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Assignment 1 - Essay Example

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Team effectiveness can be described as the ability of a team to achieve the objectives or goals administered by an organization or personnel that are authorized. A team that is functioning effectively is evidenced by attainment of the team’s goals as well as harmony when…
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Team effectiveness Team effectiveness can be described as the ability of a team to achieve the objectives or goals administered by an organization or personnel that are authorized. A team that is functioning effectively is evidenced by attainment of the team’s goals as well as harmony when various people with varied technical skills complement one another. An effective team is characterized by clarity in unity of purpose, self –consciousness about team’s operations, the team has in place demanding and clear performance objectives, the team’s atmosphere always seems to be comfortable, relaxed and informal, lots of discussions with everyone participating, teammates are free to express their feelings and ideas as well(West,2012).On the other hand an ineffective team is characterized by low unity as pertains team purpose, team seems to stay away from discussing its maintenance, there is an atmosphere of indifference in the group characterized by tension or boredom, an individual’s personal feelings are usually concealed, and there is no proper resolution of disagreements by the team (Zepeda, 2004).
On their first meeting, each member should introduce himself/herself, share information in regard to their backgrounds, experience and interests. This assists in breaking the ice and letting team members learn more about each other. The team should also learn about what their project is all about as well as discuss the project’s goals/objectives and begin thinking about the various role(s) each will play in the team. When a conflict occurs within a team, the group leader should take firm control and should not allow others to begin wading into the argument by way of interrupting other speakers. All team members should remain silent and listen to their leader no matter how heated the conflict is. In order for a team to be effective it must be efficient, productive and cohesive and members must enjoy taking part in their various roles as well as working harmoniously together. The team must therefore be cohesive with all team members working together cooperatively and sharing common resources and objectives (Zepeda, 2004).The leader in this case plays the role of building relationship of loyalty and trust rather than that of fear. The leader should be the harmonizing influence and should communicate clearly, facilitate communication as well as encourage all the team members to reveal and share information. Team members on the other hand should brainstorm, listen to their leader and each other, and obey the ground rules set by the team together with tolerating as well as considering other members’ ideas as important (Laura, 2011).
The following behaviours are most effective in building an effective team; integrity, empathy, enthusiastic, collaboration and constructive criticism. Behaviours that work against building an effective team include egoism, mistrust, backstabbing /backbiting, blame game and lack of open communication.
At times during our group meetings I portray behaviours such as communicating openly on various issues facing our team, encouraging my fellow colleagues, getting time to know my team mates personally and collaborating with not only our leader but also other teammates. Some of the behaviours that I demonstrate that work against team effectiveness include putting blame on others, ignoring other colleagues as well as talking while somebody is speaking. In order to ensure my Course Project Team is effective, I will make sure that I collaborate with others, offer constructive criticism, create trust as well as respect my fellow colleagues in whatever discussion they may raise.
Works cited
Laura, Stack. Making Team Work:How to Create Productive and Effective Teams. New York: Amazon.com, 2011.
Michael, West. Effective Teamwork:Practical Lessons from Organizational Reserach. New York: John Wiley & Sons ,Ltd, 2012.
Sally, Zepeda. Instructional Leadership for School Improvement. New York: Routledge, 2004. Read More
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