...areas like technical, operations, commercial, HR and marketing, supported him. Agra unit was situated near Mathura with a manpower capacity of 450 employees, including 41 executives, 12 managers and remaining operators. A representative union was also registered in the name of Association of Chemical Workers in the company. This unit was working in 3 shifts and for all the seven days. The average age of the employees was around 30 years. Agra unit was the only automated plant among the plants of Unique India. It had a unique feature of cross-functional activities at the managerial level with the result a strong networking was observed. Emphasis on financial relations among the employees was given to promote simplified working and better understanding among them. Unique was known for its welfare facilities like – free canteen, free transportation, free uniform, medical re-imbursement up to 5% of the gross salary and all other benefits according to the statutory norms. They also provide with housing loan facilities to employees through HDFC and State Bank of India. Unique re-imbrued the interest amount on house loan exceeding 4%. The loan entitlement is dependent upon the income of workers. Inspite of all the facilities provided to the workers absenteeism was very high thus creating problems in...
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...A group of people that work together towards a goal, and to achieve a specific task, this is the definition of a team (Gallagher, 2013). There are many theories that look at how teamwork can be more effective and efficient. The theory of team development that this essay will talk about is Bruce Tuckman (1965), Tuckman’s theory has been established in education and training for many years (Gallagher, 2013). The theory looks at the different stages that teams would go through – forming, storming, norming, performing and adjourning. The different stages that Tuckman explains have to be followed orderly to achieve the next step. The purpose of the essay is to look at the different deeper meanings of Tuckman’s development stages and how they bring a better understanding of the team dynamics (the unconscious direction of a team’s behaviour (S.P.Myers, 2013))....
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...Leading and motivating a team effectively Connect the team with Vision and Strategy Wiltshire Sight is a local Charity Supporting people with Sight loss to reach their full potential in Wiltshire and Swindon. There are 2 distinct elements of work within the organisation the direct work with service users and the Administration of the organisation. Wiltshire Sight has recently gone through a significant period of change which saw the development of a new strategy and vision for the organisation going forward. Wiltshire Sights Strategy is central to the work that we do. Every member of staff and service user was given the opportunity to contribute to its development. By contributing in its development staff have a greater understanding and belief in the values within the strategy and are able to apply these to their work. The Strategy outlines the aims and objectives of the organisation, Wiltshire Sights aim is ‘To support those affected by Sight loss in Wiltshire and Swindon to reach their full Potential’(Wiltshire Sight Strategy 2014-2017 Leanne Hubbard) Our Vision is that ‘All people living with sight loss sight loss in Wiltshire and Swindon are supported and enabled to live full, active lives and reach their full potential.’ (Wiltshire Sight Strategy 2014-2017 Leanne Hubbard) Strategies are important as the lay out how you will meet your goals as an organisation. From the Strategy an operational or business plan is created along with organisational policies, these are important...
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...Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | |Plan out each activity there is, and make |Keeping the communication among team |Lack of accountability among the teams. | |sure that the plan has an accurate agenda |members clear, so that some information | | |and purpose of the agenda. |won’t be misplaced from any of the team. | | | | | | | |Each team member is focus on their part. |Understanding each team could cause | |Diversity among the team | |conflict. | | |The work that each team is given should be |The team may not agree with the work that | |Maintaining Leadership |divided among each individual. |is given | |Accomplish the Goals at a certain time |Divide the team that will accommodate each |The team may discontinue to do work that is| |frame ...
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...SAT2 Leadership Task 1 A1.) I am a Participative/Consultative leader. My style on the Leadership Grid is Sound Leader. I believe in empowering my team to participate in the decision making process both as a team and as individuals. My team members are experts in their particular functions, and as such have valuable skills and experience to add to the decision making process. In order not to slip into the Human Relations leadership style, I maintain control of the final decision after getting input from the team, and manage the insignificant day-to-day decisions with an understanding of the needs of the team and the requirements of the project. I set incremental and final goals for the team after we have discussed a project and determined the appropriate path to successful completion. I am aware of personal goals of my team members, and support them while keeping in mind the organizational objectives. a.) One strength of the Participative/Consultative leadership style is that the team members feel heard and are invested in the outcome as they have contributed to the project development and structural process. This means that there is less complaining, more focus on the goals of a project, and generally more willingness to cooperate with other team members in order to reach objectives. Another is that in utilizing my subject matter experts in a given area, I do not myself have to become an expert in each area. I trust my subject matter experts to know their area of expertise...
