Management Training Day - Coursework Example

Management Report Introduction We had two training days coupled with many teamwork activities and learning theories aimed at establishing a good working relationship and improved productivity among group members. This report seeks to analyze the training day activities and brainstorm on what was done effectively and what areas need improvement to attain the ultimate objective of the training modules. The report offers recommendations that are aimed at improving on the training protocols and team building activities. Day One The activities we participated in on the first day of training included planks, team building and egg drop, among other activities. The objective on day one of the training was to create a friendly environment among participants and enhance team spirit and effective interpersonal relations. Some of the group activities undertaken were very effective in ensuring that members indulge in team building games such as ball games. Such games require good organization, cooperation, and a collective effort; working harmoniously to outdo the opponent. The team needs to have a team leader to provide directions, organize the team members and make crucial decisions on behalf of the team to ensure success. I actively participated in the games and it was very fulfilling more so when our team was winning. It is from these activities that I realized that team work is very instrumental in guaranteeing success. Whenever a section of the team fails to deliver no matter how hard the other members work, their efforts are derailed by the underperforming members. This case can be related with the actual work environment where staff members in their various departments work collectively to achieve a common objective in as far as the mission and vision of the organization are concerned. Without effective coordination and cooperation, it is essentially impossible to get the desired results. Leadership also plays a central role in determining the success of an organization. Without effective management from the top executive officials, the effort of the employees may not materialize. The organization requires competent leaders and managers to spearhead the agendas of the organization and offer the required leadership to the workers and other junior staff (Polevoi, 2014). Theories and Management Concepts The analysis of the authoritarian leadership model has found that decision-making is less efficient under this kind of leadership style. According to author Lewin, it is more difficult to move from authoritarian to a democratic leadership (Pentland, 2012). According to Lewin’s study, it was documented that democratic leadership is the most effective leadership style. The theory documents that democratic leaders not only offer leadership to members but also participate in the activities of the organization and get in touch with the employees on the ground. This theory shows that effective leadership is one that involves other members of the organization in critical decision making (Pentland, 2012). This theory relates with the games and module activities where most organized and well coordinated teams ended up winning the competitions. For the training to yield substantial returns and positive outcomes, there is need to focus on one or two specific concepts such as team work and leadership (as was the case with this training). We were able to establish a powerful message and theme in the course of training due to the narrow scope that could be sufficiently addressed through a clear message accrued from the training activities, models and theories. The facilitators responsible for conducting the trainings were very experienced, with an in depth knowledge of team building; and how to perfectly blend the activities to the concepts and theme of the training module. Having a general understanding of the organizational culture and work environment is not enough to provide for the labor force, it is important to have such training programs to inspire the employees and impart in them relevant knowledge, skills and expertise. The training also works to give insight and a wide perspective view of the work environment, providing capacity for the labor force to deliver. Day Two On the second day of training, we indulged in team building activities such as roller ball and getting over the wall among other activities. This was meant to build on what we had done on the first day. The theory on lessons about team roles and individual responsibilities to the organization were the main learning concepts during this module training. The team building activities worked to affirm the objective of the training which was to help the participants realize their place in the organization. Report Reflection The facilitators sought to demonstrate certain aspects of behavioral modification and development of positive reinforcement. This concept is achieved through regular response to a behavior following a predetermined pattern. The theory of positive reinforcement results in a 17% increase in performance of the labor force (Grant, 2013). The facilitators demonstrated that reinforcement techniques are very resourceful when effectively implemented. However, it requires time and efficient supervision to realize positive outcomes from such techniques (Grant, 2013). Situational theory as illustrated by the facilitators depicts that different situations call for different leadership approaches and styles. In the same school of thought, the team building activities were designed to demonstrate this concept since some activities fundamentally require an extensive labor force while others are more skill-based. In essence, the actions of the leaders should be led by the nature of the prevailing situation (Barnwell, et al., 2014). In the course of training, I presided as the team leader in one of the competitive ball games. I was responsible for organizing the team and strategizing on ways to capitalize on our opponents shortfalls to our advantage. Even though we took an early lead, our team lost concentration and the opponents came from back to win the competition. Despite utilizing utilized the chances we got, our team was not consistent and at some point confusion and blame-shifting took center stage, the opponent an opportunity to capitalize on the lapses; and we eventually lost the game. It was a learning session and we as a team drew a couple of lessons from the game. It is essential that all team members work collaboratively to achieve a common goal. Confusion and misunderstandings tend to work against team spirit and essentially lowering productivity hence the need to maintain focus on the ultimate goal and work as a team towards the set target. Challenges From the analysis of the training activity, I failed as a leader to hold my team together at a time when confusion set in. It was my full mandate to take charge and calm down the nerves of my team members. I learnt the importance of being a leader and being authoritative to offer direction to the rest of the team members. The officials and facilitators of the event largely focused on the outdoor activities, they should balance with other training events such as talks and bonding sessions. The team needs to effectively relate the team building activities with their individual delivery at the work place. Sufficient time should also be slotted for motivational and inspirational talks in line with the theme of the training. This is very essential yet most of the time of spend on the field that very little time was allocated to brainstorm on the activities and relate them with the models and theories and above all be sufficiently motivated towards achieving our obligated roles and responsibilities within the organization. Lessons Learnt After undertaking in the two-day training module, I can comfortably say that I have become a better person with improved work-related skills. I have also developed my public relation and interpersonal skills remarkably. It is through the training that I have come to learn the actual importance of embracing teamwork other than striving to achieve self-interest at the expense of the organization’s overall productivity. Another important lesson that I learnt from the modules is that I was able to identify my strengths and weaknesses and through positive behavioral modification, I have become a better leader ready to take on bigger challenges and spearhead the agendas of the organization to successful implementation. As learnt from Belbins Analysis, in the course of training, I have learnt to assign every individual the tasks they are best suited in and create an efficacious working environment. This works to create a productive working relationship and remains to be an important lesson portrayed in the various teambuilding activities (Grant, 2013). According to DR. M. Belbin, a team is not a group of congregants with different job positions in the organizational setting, but rather a workforce of like-minded personnel and professionals with distinct roles and responsibilities which are understood by other members of the team (Staggers & Nagelhout, 2008). It is even more effective when very individual is entrusted with the tasks that he or she can perform most appropriately and with much ease. In conclusion, it is important for the modules to be precise and work towards achieving a specific work-related concept to guarantee a positive impact on its target labor force. From this experience, training on team building can have a substantial impact on the work environment leading to increased productivity of the labor force. However, if not systematically and professionally implemented then the module is bound to have a negligible impact to the overall productivity within the organization. References Barnwell, D., Nedrick, S., Rudolph, E., Sesay, M., & Wellen, W. (2014). Leadership of International and Virtual Project Teams. International Journal Of Global Business, 7(2), 1-8. Bittner, E. C., & Leimeister, J. M. (2014). Creating Shared Understanding in Heterogeneous Work Groups: Why It Matters and How to Achieve It. 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