Team Dynamics Case Study

987 Words2 Pages
bulb-icon

Recommended: Summary of team dynamics

Factors Important to Ongoing Team Dynamics
Ongoing team dynamics take place after designing and launching a team. According to Polzer (2003), this is done to periodically assess team members’ collaboration patterns and work processes while working towards achieving their goals. The important factors to consider during this stage are: diagnosing and structuring formal team processes pertains to the task analysis to guide the allocation of a task by studying the dispersal of information, skills, and expertise among team members; diagnosing emergent team processes is anticipating and monitoring the actual behavior and interaction that emerges among team members; and assessing underlying identity dynamics, which pertains to who an individual is …show more content…

To ensure that this is achieved, evaluation guidelines for team function and productivity can be done using The Hill Model for Team Leadership. This model is “based on the functional leadership claim that the leader’s job is to monitor the team and take any necessary action needed to ensure the effectiveness of the team” (Northouse, 2016, p. 366). That said, it provides the leader a guide to help diagnose team problems and take appropriate action to address them. The model has four sections of layers. The first or the top layer pertains to the leadership decisions if the leader needs to monitor or take action in a given situation. Next is the level of intervention, which is either external or internal. After determining the level of intervention, the leader can now select the function of intervention. If it is external, environmental functions such as networking, assessing, and advocating can be done. On the other hand, if internal action is needed, leader musts determine if task or relational intervention is essential. In task, training, clarification of goals, and setting the standard is done. While, in relational, coaching, managing conflicts, and satisfying needs could be implemented. Lastly, at the last layer of the model, team effectiveness can now be determined through performance or task accomplishment and development or team maintenance. Team effectiveness centers on team excellence by getting the job done and maintaining a cohesive team (Northouse,

Show More
Related

  • The Five Dysfunctions Of A Team Summary

    1120 Words  | 3 Pages

    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.

    Read More

  • Compare And Contrast Of: Four Stage Team Performance Model & The Drexxler/Sibbet Team Preformance Model

    1499 Words  | 3 Pages

    “The Forming – Norming – Storming – Performing model of team development was first proposed by Bruce Tuckman in 1965. This model has become the basis for subsequent models of team dynamics and frequently used management theory to describe the behavior of existing teams (Wikipedia).”

    Read More

  • Team Dynamics and Conflict Resolution in Work Teams

    966 Words  | 2 Pages

    Seven tasks must be included in consideration of team dynamics and structure. The first of which is defining the goal, mission or function of a specific team. The team must know what it is being asked to accomplish. The second area of consideration is assessing what skills, abilities, knowledge or potential to acquire such would be needed amongst selected team members. Identification of potential team members should include an assessment of the skills, knowledge and abilities or the potential to acquire such so that ultimately the team has the building blocks with which to succeed in its mission, goal or function. This assessment must include an understanding of realistic potential contributions by potential team members with the included assessment of whether or not the acquisition of skills and knowledge can be made available through research and analysis.

    Read More

  • The Importance of Team Members in Health Care Organization

    1297 Words  | 3 Pages

    An effective team typically develops through several stages. Tuckman and Jensen developed a model for how teams should develop that includes five stages: forming, storming, norming, performing and adjourning (as cited in Martin ,2006 and Fulk, Bell,& Bodie ,2011). In forming, the first stage in team development, team members are introduced to the team’s purpose and goals(Martin, 2006 ; Fulk et al. ,2011). Fulk et al. (2011) explain that members are usually motivated and excited about working together to accomplish the specific goal, but they point out that interactions among team members can be affected by uncertainty about purpose, anxiety, mistrust ,and reluctance to share ideas and opinions. Nevertheless, despite such uncertainties, team members usually avoid conflict and move on to the next stage, storming(Fulk et al.,2011). Unlike the forming stage, the storming stage is marked by conflict (Martin...

    Read More

  • Team Dynamics

    740 Words  | 2 Pages

    Team Dynamics is how a group of two or more that works together for a common goal. One definition of a team is: two or more individuals associated in some joint action. (Webster’s New Collegiate Dictionary (1976). In the business & education world, these joint actions should have some mission or objective that achieves results like a research paper. My Team C has come together with a common goal: Writing a successful paper for week 5 on “What safeguards exist currently to ensure academic honesty & are they working?” For this to be possible we must learn how to work as a team.

    Read More

  • Team Dynamics - Conflict Resolution Strategies

    1188 Words  | 3 Pages

    Stewart, G., Manz, C., & Sims, H., (1999). Teamwork and Group Dynamics. New York: Wiley. pp. 70- 125.

    Read More

  • Team Cohesion Case Study

    1181 Words  | 3 Pages

    Cohesion within a team is a predictor of the success rates of that team. There have been studies that have measured the rates of success, and the levels of cohesion within a team. Most studies have found that the higher the levels of cohesion within a team, the better success they have. In a video, Pauschmann (2012) breaks down what needs to be present within a team for them to be successful. The main factor of a successful team is a common goal.