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...MANAGING CHANGE WITH AN INTERCULTURAL TEAM Master’s (one year) thesis in Informatics (15 credits) Lee Wennerström 2012MAGI11 I Title: Managing change with an intercultural team Publishing year: 2013 Author: Lee Wennerström Supervisor: Anders Hjalmarsson Abstract: The study explores the subjects of organizational change and management of intercultural teams. The goal of the study is to spread knowledge about how an intercultural team should be managed in order to assure the best possible success of an organizational change initiative. It has long been recognized that organizations constantly need to change in order to stay competitive. At the same time it has also been recognized that organizations today operate on the global arena with operations spread to many different parts of the world. It is thus important to understand how an intercultural team should be managed in order to assure the success of an organizational change initiative. The aim of this study has been to provide information and guidelines that may be used by academia as well as professionals to better understand how to manage an intercultural team that conducts an organizational change. A total of six different guidelines have been presented in this research - each one important in assuring an effective teamwork and a successful organizational change. The study has been conducted using a qualitative research approach and the method used for gathering data has been interviews as well as literature studies...
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...Prabhakar H14121 Q. Fletcher’s first attempt to build a research tram did not work out as intended. A. What aspects of team design, should he handled differently? B. What should he have done to facilitate the team’s process better? Ans. David Hired a research team , with individuals handling particular sectors . However , as the team did not have cohesion , it broke apart . A . Different approach to team design Referring Leigh Thompson's 'Making The Team' , a different approach can be made towards team design - People Dynamics - Interpersonal skills - David could have involved Stephanie and other office members who would be directly dealing with Brian in the office during the hiring process for Brian . Alternatively , he could have had collaborative training(Gratton, L., & Erickson, T.J. (2007). 8 ways to build collaborative teams. Harvard Business Review) sessions conducted Task Analysis - Team interdependence & common interest - In interdependent teams, it is important that team cohesion stay strong. Here , while initiated as a time saving high value team , it became a strain on David's time . Task analysis - Focus on performance , learning - Both Brian and Stephanie should have been clearly explained their career paths , told about how their performances would be measured as they progressed and told about the learning aspect importance of sharing of information in the team , during their on the fly meetings . The focus should be on the ultimate...
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...a structure of team-based, I will also speak about different ways organizations can do to increase efficiency and increase productivity, and finally the different types of teams. Today organizations have chosen to make a system of team-based structures, which has meant a big change in society and the way in which organizations develop. Working with teams makes the work-system more comfortable and more flexible and also helps the workers in order to demonstrate their talents and to share their views and opinions more freely, creating a positive environment, which creates greater effectiveness. When an organization decides to bring a team-based structure, not only has a positive impact on the organization, also it makes workers share opinions and give ideas. When you perform a team-based structure, more ideas are generated, coordinate logistics and better atmosphere among workers is created. To make a coordinated team, we need to have a leader who knows how to efficiently coordinate and lead the team's goals. For a team to be effective, it must be provided good coordination which may facilitate motivation and participation of workers. In an organization you can find different types of team-based structures, depending on the sector and each situation an organization can perform five types of equipment: problem solving teams, cross-functional teams, self-managed work teams,multi team and virtual teams. The most common is the problem-solving team, where teams are composed from...
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...the launch of a virtual team that will collaborate on an important and highly confidential project. The team will be made up of primarily senior leaders, managers and directors coming from all major business units of the organization. The orientation meeting will occur in two weeks and will present the finished outcomes to the executive team approximately 90 days following the orientation. My current focus is to provide the team with the guidance necessary to assist with the launch, specifically in two areas. I will be offering recommendations for the team charter, specifically focusing on ground rules, setting expectations and conflict resolution within the team and leadership. The second focus will be on recommendations for technology to assist in communication and collaboration for this national team. We will assess both synchronous and asynchronous technologies as well as recommendations for technology that will assist in brainstorming and problem-solving and conflict resolution. Team Charter Recommendations A fully functional team spanning across the United States of America can be a difficult process to maintain. It is vital that we as a team come together to create and honor a specific charter that will be devoted to our team. While we will still be working under the main Mission Statement of our company, it is important for us to focus on our actions and team work individually. “The process of creating this document will build team spirit and enthusiasm...
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...behaviors, and attitudes that contribute to personal effectiveness. Managerial competencies: sets of knowledge, skills, behaviors, and attitudes that a person needs to be effective in a wide range of positions and various types of organizations. Six managerial competencies: 1. Communication Informal communication Formal communication Negotiation 2. Planning and Administration Information gathering, analysis, and problem solving Planning and organizing projects Time management Budgeting and financial management 3. Teamwork Designing teams Creating a supportive environment Managing team dynamics 4. Strategic Action Understanding the industry Understanding the organization Taking strategic action 5. Global Awareness Cultural knowledge and understanding Cultural openness and sensitivity 6. Self-management Integrity and ethical conduct Personal drive and adaptability Balancing work and life demands Self-awareness and development What is an organization? Organization: a coordinated group of people who function to achieve a particular goal. Regardless of an organization’s specific goals, the job of managers is to help the organization achieve those goals. What is a manager? Manager: a person who plans, organizes, leads, and controls the allocation of human, material, financial, and information resources in pursuit of the organization’s goals. Different managers: department managers, product managers, account managers...
