we need clear goals, defined roles, open and clear communication, effective decision making, balanced participation, valued diversity, managed conflict, positive atmosphere, cooperative relationships, and...
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