    Read More

  • Obstacles In Teamwork

    782 Words  | 2 Pages

    There are both obstacles and opportunities that exist for teams that team members should be aware of to ensure that their team is efficient and effective in meeting their objectives and goals. Obstacles, every team has them and if they go unaddressed they will impact the team success. Examples of typical obstacles include differences in personalities that lead to misunderstanding, personal or hidden agendas, members who seem to reject all new ideas and brings about negativity, a team that fails to completely analyze the situation and comes to decisions to quickly to avoid conflict, lacks adequate resources and support, ineffective leadership, members who resists change or new ways of thinking, scope creep, communication barriers, and not enough complimentary skills on the team. (Geddes, 2016)

    Read More

  • Communication Is the Key to Teamwork

    1963 Words  | 4 Pages

    Team dynamics provide great benefits of social interaction and communications. Social benefits of team dynamics includes interactive learning, exchanging different ideas, sharing opinions, supporting team members with any prob...

    Read More

  • Team Adaptability Case Study

    1582 Words  | 4 Pages

    Arnulf, J. (2012). Organizational change capacity and composition of management teams: A visualization of how personality traits may restrain team adaptability. Team Performance Management, 18(7/8), 433-454. doi: 10.1108/13527591211281156

    Read More

  • Group Dynamics Case Study

    941 Words  | 2 Pages

    The first stage in developing a team as it relates to group dynamics is forming, this is the stage where team members come together and they question what they are therefore, who else is a part of the team, who they are comfortable with, and this enables them to get involved as well as allowing the team the opportunity to introduce themselves to each other. The second stage is storming, and in this stage the team members begin to voice their opinions and differences as well as align themselves with others who share their same beliefs. This is an important stage for the team because team members will begin to become more involved with one another, and when they voice their concerns, they can feel like they are being represented and understood. The third stage is norming in the stage team members begin to establish a shared common commitment to the purpose of why the team is there, where they can establish their overall goals and how the goals are going to be achieved. In the fourth stage, known as performing, the team works effectively and efficiently to gather towards achieving the goal.

    Read More

  • Reflection On Teamwork

    1007 Words  | 3 Pages

    Working in teams provides an opportunity for individuals to come together and establish a rapport towards others within a group. Teamwork is classified as people with different strengths and skills who work together to achieve a common goal. When a team works well, specific objectives are fulfilled and satisfied. Teamwork plays a crucial role in implementing and fulfilling a common goal in a team project. Each member plays a role and takes on different responsibilities combined together. In different stages of teamwork, conflicts and arguments may occur for as members have different standpoints which need to be harmonized within the team. The key to having an effective teamwork is to explore each member's unique abilities to motivate them.

    Read More

  • Team Effectiveness Model

    1012 Words  | 3 Pages

    According to Steven McShane and Mary Ann Von Gilnow (2015), “An effective team is one that benefits the organization, its members, and survives long enough to accomplish its mandate (McShane & Von Gilnow, 2015, p. 225).” In an essence to achieve a goal that has a productive output for the good of the organization and at the same time the team members are satisfied, surviving the completed task, and are ready to take another project if needed. To evaluate a team’s effectiveness, a team effectiveness model can be used. This model helps with evaluating all conditions outside the environment that influences its effectiveness according to Steven McShane and Mary Ann Von Gilnow (2015). The team effectiveness model evaluates the organizational and team environment, by using team based rewards, communication, organizational structure, organizational leadership and physical space. Team design, by means of task characteristics, team size and team composition to produce a team process. In the team processes the team development, norms, cohesion, and trust are formed. This produces the final result of team effectiveness, the feeling that the team as accomplished the tasks, the members are satisfied, and the team has maintained survival and ready to take on another

    Read More

  • Effective Teams

    1512 Words  | 4 Pages

    There are several steps of creating team effectiveness. The steps include context, composition, work design, and process. The steps of context are to help with the performance of the team. The four contextual factors are adequate resources, effective leadership and structure, climate of trust, and performance evaluation and reward system.

    Read More

  • Nut Island Effect

    1769 Words  | 4 Pages

    The components of a good team should be considered. First, a high-performance team must have strong core values to guide attitudes and behavior consistent with the team's purpose. The members should know why the team is created and why he or she is on the team. Secondly, a team should have specific performance objectives. Members should know exactly what they are trying to accomplish. This also includes having standards for measuring results and ways of obtaining performance feedback. A good team will make members realize the importance of collective efforts. Third, a high-performance team has the right mix of skills. These involve technical, interpersonal, decision-making, and problem-solving skills. No one needs to know how to do it all, but each member should be able to contribute to the group....

    Read More

More about Team Dynamics Case Study

Open Document