Testing your groups and teams iq
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The document discusses key concepts relating to groups and teams, including: 1) Groups are differentiated from collections of people based on control and influence, meeting personal needs/goals, and acceptance/intimacy. 2) Problems people face entering new groups include identity issues and acceptance. 3) Teams must work interdependently to accomplish goals and can control at least part of their operations, unlike groups. 4) Group process refers to the relationships between members and how they work together on tasks.
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Team building involves activities that enhance social relations and define roles within a team. It aims to improve performance through aligning around goals, building effective relationships, reducing ambiguity of roles, and finding solutions to problems. There are four main approaches: setting goals to strengthen motivation; clarifying roles to reduce ambiguity; solving problems; and building interpersonal relationships through trust and communication. Team building can positively impact team effectiveness by improving cohesion, motivation, and process outcomes like role clarity. However, challenges include a lack of teamwork skills, difficulties with virtual/global teams, and using it as a quick fix without addressing underlying issues. Team building is applied in schools, organizations, and sports to develop team identity, increase cohesion through goal setting
Mu0011 management and organisational development
This document provides information about an assignment for a Master of Business Administration course. It includes 6 questions related to organizational development topics like importance of organizational development, organizational change strategies, ethical dilemmas, human process interventions, goal setting, and characteristics of a learning organization. Students are instructed to answer all 6 questions within 6-8 pages by the given deadline. They are also provided with contact details to get fully solved assignments.
Team Building
By the end of todays session student will able to;
Define and Differentiate group & team
Explain roll of team member
Discuss on the advantages of working in teams
Discuss the characteristics of effective team player and team
Explain the stages in team development life cycle
Evaluate and analyze managerial action
2 questions.docx
This document provides an overview of a unit on building high-performance teams. It discusses the four determinants of team performance known as the "four Cs": context, composition, coordination, and change. Context refers to how the organization's culture, structure, and systems support teamwork. Composition examines the skills and experiences of team members. Coordination focuses on how well members communicate and make decisions together. Change considers a team's ability to adapt over time. The document emphasizes understanding these factors when designing teams and resolving conflicts that could hinder performance.
2 questions.docx
This document provides an overview of a unit on building high-performance teams. It discusses the four determinants of team performance known as the "four Cs": context, composition, coordination, and change. Context refers to how the organization's culture, structure, and systems support teamwork. Composition examines the skills and experiences of team members. Coordination focuses on how well members communicate and make decisions together. Change considers a team's ability to adapt over time. The document emphasizes understanding these factors when designing teams and resolving conflicts that could hinder performance.
Group & team
This document discusses group dynamics and team building. It defines groups as having common interests and ongoing interaction, while teams have complementary skills working toward shared goals and accountability. Teams have shared leadership, mutual accountability, and measure performance directly through collective work.
The document outlines four stages of group development: forming, storming, norming, and performing. It describes the characteristics and critical skills at each stage. Finally, it discusses types of groups including formal vs informal and theories of group formation such as propinquity, social systems, balance, and exchange.
Managing Matrix Organization
The document discusses matrix organizations and how to create a productive one. A matrix organization has employees report to both functional and project managers. Key points:
- Matrix organizations emerged in the 1960s aerospace industry and are well-suited for project-driven environments.
- There are different types like balanced, functional, and project matrices that determine how authority is shared.
- Creating clear roles, communication processes, training programs, and addressing challenges like department loyalty can make a matrix organization more productive.
- Scenarios and strategies are provided for a project manager meeting their first cross-matrix team with various issues. Focusing on goals, roles and building trust are emphasized.
TEAM-DEVELOPMENT MODELHorace DillardHRM345 Building Effecti.docx
TEAM-DEVELOPMENT MODEL
Horace Dillard
HRM345: Building Effective Teams
Colorado Technical
July 25, 2015
Preparing the team to work together
Train the members on how to work together as a team
Design activities that will bring the team members together and help them know each other.