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...Understanding Leadership Introduction I work in a team of ten people in the Payroll Department of Powys County Council. The structure of this team comprises of one senior payroll officer, one team leader, three payroll officers, three payroll assistants and two control officers. I have been employed as a payroll officer since 2007 and our main aim is to pay people accurately and on time. Understanding Leadership Styles – Describe the factors that will influence the choice of leadership styles or behaviours in workplace situations. There are several different factors that can influence the style of leadership I employ within my team. In deciding what style of leadership is appropriate for my particular team it is vital that I understand not only how my team is capable of performing but also the dynamics and personalities of the individuals making up the team. A typical factor within my team is the level of skills required to perform the job at the best of their ability. Currently we have two individuals who are new to the team and this can influence the style of leadership used in training them on how best to perform their role at the best of their ability. I also recognise that we have a very stable working and organisational environment which means that there isn’t much process change within a given time period to produce our end goal. When approaching individuals, I would need to adjust my leadership style appropriately as no one individual is the...
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...Positive Influence Plans for Business Teams LDR/531 October 15, 2012 Positive Influence Plans for Business Teams Teams are an important part of an organization. The team process creates an environment that allows employees to respect one another and work cohesively to meet an objective or goal that the organization has assigned (Michael, 2012). Michael (2012) defines “TEAM” as “Together Each Achieve More” because teams are composed of individuals with specific skills, knowledge, and levels of abilities; each will achieve more if there is positive influence and understanding throughout the duration of the project in a team environment (p. 21). Understanding of Teams Can Lead to Positive Influence A project has been assigned to your department with a completion anticipated within one year. The organization has decided to form a team to be responsible for accomplishing the objectives of the project in which the collective knowledge can be gathered, documented, and delivered in a thorough efficient manner. It is important that the team has adequate resources, leadership and structure, climate of trust, as well as some form of incentive or reward systems to keep motivation throughout the project (Robbins & Judge, 2011). The team has to understand the abilities, personalities, roles, and importance of diversity that can affect the dynamics of the team performance (Robbins & Judge, 2011). In a team environment the common interest, values, social interaction, cooperation...
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...people who will work well in a team and be able to communicate effectively with colleagues, customers and clients. The article discusses how understanding human thinking can help managers in understanding and developing the communication skills and organization behavioral skills. Individuals always tend to behave differently when acting in their organizational role than when they are outside the organization. It is essential for a manager to have good skills in organization behavior, so that she can work effectively with the team and make effective use of their talents. Understanding their individual, group and collective behavior across the organization will always be helpful for organization and individual success and satisfaction. Understanding between managers of same level, working together in same project is very crucial for a project success. If they do not communicate with each other effectively, that may be passed down to the other members, resulting in conflicts between teams supporting a same project. A very similar situation had risen in our team during the past week. We have two teams supporting the same project in different ways. Because of lesser communication between teams, conflicts were arising very often. The IT support team’s perception was that, the other team does not understand the difficulties in achieving a particular goal in a technical way. The Functional team always had a thought that the IT team was not doing what the functional team...
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...BSBWOR502_MEGT - LEAD AND MANAGE TEAM EFFECTIVENESS Summative Assessment 2 Project. An effective and productive team doesn't just happen. It requires structures, support and processes that encourage development. Team building happens over time. When building and developing a cohesive, effective and productive team you need to determine how your team fits and the roles they play in the organisation. Does anything need to be changed? How and when can these changes be put into action? Organisational, strategic and operational plans need to contain suitable mechanisms for supporting team development. As teams grow they need to come to terms with their individual task/ roles, the teams tasks/roles and with one another. They need to learn to work together. • Facilitate teams • Participate in teams more effectively • Anticipate the procedures necessary for developing good team networks. It's a good idea to identify the stages of development and determine where the team is at. This helps development needs, assesses the best strategies for overcoming weaknesses and helps find the best methods for moving forward. Enable your team to get to know each other. Give them time to learn. -Set clear, agreed goals -Ensure personal, team and Organisational KPI's and KRA's are clearly linked and everyone understands -Encourage and recognise contribution -Agree on the teams norms, behavioural expectations and the procedures that will help problem solving and decision...
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...Section -1 The investigation of organisation behaviour says that in an organisation setting without people it is difficult for management to perform effectively. The understandings of the success management of the people ensure the existence of an organisation. Understanding, Controlling and prediction of the human behaviour analyse the organisational behaviour. According to (Mullins, 2010), organisation behaviour means the understanding of the individual human activity and group behaviour with the purpose of progression of organisational presentation and efficiency also it investigates the outline of the structure of organisation as a whole. The perception of organisational behaviour includes the human behaviour, the aim of the organisation, implementation of work, the practice of organisational and management, requirement for organisation success and link with external environment. According to Luthans (1998) says that in workers behaviour the motivation together with individual attitudes, qualities, understandings, and knowledge’s are not only the significant but also these behaviour works together with acquired knowledge or process which manager can use to achieve organisations target. Understanding of organisation behaviour can help managers to help make good performance in organisation. In organisational behaviour, the study of organisation is important as well to acquire particular target with human behaviour. The huge amount of people gets together or controlled on...
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