Team Assessment
Please note that the opinions expressed below are a generalization of the organization. Specific opinions may or may not apply to specific individuals.
Communication
The communication between members of the team and me is good/in line with the amount of time I’ve been here. The communication between the team members themselves is good but should be great given how long they’ve been together. The biggest obstacles to better communication are fear of conflict and lack of trust. These obstacles exist to various degrees between the team and all staff levels; between themselves, IT management and senior management.
Trust
Some of the lack of trust stems from the behavior of the team in the past and their lack of transparency. Previously the team had broad ability to do whatever they wanted with little oversight. Now, it has become necessary to understand what the team is doing in greater detail and occasionally question their assumptions. This has put some people on the defensive and has created trust issues. Trust between myself and team members vary and it’s too early for them to have specific concerns - it’s a general wait-and-see approach. However, I do have a sense that there is a relatively low flow of information to me. If I ask a question, I will get an answer. But the team isn’t necessarily forth coming with information. It’s what I don’t know that concerns me.
Morale
The morale and job satisfaction of the team is generally low. Either they don’t like working here or not as much as before. People are concerned about the stability of their job. One camp believes that it’s Dave’s desire to fire them all – possibly moving the IT function to NY. The team is unsure what steps Dan or Dave may be take in...
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...etely the other way – if they can’t make all the decisions, they won’t make any.
The team exhibits a minimal ability to manage promises. Commitments are made but may or may not be delivered and either way they aren’t managed. Follow through is lacking. There is no consequence for missing a commitment – or delivering on a commitment for that matter.
Reviewing previous work and current behaviors, I believe the team has a low propensity to accept new ideas and alternatives. The team is consistently telling me why things can’t be done or “that’s the way we’ve always done it,” instead of spending energy on developing options to solve the issue.
Lack of initiative is biggest problem with this team. Everyone has opinion on what should be done. They can easily identify where their pain points are. But no one has shown the willingness to step up and do something about it.
What are some common threats to each of the essential conditions for successful team performance? What are the psychological factors underpinning these threats?
My team consists of four other people besides myself, Lauren Chojnaki, Alexa-Louise Patnode, and Jacobe Loewen, and Ryan Tyriver. Together, we are tasked with the mission to complete a stakeholder analysis regarding a specific organization and their structure. For this project to be completed successfully, it is important that all team members are able to cooperate with one another and are able to use their different strengths to create the best end product.
These must be recognised and overcome where possible with a more “let’s not look for obstacles not to coach” and a more “let’s find a solution to do it” frame of mind!
It is another extremely hectic Monday in the Emergency Department. The waiting room is building up fast with many new walk-in patients. Fire Rescue trucks are calling one after the next with several medical and trauma cases. The hospital supervisor is calling to inform the Charge Nurse of the Emergency Department that the Operating Room has several cases that need beds and will supersede the Emergency Department admits. Patient through put will now be further delayed. This is just one example of a typical Monday and why Teamwork and Collaboration are vital components to run an efficient nursing unit, especially in the Emergency Department. When a common goal is created to foster teamwork, health care professionals working cohesively together
“The team is faced with creating cohesion and unity, differentiating roles, identifying expectations for members, and enhancing commitment. Providing supportive feedback and fostering commitment to a vision are needed from the team leaders (Developing Management Skills).” ... ... middle of paper ... ...
What is team communication? Team communication is the process of conveying information to a group of people in a way that everybody understands. The first step in team communication: how you will react in different situation. Maybe you are prone to anger could you objectively look at the problem with an open mind (Paul Rutter). Team leader and member should understand their limitations, better they understand teams can communication effectively. Team leader must understand People communicate better when they feel more comfortable with each other. Team member must understand their role clearly or the team will never achieve anything if you are not on the same page. One important thing is communication of any Teams is you should know your audience, who you talking with. Team member should always know each other background. Beside moral or ethical standard, can destroying communication of any team Leader and members.
1. Christine’s leadership abilities could benefit by having knowledge of the stages of group development. Specific to her situation, it seems that aside from the very first group meeting, Mike was not present for the forming stage of the group. As a result, questions such as “What can the group offer me?”, “Can my needs be met and still contribute to the group”, and other discovery inquiries did not get answered for Mike so he has not felt part of the team so he has withdrawn from the group. As a leader, Christine could have encouraged to Mike the importance of being present for group meetings so he can be part of the team. For example, at the lunch room incident when Mike walked away, she could have talked with him individually and explained to him that she perceives that he does not feel welcome and has been avoiding team meetings. Christine could address the how important it is to attend the team meetings, explain to him the “WWIFM” (what’s in it for me) aspects and the fact that team needs him as he has so much that could contribute and add value to the team. She could also indicate that the team’s success will only be possible when every member contributes. By doing so, she can help ensure that Mike is able to join the group during the forming stage and hopefully move quickly to the norming and then performing stages.
... 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.
First, one must identify the issue at hand; then, promote an open, honest relationship encouraging staff to be forthcoming with their perception of the problem; the team can then focus on coming up with a solution. Furthermore, enlisting a positive attitude, empowering the team, remaining active throughout the process, and demonstrating sincerity in the appreciation shown to those working hard during challenging times will prove beneficial as studies have shown a strong correlation with staff retention and the implementation of a transformational leadership approach (Casida & Parker, 2011). Utilizing this tactic will prove cost effective by minimizing cost associated with the turnover. The positivity among the team is likely to increase work performance, decrease the number of errors, improve overall patient
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.
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.
In conclusion, my recommendations are fore mentioned as an aid to help revitalize under achieving teams achieve high-performing teams. It is not impossible to restructure and implement this plan into your team. It may take some time to see the full potential of the overall plan, but in time the morale boost will speak for itself. Look for the higher performance levels, better communication techniques, increased work engagements, proficient meetings, greater integrity levels and commitment, and most importantly, projects that stay on track.
To start off on the right path, the team must understand what they are working towards. They must be committed to work hard in order to accomplish their goals. Each member should have expectations from everyone and themselves as part of the team.
Trust is built by trusting team members and communicate about any issues that arises in the team. You would make commitment and believe in your ability to get the job done.
them make the decisions that need to be made, and ways that they can make those