...his lab. Recognized as an outstanding contributor to the company, he received a promotion to head of a new research team. Problems immediately ensued, administrative details went unattended, and team members found it difficult to talk to Joe. He was preoccupied with technical problems. Organizational Level Problems The organization promoted Joe based on his technical skills, without taking into consideration Joe’s individual personality or evaluating his ability to lead the new research team. By promoting an individual prior to evaluating his leadership capabilities, the organization created a situation in which job dissatisfaction occurred among team-members and the team leader, Joe. This also created unnecessary stressors for all involved. Due to immediate conflicts among the team members, there was no cohesiveness within the team. This created an internal struggle for the team and the beginnings of an individualistic culture, where team members did not regard the importance of teamwork. The administrative model for decision makers in this case included limited knowledge of the employee in question and of his abilities to lead a team effectively. Supervisory Level Problems Joe’s supervisor failed to recognize his inexperience as a leader prior to promoting him. He did not communicate the role expectations to Joe in his capacity as team leader and failed to recognize Joe’s inability to lead effectively. There was no leadership training and no discussion...
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...Strategies for diverse personalities and learning styles Personalities and learning styles influence how one effectively communicate and collaborates with others. Understanding the characters of various individuals will enhance success of project completions, setting and accomplishing goals, and forming cohesive teams. Identifying learning and personality styles help one to avoid barriers that can hinder one from reaching important deadlines. Understanding diverse learning styles and personalities will allow one to develop strategies that will promote successful relationships and effective exchange of ideas. Communication is paramount in the academic arena. Individuals who discuss various topics must understand one another in order to reach a common understanding. Responding appropriately to questions is necessary to conclude a solution. Group effort is necessary and will require all parties to possess a mutual agreement in decision-making. Personality and learning style assessments are prominent in developing a successful plan for diverse individuals. Strategies to promote effective communication and collaboration for a learner who rely on body movements, lectures, and oral instructions, and quiet settings include assessment instruments, maximizing ones strengths and abilities, eliminating activities that are unfruitful in reaching goals, and developing skills to overcome challenges. According to Carter, Bishop, and Kravits (2007), maximizing learning...
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...Group and Team Formulations B. Nelson Management May 17, 2011 Marian G. Group and Team Formulations Modern day organizations collectively formulate a team approach to work actively in accomplishing a common task or objective in meeting a goal in which each individual is held accountable. Organizations look to uncover the lapse in group and team approaches and to facilitate a reaction in managing organizational goals in which the workforce restructures its self to maximize the gravity of assignments moving forward. In attaining this goal, organizations delve into developing a more collaborative and autonomous atmosphere in realizing success in his or her approach. In this paper the subject to explain is the differences between group and team formulations while examining the importance of workplace diversity in organizations and the role team dynamics possess in the workplace. Group Formulations A group is a collection of two or more people who work with one another regularly to achieve common goals...
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...manager seeks to create a high functioning team to yield the greatest results by combining the individual specialized skills of its members to achieve a mutual goal. The global economy has created the opportunity to assemble a high functioning team with individuals from culturally diverse backgrounds. According to Aghazadeh (2004), “Creating a diverse workforce provides tremendous opportunities for companies and individuals to tap the ideas, creativity, and potential contributions inherent in a diverse workforce”. While a team may possess the necessary talents and skills, the success, failure, and level of productivity in which the team operates is based on its ability to effectively incorporate the diverse perspectives of its members. According to Aghazadeh (2004), “A company must value diversity. The main objectives of valuing diversity include awareness, education, and positive recognition of the differences among people in the workforce”. Therefore to yield the desired results, the manager must commit to cultivating a culture that embraces diversity. In the case of Team New Jersey, the stereotyping of team members is having adverse effects on the team’s success and their ability to embrace cultural differences. Before drawing conclusions that addressing cultural differences would be the solution to Harpreet and Arash issues, I would conduct individual team member interviews, observe group interactions between them and other team members, and review previous work performance...
