Evaluating Team Performance - Assignment Example

In this evaluation both technical and interpersonal abilities of the team members were taken into consideration. One factor that is always of high importance when evaluating a cross-functional team is the expertise contribution of the members. The team was comprised of members of the marketing, accounting, sales, human resource management, public relations, technical, and engineering departments. All the members were expected to represent the concerns of their various departments with regard to the organization’s culture and potential changes (Stewart, 2006).

All the members were able to bring in their expertise with all members basing their reasons on researches that were carried out with regard to the matter. The marketing department asserted that the culture should not change the public’s perception of the organization. As for the engineering department representatives, the most important thing was to make sure that the culture encourages a technical productivity of the organization. It is no doubt that at the end of the day all the departments’ perspectives were properly reviewed and an eventual conclusion reached (Dyer,Dyer & Dyer, 2013).

When asked about the team’s goal, all the members were able to identify what the goals. This is helpful because it enables a team to work as a single unit with a single focus and goal. However, it is also notable that the team would not have been able to work together for a common purpose if they do not share the same opinion with regard to the group’s goal (West & Markiewicz, 2004). Therefore, the leader saw that it was appropriate to let all the members give their opinion about the goals of the team (Franz, 2012).

Different members gave different opinions on how the goal will be reached. Some of the members suggested that the start-up style labs should be left to operate for a while so that they could observe the changes in organizational culture and whether there will be a necessity for any change in