Build good relationship and trust among the team members.
Teach the team members about different styles of working together and conflict resolution skills.
Every team goes through a series of developmental stages as they set out to accomplish a particular task. Working in a team needs good planning and a lot of preparation in order to successfully accomplish a particular project or task . As a team leader, it is very important to prepare the team to work together before they embark on a particular task. The first thing I will do is to train the team members on the importance of teamwork and how to work together as a group. I will start by explaining the task ahead of them and make it clear to each team member that they are expected to work together to successfully finish the task. I will design and put in place activities that will help them to get to know each other so that they can learn to accommodate each other before they start working. I will build trust and good relationship among the team members by organizing in-person meetings and activities which will bring the members together and warm up their relationships. I will coach the team members about the various work styles that applies to team work and how resolve any conflicts that may arise in the course of work so as to prepare them to work and face any challenge together as a team (Maginn, 2004).
2
Training and development activities that build trust and productivity
Encourage open communication among the team members.
Hold trust building exercises to enhance team spirit.
Ensure the team has a shared goal and commitment.
Encourage regular interaction among the members.
Institute training programs to build competence of the members.
Trust is a driving force for the cooperation of members of any given team and therefore building trust between the team members is the first step to ensuring good performance the team. In order to ensure there is trust among the team members, I will encourage them to communicate openly and be willing to share ideas and information amongst themselves so that they can empower each other to work together as a team. I will hold trust building exercises to enhance team spirit which is a very important ingredient for the good performance of a team. I will make sure that every team member shares the common goal of the team and establish total commitment towards achievement of the goal. I will ensure that everybody in the team understands what is expected of them and what needs to be done at both team and personal levels. I will also encourage regular interaction between the members which will encourage them to share their experiences and have respect fo ...
INTRA TEAM PROCESS IN LEADERSHIP
The document discusses several aspects of building and maintaining trust within a team, including establishing credibility, open communication, consistent behavior, avoiding gossip, appreciating individual skills, keeping sensitive information confidential, and showing confidence in team members' abilities. It also addresses how to handle distrust by placing a high value on integrity and communicating that value, as well as focusing on vision, values, compensation, and work environment. The key factors for trust are business competence, people orientation, and authentic leadership behaviors.
Answer 3 parts from the readings.docx
1) The document discusses several topics related to management including the relationship between responsibility, authority, and accountability. It also discusses the stages of team development and the role of cohesiveness in team performance.
2) The stages of team development include forming, storming, norming, performing, and adjourning. During forming, team members introduce themselves and discuss goals and roles. Storming involves conflicts between personalities. In norming, differences are accepted and consensus develops. Performing sees cohesion and commitment to goals. Adjourning focuses on finishing and acknowledging efforts.
3) Cohesiveness, or unity around common goals, boosts team performance. It increases morale, communication, and commitment to strategies and decisions
Answer 3 parts from the readings.docx
1) The document discusses several topics related to management including the relationship between responsibility, authority, and accountability. It also discusses the stages of team development and the role of cohesiveness in team performance.
2) The stages of team development include forming, storming, norming, performing, and adjourning. During forming, team members introduce themselves and discuss goals and roles. Storming involves conflicts between personalities. In norming, differences are accepted and consensus develops. Performing sees cohesion and commitment to goals. Adjourning focuses on finishing and acknowledging efforts.
3) Cohesiveness, or unity around common goals, boosts team performance. It increases morale, communication, and commitment to strategies and decisions
Blueprint for Developing a Team
A group is comprised of individuals who meet to discuss issues, problem solve, or to inform. A real team, however, is defined as people coming together for a common purpose, setting clear goals, and establishing priorities. The team leader and team members define roles for individual members, utilizing individual strengths and nurturing synergism (working together) to create a unified plan of action in order to achieve identified and measured results. Team members learn to depend and rely on other team members to demonstrate their talents and support the team.
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