...us, teamwork is a part of our everyday life. Whether it is at home, in the community, or at work, we are often expected to be a functional part of a performing team. Having a strong team benefits any organization and leads to more successes than failure. In order to understand the competencies needed to build and lead high performance teams, it is helpful to first define a team. Here is a simple but effective description from The Wisdom of Teams (Harvard Business School Press, 1993.) "A team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable." The Work Team is defined by many great practitioners in different sense. According to Griffin and Moorhead it is a “small number of people with complementary skills who are committed to a common purpose, common performance goals, and an approach for which they hold themselves mutually accountable.” A group of employees that works semi-autonomously on recurring tasks are called work teams. Work teams are most useful where job content changes frequently and employees with limited skills and a specific set of duties are unable to cope. A group of employees that works semi-autonomously on recurring tasks are called work teams. Work teams are most useful where job content changes frequently and employees with limited skills and a specific set of duties are unable to cope.(its delted since it’s a...
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...ASSIGNMENT TASK for Unit: Developing and leading teams to achieve organisational goals and objectives Centre Number | Centre Name | Learner Registration No | Learner Name | TASKThe purpose of this unit is to develop understanding and ability in developing and leading teams, as required by a practising or potential middle manager.noteAn ILM Assessment Task provides an opportunity to relate your learning directly to your current organisation. It is recommended that you discuss the assignment with your line manager to explore and agree how the task could be used to support the needs of your employer (as well as evidencing your learning as part of completing your ILM qualification).If you are not currently working within an organisation, then you may complete this task in relation to an organisation with which you are familiar. This could include experience working in a voluntary capacityThe nominal word count for this assignment is 2500 words: The suggested range is between 2000 and 3000 words, however individuals have different writing styles, and there is no penalty if the word-count range is exceeded. | Please use the headings shown below when writing up your assignment | Assessment Criteria | Understand the importance of leading teams to achieve organisational goals and objectivesAssess and make a judgement on the effectiveness of own organisation in measuring team performance against organisation goals, and then to use relevant research and management theory to evaluate...
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...Developing and leading teams to achieve organisational goals and objectives Understand the importance of leading teams to achieve organisational goals and objectives Assess the effectiveness of own organisation in measuring team performance against organisation goals and objectives In this section I will be assessing how the University and the Estates Office measure team performance against goals and objectives. In my opinion the university at times struggles to measure team performance against its goals and objectives as I believe that the objectives are too vague and are not always fully understood by the people who are meant to be achieving them. A lot of this I believe is down to the size of the university and the very distinct differences between the academic and non-academic departments. At times, the objectives of one department and another conflict while they are trying to achieve the same goal. All of this makes measuring team performance difficult. There is also a lot of different roles around the university, some of which I believe would be difficult to manage performance as there aren’t targets against which you could manage. Two vastly different roles but both with similar issues regarding giving targets to are a maintenance person (Electrican, Plumber etc) – the target you could give them is to complete a certain numbers of jobs in a day, but this gives the issue of how you assign times to a job and if a job is going to take longer how you adjust the target...
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...Ilm level 5 certificate in leadership and management Table of Content: 1. Introduction 2. My current Job role 3. Prevailing Styles of Leadership 3.1 Company structure 3.2 MD Leadership style and role 3.3 Senior management leadership role 3.4 Middle management leadership style 4. Analysing my own role in Tesab 5. Reflective statement 6. Bibliography In this report I will review the prevailing leadership styles in my organisation. I review the prevailing leadership styles in my organisation ,Tesab. I will assess the impact of these styles on the organisations values and performance. The company I am employed by is Tesab Eng. We are based in Omagh Co.Tyrone N Ireland we are a medium size engineering firm. The company was set-up almost 25 years ago. We have growth from a small to medium size company in this period of time. Our company ethos is to be trustworthy and reliability is core to our reputation. Although the company does not have an official mission statement, we do state on our website that our products are “Heavy Duty, Built to Last.” This is a strong statement, which goes to the very core of who we are and how we do things. Our company prides itself on being flexible, responsive, forward thinking and innovative. We manufacture................................ WE deliver.............................. We must........................................ My role at Tesab is: Spare Parts/ Service Manager (unofficial: purchasing parts...