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...manage and leverage diversity is a recruitment and selection strategy. When my workplace hire new employees they take the extra effort to recruit and select individuals that can not only complete the work required for the job but also those who will help with the diverse atmosphere. This strategy is used to "capitalize on diversity". (Judge, 2011, p.56) Having a diverse atmosphere at my workplace adds to the culture of the company. Also the diversity and inclusion at my workplace is important because the customers that are involved with my company are a diverse group. This diversity and inclusion of employees is important for my company because it provides comfort for the customer base. The comfort is in knowing that you can see and communicate with people that share the same race, culture and sometimes background. At my workplace, working in groups and teams is very common and essential. The managers at my workplace take the necessary steps to ensure the work groups or teams are diverse. For example, if the managers are creating a team or group to accomplish an important organizational assignment, then they will analyze what needs to be done and assign team members accordingly. Most of the time these teams or groups consist of members from different departments, backgrounds, experience and abilities. This is important because it allows for a wide range of ideas to be generated in completing the organizational assignment. Also this gives the employees an opportunity to...
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...A team is a group of people who are trying to achieve the same common goal. With Christine the goal that she was trying to achieve was getting an A in this class. When Christine and her group first started, they were at the forming stage. This means that members come together and form initial impressions. As for right now they are in the storming stage. This stage is characterized as team members struggling to deal with expectations and status. This is reflected by conflicts over tasks and how the team works together. To support what I am saying, when Christine and her group first started, they all were willing to work together to get the group project done. Now because of one person (Mike), the group dynamic has suffered. With Mike making excuses for why he could not be there, this is hurting them as a group. By the final weeks of the group project, Mike was showing signs of not being a team player. First it started with him being a class clown, even though that is not a problem at all. There might be those who see that as someone who is not a serious team member. The next few weeks Mike started making excuses for why he could not be there for the group meetings. In her leadership role as “Team Coordinator”, an understanding of the stages of group development would have assisted her, by developing a perception before hand of when somebody within the group is not fulfilling their part. The primary problems facing the group are Mike and the group’s diverse personalities...
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...“Developing a Quality Plan” Assignment 4 Tammie Y. Harris Quality Service Assurance- HTM 150 Professor Darrin Stern Strayer University Online August 27, 2011 Developing a Quality Plan Select one (1) quality guru who will serve as the primary guide and inspiration for your plan and describe three (3) rules or practices of this guru that you want to follow carefully. (Reference: Chapter 2 of the textbook.) I am the new manager at a hospitality enterprise. The name of this hotel is the Suave Suites. This is a plan for instituting quality for customer service in the day-to-day operation. These procedures will help the company’s growth and economic issues. There are many rules to help build up this company. The procedures and guidelines are very important to help build up this company and the quality of the hospitality of each customer. As upon serving as the new manager my concept of rules or practices would: (1) There is a shared commitment to the quality vision through a common goal of continuous improvement, which results in action by all to make the vision come to life and thrive. (2) The organization fundamentally exists to meet the needs/requirements of customers, both internal (paid to create the products and services) customers and external (pay for products and services) customers. (3) Ongoing training of internal customers is essential, and it takes teamwork to create a network of this most important resource of the organization...
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...1 Running head: BUILDING A COALITION DeVry University Keller Graduate School of Management Pomona, California (CASE STUDY) BUILDING A COALITION By PRIYANKA VOHRA HRM – 591 Leadership and organizational behavior Professor: Ifeanyi Ugboaja (Submission date: 05/28/2016) BUIDLING A COALITION 2 Introduction: Case Study Analysis on Building a Coalition In order for a project to be successful in an organization it should form a diverse team to head it. Incorporating diversity within the team will encourage creativity and innovation into the formation of the processes and solutions that result in the outcome of the project. Each team member will be able to change and grow by drawing from the different experiences, backgrounds and skills from each individual. The team needs to have a process in place to communicate and collaborate openly and listen to all member’s views, ideas and goals. Diverse work teams will almost always have a level of conflict within them. Respecting each other’s different views and experiences and recognizing that they have been brought together because of a common goal can result in a more effective resolution process.” Regardless of the composition of the group, differences can be leveraged to achieve superior performance.” (Robbins & Judge, 2012 p.58). 3 BUIDLING A COALITION Part 1: Group Development The Woodson Foundation and Washington D.C. public schools are teaming together to form a new after school program...
