Effective team and performance management Sr.# Topic Pg. # 1. Introduction 2 2. Reflection 3 3. Alternative courses of action 7 4. Learning and conclusion 9 References 11 1. Introduction: “When a team outgrows individual performance and learns team confidence, excellence becomes a reality”…
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The key purpose of this assignment was to ensure accomplishment of a comprehensive understanding of the concept of working in teams, and various factors associated with the same such as, the manner in which teams function, how to enhance the performance of teams; avoid arguments and disagreements and working together towards a common goal; various ways to avoid conflicts within teams; the issue of leadership and emotional intelligence; the impact and influence of decision making and the skill of negotiating with team members, among others. For the purpose of accomplishing this task, i.e., that of working in teams effectively and successfully completing the various group activities assigned to us as a part of this study, we used various models and theories to support and understand the concept of effective team management. The models proposed to be used for this task include conceptual models, mathematical models as well as computational models. For instance, the Cannon-Bowers (Cannon-Bowers et al., 1995) model of team effectiveness; the Tuckman model of team development developed by Bruce Tuckman (1965); Belbin's team role theory - a model which identifies 9 team roles which are associated with each specific personality trait of the members in a team; etc among many others. Finally, my personal reflections of the tasks performed based on my individual experiences will be explained using the John's (2000) model of structured reflection which includes three key factors i.e. experience, reflection and alternative action. These models and theories will be applied to the group activities assigned to us, in order to interpret, examine and analyze the manner in which the concept of team performance and management functions. 2. Reflection For the purpose of this segment, three key tasks undertaken by us will be described, and the corresponding experiences and issues associated with the same, will be reflected upon in a brief manner. The formation process of our team came through coincidence such as when tutor asked everyone to form a group; our group came into existence due to the fact that we were sitting in a same row at that very time. The group was consisted of multicultural members. I was both excited as well as nervous since this was my first time working with such a multicultural group. Before we could work on the assigned tasks, all the team members were given a Belbin questionnaire, based on which our roles in a team would be decided. According to the results of this questionnaire, I was assigned the role of a team worker and implementer. The rest of the team members were assigned appropriate roles according to their respective results. This worked in the favour of our team, since we all were best suited for the roles assigned to us, and helped us function effortlessly. Task 1: Egg flying contest. Description of the task assigned: For the purpose of this task, the team members were asked to choose 5 out of 7 resources provided to them, to enable the egg to be dropped from 2m without breaking it. It also required the teams to select leaders and each team was assigned a time limit of 15 minutes, to accomplish this task. Key issues faced: The key issue faced during this task was deciding on the resources to be selected, that would help us in successfully executing the activity, without breaking the eggs. The members were divided on the opinion regarding which resources to choose, and there were lot of discussions and debates
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Running Head: Effective Team & Performance Management Effective Team & Performance Management [Writer’s Name] [Institute’s Name] Table of Contents Table of Contents 2 Introduction 3 Reflection 4 Reflection upon Seminar Activities 4 Reflection upon own Group Experiences from the Viewpoint of a Fellow Group Member 7 Alternative Courses of Action 8 Conclusion 10 References 12 Introduction Effective team management and team working is one of the most significant aspects in every facet of life in the contemporary times of today.
Usually such teams do not have a formal leader and either select one or follow leadership by committee process (Dyer and Dyer 2007). Fraser and Neville (2003) identified group transformation into a cohesive team understanding and collaborating towards final objectives as key to success.
Some people are born with the qualities of being a good manager, while some are trained to do so. Good leaders or managers need to have some of the following qualities. They should be able to understand difficult ideas and deal with different issues with intelligence.
It is essential to nurture team spirit and clear understanding of final objectives in a group of individuals to form a cohesive team. In this report, different team building concepts like Tuckman’s Team Development Model, Myers-Griggs Group Dynamics, Belbin’s Team Roles, team cohesion, conflict resolution, decision making and leadership were not only discussed but also effects of their practical application in real scenario of team building process was analyzed which may help to improve the team building if redone again.
Therefore, an organization must consider the reasons behind lack of cohesion and cooperation among the employees (Adair 2008, p.23-34). It must be able to reflect on the areas of conflict and enhance them to increase efficiency and effectiveness. An organization is made up of various departments, each of them different in functions, yet working towards achieving the same goal (Clinebell & Stecher 2003, p.
This can be maintained through forming effective cooperation and teamwork among members. The paper discusses about the organization of Electron and its effective team and performance management. In this context, the valuable aspects concerning team dynamic and team formation has been discussed in the paper.
The need of innovation and continuous improvement depends upon several factors, such as types of products that are produced, business environment and several key organizational factors. Effective leadership strategy, organizational culture, significant team goal development, innovation, creativity and effective management of team performance can help an organization to avoid several obstacles that can affect the performance of a firm.
Task factors include timely performance within the budget, proper concern for quality and the technical results. Relationship factors include the capacity of members and leader to solve conflicts, on their trust for each other, and communication effectiveness.
The involvement of members from different departments was necessitated by the fact that a change in organizational culture will affect all the departments in the organization. The team’s performances were evaluated and the result
Performance management is important in an organizational concept as because employees are the most important resources in an organization. It is also important from the view point of the employees that the organization and the
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