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...the concept of effective managing and leading has been discussing for long. Being a good manager or leader in contemporary organizations is no longer just about establishing control over their subordinates, indeed successful managers and leaders are required to equip themselves with a diversity of skills and competences. This paper will be focusing on managing skills and competences from a personal point of view. First of all, some commonly cited skills and competencies that are essential for successful managing and leading in organizations will be identified and explained briefly. Secondly, one skill will be nominated as ‘the strength’ of mine. Thirdly, another skill, which is considered as ‘the complementary behavior’, will be nominated as well. Both nominated skills will be discussed in detail and analyses are conducted based on relevant personality, working experiences, previous learning in management theories as well as some typical self-assessment exercises. Key Managing and Leading Skills in Organizations In recent years, managing and leading organizations to compete against competitors and establish sustainable advantages is no longer an easy target to achieve. With the rapid changing world, the traditional way of controlling employees in order to meet objective is losing its effectiveness. Organizations are taking significant transformations in terms of managing styles. In fact, there is a wide range of managing and leading skills that could shape the way organizations...
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...Team Leadership Effective leaders are a quality not commonly found in every individual. Developing the ability to encourage a team to reach an established goal is difficult task to take on. In leading and developing an effective work team, there should be a group for setting up the group work. Setting the purpose and goals clearly in the organization was used as basis for leading and developing work team. In the case of my marketing team, including myself I have four personalities, which to work from to assemble a marketing team that will work efficiently with one another. Team A consists of three members Vineta Byrd, Suman Mukherjee, and Kimmy Byrd. All three individuals have selected to be part of a new team within a new department. Each individual are required to participate in a personality assessment. The indivduals in my marketing team were analyzed on the Jungian 16-Type Personality test. The personality types in my group are two ENFP, one ETNP, and one ENTJ. These personality types are very similar to one another, thus making an effective marketing group. The first personality type in my marketing group is the ENTJ, a personality type that often known as natural born leaders. The personality best describes Suman. ENTJ are very a career-focused, and fit into the corporate world quite naturally. They are never-ending individuals that are results focus and driven to visual an organization toward the future. He shows the characteristics such...
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...Name: Title: Institution: Date: Developing and leading teams is an essential organisational skill in today’s world. The increased complexity of today’s types of organisations means that teams are a vital organising structure. The leader’s role is to address the inherent social and technical challenges to utilize the combined talents of a team of smart or skilled people (Brown 1995) Factors Influencing Developing Teams Goals provide the foundation for any effective team or organisation. Goals provide a clear focus and direction for the team, an understanding of the current situation and unifying team members. Members of a team should have unity of purpose which is more advantageous when shared rather than individual goals. It is a leader’s job to inspire a vision that appeals to the values, hopes and dreams of the team members (Denison 1996). There is a big difference between managing people and leading people. Motivation equally determine the attitude of workers towards work. More than giving awards in form of gifts and money, a leader should research on what motivates his workers and reward them with a clear intent. Teams also work best when they manage how they work together to accomplish the set goals (Denison 1996). When the team manages how to work together, it minimises the chance of conflict as well as unclear goals. How member interact with each other in an organisation is determined by how well their separate jobs are defined and the conventions to be followed...
