Running head: HENRY TAM CASE 1 HENRY TAM CASE 6 Henry Tam Case Name: Institutional Affiliation: Henry Tam Case What is your evaluation of the MGI team?s process? The team is weak. While the makeup of the team is one that fashions an environment conducive for enhanced effectiveness, it has yet to approach the set mandate in a manner that ensures the realization of its goals. Errors can be identified during the initial stages of forming the group. There are five stages of group formation. During three of these phases, the forming, storming and norming, were characterized by significant errors. The forming stage was spread through some meetings. The core rationale for this is the inability of all members to be included in the first …show more content…
The absence of a leader instigated the haphazard manner using which the team approached its task. The fourth root-cause of the problems was the inability to fashion a positive work culture. The team did not set the values and norms that would guide the actions of the team members. As a result, they team members were unable to fashion a positive work culture (Shuffler, Rico, Salas & Allen, 2014). The four factors above are the root cause of the team?s failure. Were the differences among the team members a liability or an asset? The difference among the team members was a liability. In a typical team setting environment, the differences between the team members have the potential of being an asset. However, in MGI?s case, the differences were a liability. The team founders were characterized by a history of not getting along with outsiders. The founders did not appreciate the need and role of external parties. Such a tendency then impedes the ability of the team to meet its set mandate (Kurtzberg, 2014). Moreover, there is the aspect of not giving the need to develop socio-emotional connections the level of regard that it
What are some common threats to each of the essential conditions for successful team performance? What are the psychological factors underpinning these threats?
The purpose of this paper is to give a review of the book, The Five Dysfunctions of a Team by author, Patrick Lencioni and provide teams and team members with a sense of the strengths and weaknesses that can be used to make or break teams in certain areas. The following will give you a summary of Patrick Lencioni’s teamwork model and how it can be a road map for your team and your leadership skills.
Marvin Pickering was a science high school teacher in Will County, Illinois. Pickering was dismissed from his job after he wrote a letter to the editor of the local paper, Lockport Harold. The letter was sarcastically criticizing the way his superintendent and school board raised and spent funds. The superintendent and school board took offense to the comments within the letter and dismissed Marvin Pickering from his teaching job.
There are four most common forms of teams you are likely to find in an organization. The first type of team is the problem solving teams, this team will meet each other every week to discuss on how they will improve work process and their methodology. They will create a very innovative solution but they will still keep looking for a problem to go with it. The second type of teams is the self-managed teams, composed of 10-15 employees who perform highly related on interdependent jobs and take on many responsibilities of their former supervisors. This team leads to a system where there is a mutual responsibility among the members. Self-managed teams’ responsibilities include collective control over the pace of work, determination of work assignments, Organization of breaks and collective choice of inspection procedures used. Self-managed teams select their own members, and the members evaluate each other’s performance.
Team Process is defined as the team members’ behaviors and interactions, occurring over time. It is through this process that all of the members’ expertise and knowledge, along with other inputs, functioning in the group environment, manufacture an output. MGI’s team process seems ineffective, resulting a lot of conflicts among the subgroups of the MGI team and inability to complete the business plan. At the “launch” of the team in Mellon Hall on HBS campus, it was clear that the team did not have any specific role for each of the team members, nor was there a clear leadership arrangement. “..It seemed to me that Sasha saw our role a...
Thus from the above discussion we can state that diversity within the team led to creation of deeper rift among the members. It happened because the team was not provided proper leadership by Greg. This in turn was because Greg was an excellent Engineer but lacked skills in managing an international team as a result of no prior experience.
... resolution via coaching, constructive criticism and positive actions. Additional measures may need to be taken should behavioral issues persist to include the termination of team membership and/or repercussions for non-active participation. Resolving negative issues by turning performance around can only be accomplished when team members clearly understand their role within the team and the importance of their participation. This occurs with the encouragement and support of all team members; hence team morale improves in addition to team productivity, efficiency, and effectiveness.
