...is a reflection of the experiences of the two Everest Simulations, examining and analysing the individual’s actions and their role and the impact it has on the group. The discussion then incorporates theories of communication, leadership and organisational structure to compare and critically analyse the results of the simulations and determine the overall success of the team. The report will also analyse the changes and evaluate the impact past experience had on the decisions and results on the second simulation. Further the processes of interaction will be evaluated to determine its effectiveness, partially attributing our failure in the first simulation to poor communication and preparation. Table of Contents Executive Summary 0.0 Introduction 3 1.0 Preparation for Simulation One 3 2.1 Delegation of roles 4 2.0 Simulation One 4 3.2 Examining the medium of communication 4 3.3 Examining our roles 5 3.4 Discussion process 5-6 3.5 Simulation One results 6 3.0 Team Contract 6-7 4.0 Simulation Two: Adherence to Team contract 7 5.6 Leadership style 7-8 5.0 Comparing Results 8 6.0 Analysing Changes 8-9 7.0 Conclusion 9 8.0 Bibliography 9-10 9.0 Appendix 10.7 (i) Team Contract 11-12 10.8 (ii) Personal Goals results 12 0. Introduction The Everest simulations intend to...
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...Creating Effective Teams An essential process that is required for any business organisation is an effective group development process and managers need to understand how to create effective and productive teams and the roles performed by each of the members. The theory used is the Tuckman’s five stages of group development process that involves forming, storming, and norming, performing and adjourning. Another important aspect of effective teams is the right mix of role categories from Belbin theory, which identifies nine types of people, categorised into three specific skills of action, people and thought orientation roles. This essay will analyse the roles managers undertake to facilitate effective team management that is productive and effective in business organisations. An important aspect of leadership management in any organisation team leaders need to have a good understanding of Tuckmens’ stages of team development to build a cohesive productive workplace and an ability to identify Belbin specific types of people and adapt your approach when dealing with the different types of people. (Manning, 1996, pg. 298-302)(Belbin Team Roles. 2013.) Dr Meredith Belbin (1981) team roles based on the behaviour characteristics and interpersonal skills of the individuals within a team. He determined that there were nine different roles in an effective team who undertook specific tasks. These nine roles classified into three major groups. The three major groups of Belbin are...
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... | |Level 4 BTEC Higher National in Business | |Unit 14 | |Working With and Leading People | Assignment 1 will give learners the opportunity to achieve: Learning Outcome 1 – explore recruitment, selection and retention procedures Learning Outcome 2 – understand how to build winning teams Learning Outcome 3 – evaluate the styles and impact of leadership Learning Outcome 4 – analyse the work and development needs of individuals considering performance monitoring and assessment |Criteria reference |To achieve the criteria the evidence must show that the learner is able to: |Task No |Page numbers | |1 |identify characteristics of the person(s) required and inform potential applicants | | | | |suggest suitable methods for selection...
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...Business 1. Analyse Jess’s role as a manager of the customer Engagement team using appropriate management and leadership theories. Jess role is to ensure the team is focussing, motivating and achieving their target for the year. Jess is also in charge of resolving issues, negotiation of new contract, but she is also representating the department at meetings, any approval has to go thought her. Jess role is complex and very diverse, in different situation. We define Jess manager role, however Jess could also be describe has a leader. There are differences between manager and leader, they are linked. However the differences are managers have employees, leaders won followers, managers react to change, and leaders create change. Managers have good ideas, leaders implement them. Manager’s communication but leaders persuade. Managers direct the groups, but leaders create teams. Managers try to be heroes but leaders make heroes of everyone around them. Managers take credit but leaders take responsibility, managers are focused but leaders create shared focus. Finally managers exercise power over people but leaders develops power with people. Those comparisons show exactly the difference between managers and leader. An approaches to leadership Jess could used in order to manager her team could be the democratic leadership. This leadership style is based on allowing new ideas, which could be an advantage for the business. It’s also based on good communication which means...
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...theories, main contributors, the influence of informal groups, hierarchy of needs, systems approach to management, contingency approach, leading authorities Leadership characteristics: styles eg autocratic, democratic, laissez-faire, action-orientated; motivation theories, factors affecting motivation and performance, motivation techniques, effectiveness; conflict resolution; the role of partnerships and stakeholders in the business Communication: communications processes, verbal, written, non-verbal; lines of communication, linear, lateral, formal/informal; barriers to effective communication Organisational culture and change: types of organisational structure and culture; factors influencing changes in culture; types of change eg demographic, economic, legislative; planned change theory; managing and measuring the effectiveness of change; sources and types of power; change drivers LO2 Be able to review own potential as a prospective manager Self-knowledge and appraisal: skills audit eg management skills, leadership skills, practical/technical skills, personal skills (eg interpersonal/motivational/communication skills), organising and planning skills cognitive and creative skills; qualifications (current/planned), strengths and weaknesses analysis; personal learning logs; personal development plans Own potential: aims, objectives, targets, learning programme/activities, action plan, time management, work scheduling, Specific, Measurable, Achievable, Realistic, Time-bound (SMART) objectives...
