Effective Team and Performance Management Name: Institution: Instructor: Course code: Date: Reflection on lessons learnt from the group exercise in weeks one to three During the first week we formed a team of four that was to be the basis upon which we were to complete the learning process in this module…
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But that was just a start of the many lessons that I learnt concerning working in a group. The process of team formation was a unique experience as I had to work with people I did not know neither had interacted with before. Thinking back on the way that the team initially got together, I can clearly understand why Tuckman (1965:87-89) developed his four step model. The very first thing we had to do was select a leader, and since all of us were quite uncomfortable and held back a little, Hana who was the first to break the silence and quite seemed to be directing the group, was chosen as the leader of our group. We were four members in the teams diverse both in gender, race and culture. I realized that this could possibly present a problem as noted by Cox (1991:57) concerning diverse teams, but this was proved wrong as different members though uneasy at first, brought in different thoughts and perspectives into the group discussions and the search for a solution as shown by Kravitz (2011). I got to understand that a team would not be able to get focused direction without a leader who fosters the team towards bonding, familiarity and working together rather than individually (Chieh-Wen, Yi-Fang, & Ming-Chia, 2010:1299). Notably at first we had to develop rules on how the team would work out, the various expectation of the team and how we need to behave to accomplish various tasks and accountability. Though initially I felt I did not own the group or understand exactly what we need to and how we need to do it, after laying out the rules and interacting for while and after realizing that my team members were as anxious as I was, I became more comfortable and gained trust in the group. This is certainly a reflection of one of Hackman’s (2002:54) that a team needs to have a strong direction and focus in its direction and needs to develop a structure upon which tasks are assigned. This is clearly noted in the manner with which various tasks are roles were assigned in the team. One of the most unique lessons that I gained were from the survival activity. Not only was I able to see my team develop its own unique character, but me and my teams became as one dependant on each other and highly seeking to accomplish the same thing. Different team members tended to have different characters. While two were action oriented, one was more of realist while I was a planner engrossed on details (Chieh-Wen, Yi-Fang, & Ming-Chia, 2010:1302). At first I thought it incredulous but fun that we had to take animal names for our group and had to develop a survival strategy for our species to survive in a constraint environment. As we continued with our survival strategy I thought, aha, this is not about just some other random assignment, but was rather a deeper look into team building, what makes teams act in togetherness, have the same goal, same zeal and work together proactively to attain what is good for all in the group (Cook, 2009:124; De Jong, & Elfring, 2010:540). This is highly reminiscent of the social exchange theory which looks at how different people in a team exchange resources in manner that created utility for our group and enabled us to be able be able to brainstorm and come up with effective survival tactics for the lion in the jungle (Flynn, 2005:743). It also made me think of Freud’s group behavior model where he notes that people often have a herd instinct which potentially
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(Effective Team and Performance Management Essay - 1)
“Effective Team and Performance Management Essay - 1”, n.d. https://studentshare.org/business/1397820-effective-team-and-performance-management.
I have learned about the organizational behavior, and the factors that are likely to influence the individual behavior in a team, and also about management practice efficiency, and behavioral skills, to generate impact on the performance of the team. “Teams are composed of people who have a variety of emotional and social needs which the team can either frustrate or help to meet” (West 2012, p.
The following is a discussion of personal, interpersonal, and journey experiences within the context of a group or a team where many seminar activities were involved such as, lost on the moon, investigating a serious crime in and around the City Centre of Cambridge, and the egg challenge.
Effective team and performance management mainly focuses on the achievement of business objectives. “A team is a small number of people with complementary skills who are committed to an agreed purpose, goals, and approach for which they hold themselves mutually accountable” (Team Definition 2011).
Teams are groups of people with distinct yet harmonizing skills; they have a specific aim in mind and divide responsibility among themselves to achieve that aim. Teams are task effective when they are able to achieve these set aims during their target time period.
The work is aimed to research how to increase self-awareness of employees with the aim of improving team management. The paper describes a number of ways how to develop self-awareness of employees, among them are relationship orientation, soft skills, soliciting feedbacks, asking good questions, listening without justification etc. The work contains graphs.
Therefore in practice, teams are a congregation of people comprising different skills, talents and competencies and who understand each other fairly well enough with a focus of efforts on collective team objective(s). In an ever globalizing economy, organizations now turn to their greatest asset which is the people skills it has to optimize their differences and uniqueness thus generating sustainable competitive advantage necessary for surviving the increased competition within the international market (Garry & Litan, 1998).
The order for beginning final summit had been set by the team expedition leader. The final 18-hours prior to reaching the peak was challenging, as it required survival of the fittest. Our team had previously set turnaround time, which serves alert the team about time to abandon ascent and begin descent.
The major challenge of such organization is to develop a team with diverse employees into an effective team (Catalyst consulting Team n.y.). Consistent, industrious and efficient work together towards a common goal, share common resources, have ways of resolving conflicts, plan their work towards their goals as a team, understand each others skills and abilities and share responsibilities (Bakken 2007.
Team effectiveness can be measured in terms of shared vision, interpersonal relations, effective communication, intimacy, sense of belongingness and pride. All of these appear to be missing from the team environment at Electron. Autocracy and power have forced the new workers to abide by the norms, failing which they face punishment.
Organizations around the world are striving hard to sustain and operate effectively in the market place. Such scenarios in the business environment have also led to a number of challenges for the organizations. It has been observed that companies have to deal with large number of issues and challenges.
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