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...Introduction: Case Study Analysis on Building a Coalition In order for a project to be successful in an organization it should form a diverse team to head it up. Incorporating diversity within the team will encourage creativity and innovation into the formation of the processes and solutions that result in the outcome of the project. Each team member will be able to change and grow by drawing from the different experiences, backgrounds and skills from each individual. The team needs to have a process in place to communicate and collaborate openly and listen to all member’s views, ideas and goals. Diverse work teams will almost always have a level of conflict within them. Respecting each other’s different views and experiences and recognizing that they have been brought together because of a common goal can result in a more effective resolution process.” Regardless of the composition of the group, differences can be leveraged to achieve superior performance.” (Robbins & Judge, 2012 p.58). Part 1: Group Development The Woodson Foundation and Washington D.C. public schools are teaming together to form a new after school program to improve their student outcomes within the community. The NCPIE (National Coalition for Parental involvement in Education) is also going to have a role in this program to represent the parents on behalf of the PTA. (Robbins & Judge, 2012 p.629). When forming a group there is usually five different stages that take place. This group development...
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...Groups and Teams Brandon Stewart MGT 307 July 14, 2011 Janel Carr Groups and Teams A group and a team may sound the same but in many ways are very different. The reason individuals interact with one another from a group to a team are unique. Diversity inside the workplace can affect the dynamics of a group or team in positive and negative ways. Achieving high levels of job performance, member satisfaction, and team capability is the definition of an effective team or group. Groups A groups is two or more individuals, interacting and interdependent, who have come together to achieve particular objectives (Robbins & Judge, 2009). A work group is a group that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility (Robbins & Judge, 2009). A work group does not assign the same job responsibilities to multiple members. Teams A work team is two or more individuals who individual efforts result in performance greater than the sum of the individual inputs (Robbins & Judge, 2009). A work team assigns multiple members to the same job responsibility. A work team creates positive synergy through a synchronized effort (Robbins & Judge, 2009). Differences The goal for a group is the share information. The goal for a team is their collective performance. The synergy for a group is neutral. The synergy for a team is positive. The accountability inside a group is on individuals...
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...Integration Issues Social integration at work can only be influenced to a small degree. The formation of cliques and exclusive social groups is a natural process that can be impossible to control at times. Because of this, companies can experience informal divisions in their staff, creating a situation where culturally diverse employees avoid exposure to each other during break times and after work. Although there is nothing fundamentally wrong with this scenario, it can hinder the effectiveness of sharing knowledge, skills and experience, thus curbing productivity growth and the effectiveness of teams. Diverse Experience Co-workers with diverse cultural backgrounds bring unique experiences and perceptions to the table in groups and work teams. Pooling the diverse knowledge and skills of culturally distinct workers together can benefit companies by strengthening teams' productivity and responsiveness to changing conditions. Each employee in a diverse workplace possesses unique strengths and weaknesses derived from their culture in addition to their individuality. When managed properly, diversity in the workplace can leverage the strengths and complement the weaknesses of each worker to make the impact of the workforce greater than the sum of its parts. Recommended diversity in the workplace solutions include: Ward off change resistance with inclusion. - Involve every employee possible in formulating and executing diversity initiatives in your workplace. Foster an...