...team dynamics “depends largely on how willing team leaders are to share authority, responsibility, information, and resources”(p.119). Hence, it is important that managers are actively involved in the development of teams, address conflicts immediately, and allow team members to participate in the planning, decision making, and problem solving in regards to team goals.
As the processes and systems used in business have become more complex, teams, not individuals, have become popular in many organizations. Teams are made up of individuals from an organization brought together to solve a problem, improve a process or implement a new process. “A major advantage that a team has over an individual is its diversity of resources and ideas” (Burns, 1995, p. 52). However, this diversity can cause conflict within the team. The success of the team is strongly influenced by the team’s ability to recognize the causes of, manage and resolve conflict.
When one person slacks off and does not do their part than another person has to do more than their fair share and that isn’t effective teamwork. Also conflicting personalities can be difficult to work with in group settings and the effectiveness of the group overall can suffer. One team member may bring negative energy to the group while another member took it upon himself or herself to play the role of the leader and boss everyone around. Prior to beginning the task it is important that every role is established and everyone is on the same
The Everest team simulation was a valuable experience that taught me how to apply the foundations of the management course into real and first-hand team situations. The success of a team and their performance depends on their initial stage of development as well as their structure. A team with an established team structure and maturity over the different stages of group development proved to be extremely successful. The decision making and conflict resolution techniques were also influential in the overall performance of a team. Ultimately, effective communication is the key to success when working in a team. On the other hand, ineffective communication may be the team’s downfall. The simulation exercise was a solid example towards work group situations and is a valuable first-hand experience.
Firstly, the team’s poor communication. Despite Brandon being self-oriented and disruptive by not showing up for meetings and shirking his responsibilities, the team fails to confront him regarding his commitment and his duties, probably due to groupthink, they deem that Brandon would not be up to negotiate. Instead, Suhaimi takes on Brandon’s work, as he does for any other teammates’ shortcomings, without compromising. Also, Miko being silent and withdrawn during meetings might lead to misunderstandings between her and her teammates, such as Suhaimi seemingly not trusting her. Furthermore, the team’s poor communication led to differing project focuses. Overall, having poor communication would lead to misunderstandings and hinders effective teamwork.
In the environment today, it is not unusual to see people working in teams to accomplish certain goals and tasks. During our youth, parents and teachers encourage us through various methods to work as part of a team. Whether a sports team, classroom team, or after school activities, parents and teachers and other authority figures start the introduction of working in teams and teaching the value of being able to work together to accomplish a common goal. As people progress through the various stages of their lives, everyone continues to strive to communicate. Communication is a part of everyday life. It may be overlooked in some areas, but when dealing with a team environment, communication is vital. One fact that holds true is that communication can either make or break any team. Lack of communication can lead to confusion within a team as well as a lack of production on a common task. This paper will examine the many different aspects of teams with an emphasis on how effective communication can allow a team to accomplish set goals. When forming a team some things to consider are the challenges of teamwork, the benefits of teamwork, and how one can enhance his performance in the team in order to realize more benefits in regard to effective communication.
When first being introduced to a group, it can be quite stressful trying to figure out how you and your team members are going to function together. As with any group, there are a few milestones that need to be reached in order to ensure a functional and successful relationship. Specifically, groups need to go through Tuckman’s Group Development Stages. These stages consist of forming, storming, norming, performing, and in some scenarios, a final stage of adjourning may be reached. After participating in this assignment, we as a group were easily able to identify, and analyze, each stage of our development.
The stages of team development are forming, storming, norming, performing, and adjourning. Norming is the first stage that involves team members getting to know each other and trying to figure out where they fit in. As a leader, it is important to provide clear directions and set proper goals and expectations during this stage. Storming is the next stage and as the name suggest it is characterized with struggles, challenges, conflicts, and competition among team members. During this stage, I will provide a mediating role and facilitate conversations that steers the team towards the right