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...Introduction In case, as a team leader, I am trying to correct one of subordinate’ behaviours and point out shortcomings, however, the relationship with subordinate becomes more difficult. Unskillful communication ability could affect subordinates’ working efficiency directly, which means I need working overtime to cope with team project that is a delay by some subordinate. Because I do not delegate workload on the basis of each team member’s timetable. As can be seen that weakly supportive communication skills and lack of efficient and effective time management skills severely impact my life. This essay will base on this personal experience as a case study to analyse those two skills by using Kolb’s experiential learning cycle. Reflective observation Firstly, this essay will analyse two skills by the skill assessment to reflect and observe the experience from many different perspectives. First is supportive communication. According to MBIT test, my personality is ESTJ (The supervisors), which means a person with this personality are taking an outspoken leadership role that could affect communication skills (Hogan & Champagne 1980). Based on people assessment management skills (PAMS) (Whetten & Cameron 2011, p. 24), the score of supportive communication is 77.78%, which is the weakest one. According to my case, the interpersonal relationship will not become strengthen when I try to correct subordinate’s behaviour at some time. Furthermore, I will give some advice...
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...Assessment 3 1. Briefly overview the marketing activities This section about implement marketing strategies and tactics, briefing stakeholder on their roles and responsibilities, identify marketing and non-marketing personnel on the objectives of the plan, performance measures, and their role and responsibilities. Prioritising marketing strategies and identify resources for their implementation, communicating and team building strategies to ensure that personnel responsible for each element of the marketing mix work together to meet marketing objectives and implement strategies for monitoring marketing activities and analysing marketing performance, in according with the marketing plan. 2. Describe the marketing strategies and tactics Deciding what to do is important, the actual implement of the strategies and tactics is equally as important. This means that a systematic approach is required to identify the marketing strategies of the organisation and they implement the tactics and activities required for each strategy. This initial information can typically be typically be obtained by looking at the organisation’s marketing plan. The action plan should outline the tactics or activities required for each strategy. For example, action purchase top placement in internet searches for relevant commonly searched terms, run an advertising campaign on radio and tv, establish a loyalty program to increase repeat business and referrals. As with all action plan...
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...My team was assembled with the task of creating and performing a workshop on the topic of work values and national culture. In this essay I use the Ancona Model of Team Effectiveness to argue that my team was particularly effective as a result of composition, decision-making ability and alignment with rewards. Our effectiveness could however have been improved by better ease of communication, tighter boundary management and more attention paid to maintenance behaviours. Through this task I have learnt that an effective team requires focus on many other factors than merely the task alone. Using the Ancona Team Effectiveness Model, effectiveness is measured by four components; performance, member satisfaction, team learning and outsider satisfaction (Ancona et al. p13) (example from lit: why is this relevant). My team was effective in the member satisfaction component (example from lit); prior to this assignment we had never met but we shared a similar work ethic and there was mutual trust that all individual tasks were completed by our specified deadline. (individual needs: work was shared evenly and all had high hopes for grade & primary example.) My team was also effective within the performance component (example from lit), with particular regard to timeliness and efficiency. (primary example). The extent of the groups’ effectiveness affected by a number of underlying factors, both positively and negatively. Firstly I will discuss those factors that most positively...
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...involved in the whole project process, i.e. from initiating to conclusion. Thus, the project management domain not only needs a well-organized and competent manager, but also a good effective leader who will lead the team in most efficacious manner. The essay elaborate and addresses the importance, necessity and role of leadership, discussing how it works and ways to enhance the effectiveness of project teams. Salas, Dickinson, Converse and Tannenbaum (1992) stated a good definition of 'team' as; A distinguishable set of two or more people interact, interdependently towards the common goal and mission, and have been assigned unique and specified role to perform, and who got a limited life span of membership. This refers to a higher interdependency among team members. This interdependence needs communication and harmonization among its members to achieve team goals. Thus, the success of team requires appropriate individual member contribution and best way in which these contributions combined into team response. (Hinsz, Tindale, & Vollrath, 1997) Since, Leader is a person who laid down the directions in an effort and have an authority over people to follow that particular direction. There is an important fact that the leader must have the ability in forming, facilitating and leading the project team. Nevertheless, sound knowledge that defines how leadership connect their associates effectively and efficiently is lacking....
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...health and social care The first factor to be considered when planning employment is the overall aim of the recruitment with a particular focus on what the organization wants to achieve. For example, whilst some recruitment may be to replace an existing worker due to retirement or career advancement, other recruitment may be due to the creation of a new job role. In the latter case, the organization needs to have a clear understanding of the skill set, competence, education and experience levels of the individual they want to recruit. From this, the organization then needs to consider the availability of workers, that fulfill the job requirements, that either already work for the organization or who reside within the area. If such workers are not available, the organization must then consider the financial implications associated with either training individuals to the required levels or offering remuneration and relocation incentives to encourage skilled workers in from other areas. Once these decisions have been made, the organization then needs to consider how to attract the right candidates for the available roles. Advertisement of jobs in areas where there are adequate skilled workers in the local area is commonly carried out in local newspapers and in the local Job Centre, however, where this local skilled workforce is not available, the organization may consider utilizing the power of the internet, recruitment agencies or job fairs to ensure they attract suitably skilled...