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...Corporate Structure Team #2 Edison State College March 17, 2013 Maximizing Diversity Module 4 Diverse teams are often perceived as difficult to manage because of possibility of conflict. Ensuring the team works together efficiently and keeps a positive relationship with one another can make it easy managing diversity. One of the specific parts of managing a team with diversity would be properly assigning them tasks. Members in a diverse group are chosen because they are simply different from the rest. “They have different skills, different perspectives on problems, different personalities, and different backgrounds” (Herrenkohl, 2006, p.g. 27). Before tasks may be appointed, it is important to identify said tasks while also learning about each member of the team. A member’s background and experience will help determine which task that will excel at, compared to other members. It is best to discuss with the entire team which member is receiving which task and explain why; keeping decisions transparent will help the members feel like they are truly goal-oriented and focused. Once the tasks are appointed, you can then create a performance strategy that will set a standard for the members. The highest performance possible will come from teams working together while doing their tasks. “Almost a quarter-century of records of student design teams, mainly in Stanford University’s mechanical engineering design program, indicate that performance improves when a team pays attention...
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...Major Abilities Skills: * Effective communication skills; to be able to communicate with others actively. * Good Leadership skills; to be able to guide or direct others. * Diverse departmental skills in accounting and finance; to have various mathematical skills in order to manage banking work. * Negotiating and problem solving skills; to have the ability to handle situations and discuss things in your workplace. * Team management skills; to have a group of individuals working towards a common goal using different tools and processes. Step 3) Development Technique: * Effective communication skills: For developing communication skills, one needs to interact with others. Small group discussions technique will be very helpful. It allows participants to discuss and solve different situations by interacting with each other’s and exchanging knowledge. It is beneficial because it makes trainees more receptive to new information; on the other hand, group discussions consume time and can leave necessary information uncovered. • Good leadership skills: We have learnt that a manager can be taught to be a good manager but a leader has to have it in him to be a good leader, yet we still can develop his leadership skills by many techniques. The best method for developing leadership skills is to engage into situations and gain experiences. Role playing technique can develop leadership skills because it allows...
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...Assignment – Manage workforce planning Assessment due date: Click here to enter a date. Instructions You can use Fynntown scenario, or develop a workforce plan of approximately 4 x A4 pages based on your own organisation. Alternatively, you can use the template provided or develop your own Workforce Plan. Fynntown Scenario: You are an ambitious Customer Service Team Leader at Fynntown City Council Customer Service Centre (FCC CSC). FCC CSC does not currently have a good reputation for customer service with either the business or general community. You have a lot of ideas on how to improve this situation, but as a Team Leader, you do not have the authority to implement any of these ideas. Also, you have recently undertaken a risk assessment that identified workforce planning, in particular a skills gap within the CSC, as a significant risk to the organisation. There is a genuine risk that FCC will lose its State and Federal Government funding, which accounts for 40% of all Council funds, if customer service isn’t dramatically improved within 18 months. Consequently, the Council members are desperate to see improvements, without cutting into current spending or increasing rates. Fynntown documents available for research. • Fynntown Council’s Draft Community Strategic Plan 2012 – 2013 (to be found in Additional Resources) • Fynntown Council’s 2012-2013 Operational Plan (to be found in Additional Resources) • Fynntown Customer Service Centre...
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...the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. Hershey’s performance management system should be analyzed for opportunities to increase teamwork, communication and idea sharing between its’ baby boomers and Millennia’s. As the workforce changes due to globalization and an aging workforce, it is important that these two groups come together for the common goals of the organization. Millennia’s have different values than baby boomers but this does not mean they cannot work well together. The result of redesigning the performance system will be to ensure each group is recognized and rewarded for their individual contributions, as well as their team contribution. Human resources first order of business will be to get input from both groups to determine where their strengths and opportunities lie. The human resources professional can do this by having focus groups for idea sharing. Another technique would be anonymous surveys that each group can provide feedback on their work experience. Lastly, recognition and the reward system can be evaluated to ensure it is equitable and ties into performance. The best way to approach the redesign is to look at the each group motivators and what they expect from an employer. Millennia’s have a “can-do” attitude and want continuous feedback from their manager (Heathfield, www.humanresources.about.com). Developing a performance management system that has frequent feedback sessions or quarterly...
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