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...Map Summary 1.3 Key area One; Strategy Insights and Solutions 1.4 Key area Two; Leading and managing HR 1.5 Summary of the Eight behaviours 1.6 Resourcing and Talent planning 1) 2) 2.1 Understanding customer’s needs 2.2 Communicating effectively 2.3 Building and maintain effective service 3. References 1.1Introduction I work as a HR administrator at Sphere Group, which operates in the recruitment sector. This report will outline the HR profession map, its two core areas and eight behaviours, before discussing the Professional area of Resourcing and talent planning. Part Two will discuss how an HR practitioner should ensure that the services they provide are timely and effective, commenting on understating the customers’ needs, effective communication methods and how to build and maintain effective service. Part One 1.2 My HR Profession Map summary The HR profession Map (HRPM) is key to helping HR practitioners understand what they are good at, what they can improve on and what they need to do to develop. The map is made up of ten professional areas that HR practitioners are involved in and need to know about, eight behaviours to demonstrate in these professional areas and four bands of professional competence. The ten professional areas are: Strategy, insights and solutions, leading and managing HR, organisation development, resourcing and talent planning, learning and development...
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...you fill out the form, take time to reflect now on the information and questions provided in this document. At minimum, identify four things you will do within the next 10 days to reinforce or apply what you’ve learned. Consider your development needs in relation to your organization, cause, or movement’s needs, or another situation you are currently in. Relating them to real-world learning will ensure that the skills get practiced now. As you progress through the next terms of classes you should use this as a guide for developing strategies so that you will continue your journey in becoming an effective leader. Personal Leadership Plan | Name: Lauren Hajek Date: 12/4/15 Development Area | Specific Action(s) | Target Dates | Resources for Support | What skills do you want to develop, i.e. leading team, communicating effectively, developing your vision? | What will you do to develop this skill, i.e. schedule regular meetings with your team, ask for feedback on your communication style, draft your vision statement? | By when will you start this action? | What help or support do you need to take this action, i.e. read...
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...Leadership Experience Introduction Leadership as a term coins different concepts in only one word. It not only defines the personality trait of a person, but it also defines the need and role of different approaches to get things done in an effective manner by leading a group of people. A strong leadership mechanism involves set of competencies to influence and drive the actions of people especially when working in a group or as a team leader. Leadership enables to lead team while maintaining their enthusiasm and motivation continuously for the accomplishment of goals and objectives. In this paper, I will discuss my worst ever Leadership Experience. A strong Leader must be able to understand the problems of the team and solve their issue. The leader must lead from the front and act as a role model for others. He must have the ability to get the task done from the team. I have been working for a private bank for more than three years. I was assigned the task of leading a team, who will be developing new portfolios for consumer financing. In this report, I will discuss my experience which was a very bad one. Objective and Purpose of Experience The purpose of this project was to enhance the customer base by developing new portfolios and products that attract customers and increase the profitability of the bank. Discussion Leadership is a quality that lifts up the personality of the people. It creates a vision for people to which others can aspire and work through it...
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...Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) MCP 2135 – Leading and Managing Change in Organizations MBA in Human Resource Management Semester II – 2010/2012 Course Director : Prof. Sudatta Ranasinghe Professor of Management Name of the Student : Gamini Hettiarachchi Student Registration No. : 110046980 Date Submitted :16.05.2011 Word Count : 1662 words, 5 single side A4 pages Leading and managing change in organizations: Importance of human resource capacity building Term Paper (Individual Assignment) Abstract This term paper addresses human resource capacity building as a strategic instrument in leading and managing change in organizations. After describing the process and the basic steps in leading and managing change, the article has taken an effort to identify the role of leaders and the managers to derive a conceptual frame of reference to develop arguments in strategic importance of human resource capacity building in the process of leading and managing change in organization. To meet the challenges, negative as well as positive, HR capacity building is needed in most of the steps and stages in the process of leading and managing change in organizations. Further, developing human capacities has highlighted as one of the major roles and core functionalities of leaders and managers. Viewing human resources as human capital and beyond, the term paper argues that without...
