1.

My preferred leadership style was resolution.

2.

Let's take a look at the six components of team dynamics. We'll also look at how they affect team performance and implications for managers. Objectives to be effective teams must agree on clear objectives and be committed to achieving them. Implications for the manager is getting the group to set specific objectives with a target date.Group size is next. If a group is too small or too large it may have a negative effect on the team.Implications for managers they usually have no say so in the size of their groups. Team norms are the group's shared expectations of it's members' behavior. Implications for managers is that the team norms can be positive or negative. Group cohesiveness is the attractiveness and closeness group members have for one another and the group . Implications for managers strive to develop cohesive groups that accept positive norms. Status within the team is the perceived ranking of one member relative to other members of the group. Implications for the manager they need to have high status. Group roles are shared expectations of how group members week fulfill the requirements of their position. Implications for the manager to be effective a team must have members who play task roles and maintenance roles, while maintaining self-interest.

3.

Let's discuss the five stages of team development. Stage one is orientation it's characterized by low development level, high commitment, and low competence. It's completely true that you tend to have anxiety over how you will fit in. I notice I go through this when I'm placed in a group in class. You never know what to expect , because it'll be your first time working together. Stage two is dissatisfaction which is characterized by moderate development level, lower commitment, and some competence. We recently have a team building training