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...employees. This essay will discuss the transition of the employees and the impact the merger will have on the culture of the new combined organization and will address how systems will be developed as the new organization takes shape. Impact of Sale on the Culture of the Organization The culture and working conditions for the employees of both organizations will be impacted during and after the merger. Each organization currently has its own way of doing business. Employees are used to the way their organization currently works. As the two organizations merge employees and management will possibly need to get used to a new set of policies and procedures as well as new expectations and a new order of business. The job descriptions and roles of many of the employees will change. Many of the employees of Florida Memorial Hospital will now be managed by staff members from North Broward Hospital District and, due to the fact that Florida Memorial has inpatient and outpatient services that North Broward Hospital District does not have, many of the employees of North Broward District will be...
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...environment. The simulation seeks to test interpersonal relationships and group dynamics by creating dissonance on both an individual and group level, as groups and group members strive to achieve both individual and group goals. This report will critically analyse the very processes used to undertake the Everest Simulation, along with results, focusing on the three concepts of ‘Communication’, ‘Groups and Teams’ and ‘Leadership’. These are of critical importance to forming an analysis of not only the simulation itself, but also a broader organisational and managerial situation and the correlation between managerial theory and practice and the Everest Simulation. The transition in dynamics within the group between the different simulations, and the solving of numerous challenges corresponds to the improvement in our results of the simulation. Moreover, this transition and triumph also elucidates the practicality of managerial theories associated with ‘communication’, ‘groups and teams’ and ‘leadership’ and their applicability to not only the Everest Simulation, my personal and group results, but also the wider contemporary managerial and organisational setting. Group Development and Performance In order for the simulation and team to successfully perform in the simulation, there...
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...PERCEPTION: * IT HELPS IN SHAPING PERSONALITY. * INTERPERTS WORLD AROUND US. * IT DISTINGUISHES BETWEEN WORLD AND REALITY. * TO UNDERSTAND CONTROL HUMAN SENSE AND BEHAVOUR. PERCEPTION PROCESS: IT IA AN ACTIVE PROCESS, PERCEIVER PLAYS AN IMPORTANT ROLE.THE PERCEIVER ATTEND INPUTS, INTERPRETS THE MEANINH OF THE CONSTUCTION; ACTION INPUUTS INTERPERTATION CONSTRUCTION ATTENTION SENSORY INPUTS PERCEIVER INFLUENCE INPUT SOURCE INFLUENCE FIG:MODEL OF PERCEPTION PROCESS WE TEND TO SELECT OR ATTEND TO: * PATTERN * INTENSITY * REPITITION * CONTRAST * MOTIVES WE CONTRUCT OUR PERCEPTIONS BY: * PROTOTYPES * SCRIPTS * PERCEPTUAL SCHEMA * PHYSICAL CONSTUCTS * ROLE CONSTRUCTS...
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...of styles and appropriate manner at various levels 9 P2.3 Identify effective time-management strategies 12 TASK 3 13 P3.1- Explain the roles people play in a team and how they can work together to achieve shared goals 13 P3.2- Analyse team dynamics 14 P3.3 Suggest alternative ways to complete tasks and achieve team goals 15 TASK 4 17 P4.1 Evaluate tools and methods for developing solutions to problems 17 P4.2 Develop an appropriate strategy for resolving the problem of labour turnover in an organisation of your choice 18 P4.3 Evaluate the potential impact on the business of implementing the strategy 19 References 20 Introduction The following report seeks to detail a number of aspects which affect individuals performance in the organization as well as the performance of the organization. To start with, the report will develop a set of responsibilities and performance objectives as well as evaluation of these objectives and how they can be improved for better performance. The paper will also develop solutions to a work-based problem in addition to how communication is applied in organization whether verbal or non-verbal. The report will also identify effective time management strategies that can enable completion of a project in time. Additionally, the report expounds on team dynamics and the nature of a team. Justifications will be offered to support arguments on these aspects of a team. Finally, the report will detail the problem...
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...cross-cultural communication but not impossible, one of the strategies that help to overcome these problems is as follow: * Show Respect for other Languages and Cultures Respect is a key to a positive communication regardless to the differences in general, as mentioned:” three basic ways to overcome obstacles to communication: patience, respect, and listening skills”(Grosse, 2002). The knowledge of cultures leads to an affective communication with a multicultural people; as in the hospitality management everyone knows that The Guest is A king, that show it all, listening to listen not to answer and argue is the half way to the solution of the conflict in communication, because the active listening can overlook misunderstanding; the increased awareness of our communication behavior and lead to a better cooperation and to efficient operation. Understanding the language is important but it is more to know about the accent like the French in Quebec, the tone like the Germans and the gestural like the Italians. This strategy is for a long term effective to overcome the obstacles in the cross-cultural communication, with the globalization, all the groups of organization prefer to have an international group to be unique in the market with the ability to succeed under the roof of international culture, So, people develop different perception with the life experience and the training. * Understand how Diversity Strengthens a Team Working across a multi cultural team is a new...
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