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...field. (Kirkpatrick, 1991, p. 49). Leadership is when an individual influences people in a group to achieve a common goal. One might think that being overconfident and a bad listener as a leader might be harmful for any company, while others might think having empathy and good listening skills will be worse for the company. performed a factor analysis to determine which type of leadership was better by breaking down into several different categories. The categories were hiring, developing, removing underperformers, respect, efficiency, networking, flexibility, and integrity (Kaplan et al.,2012, p. 4). Hiring the right person for any job or spot in any given group is very important for a leader. The right recruiting and the right vision for the company, in terms of choosing future employees, can make or break a company. In the world of sports business, choosing players for the team is critical to any team's success. Deciding between pure skill or great work ethic can make a huge impact for a team, positively or negatively. Decisions such as the previously stated one, can make the difference between a victory or a loss (Kaplan et al., 2012, p....
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...management * Strong communication skills which helps in creating new business opportunities and maintain the existing tie-ups to ensure future prospects. * Efficiently managed any change and developed the team accordingly. PROFESSIONAL SKILLS MANAGEMENT SKILLS * Supervise the team of 20 to 30 people * Scheduling events * Ensure compliance to company methodology and quality standards * Handle Client Accounts Improve customer service based on client feedback through the development of new policies and procedures * Maintain good staff relations through effective communication, leadership, discipline and motivation TRAINING SKILLS * Conduct training on company’s product. * Provide new updates to the team members related to the products and processes Education | * Bachelors of science from Calcutta University – 2005 * Class XII( BIO SC) -2003 from Gyan Bharati Vidyapith * Class X -1999 from Gyan Bharati Vidyapith Professional Experience | IBM Daksh Process services Ltd (Currently acquired by Concentrix India ltd) (October 2010 – Till Date) Lead Analyst Roles & Responsibilities: * Leading a team of agents, monitoring operations in compliance with service level agreement. * Analyzing key performance...
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... * Worked as a Customers Service “Customer Care” for 6 weeks. * Worked with a full hired Employee permissions and duties to cover the shortage of men power at the customer service department. * Helped around 40 customers daily. * Participated in developing the customers flow inside the bank. * Worked on documents filling and backing up (12 Dec 2015 to 15 Dec 2015) Enactus leadership training at BUE * Leading more than twenty person in different tasks * Problem solving * Managing the team performance * How to make business plan * Strategic leadership Activates: (Nov. 2014 to present) Communication team Director, Enactus SCU * HR Manager, planning, managing, and evaluating performance Enactus SCU logistic team * Planning and leading a Communication team and marketing Execution * Participate in developing Social media team. * Working on a project to develop Mostakbal orphanage (July 2015 to Jan 2016) Member at UCAN Ismailia * Participated in fundraising and publicity activities), UCAN Company Ismailia * Negotiate with many local and corporate sponsors * Managed to provide the team with twelve sponsors (Nov 2015) Marketing Research entitle "Egyptian public Radio and Television Union" Studding Research \ marketing course SCU * Analyses the problems of the media public sector and how to deail with new media " Social media" * Found that the most satiable...
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...Functional Areas of Business Brittanie Nye MGT 521 April 4, 2014 Doris Blanton Functional Areas of Business There are four main management functions within a business: planning, organizing, leading, and controlling. Planning is the “management function that involves setting goals, establishing strategies for achieving those goals, and developing plans to integrate and coordinate activities." Organizing “involves arranging and structuring work to achieve the Organization’s goals”. Leading involves working with and through people to achieve organizational goals. Controlling is the “management function that involves monitoring, comparing, and correcting work performance” (Robbins & Coulter, 9). Organizing The manager’s role in organizing involves arranging and organizing work to meet the goals of the business. Managers are responsible for breaking down the strengths of the team members and delegating tasks to reach the goals of the business. By breaking down the tasks, it allows the manager to see what has been accomplished towards meeting the goals of the organization (Robbins, 265). Organizing the business may be achieved by separating into departments. Separating the business into departments would allow people to ensure that all employees are focusing on their part of the plan. “Communication and inter-personal relationships are closely related to organizational factors which lead to job satisfaction and better performance (Jo & Shim...
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