...B1. Team Performance Team performance models are used improve team performances within a company by utilizing strategies and assessment tools. Two examples of team performance models are Lencioni’s Five Dysfunctions of a Team and Drexler/Sibbet Team Performance System. Both models are utilization by companies to evaluate and improve team performance. Patrick Lencioni is a writer regarding management with a focus on team management. He is also the founder and President of the Table Group. Since 2002 Lencioni’s Five Dysfunctions of a Team has become a significant source in building teams. This universal model has been embraced by many different organizations. According CPP, “Lencioni’s program is based on his fable of a team in crisis that needs to overcome dysfunctional team dynamics in order to have an opportunity to be successful. Lencioni’s Five Dysfunctions of a Team Model are absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. Stage 1 consist of building trust. Absence of trust can be due to people being pushed into groups to build trust. Instead trust is built overtime and is based on follow-through and creditability of the individual. Stage 2 is mastering conflict. Individual’s need to discover how comfortable they are with conflict. This is where it is important to realize that conflict is an opportunity for productivity. Trust must be established in order to challenge and push one another...
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...Stress and Burnout OMM 634 April 28, 2014 In the last few decades there has been extensive research on worker burnout and the things that contribute to it. If it’s reached the level where workers are feeling burned out the problems have gone on for quite to long. Burnout is the combination of physical, emotional and mental exhaustion caused by a prolonged stress in the workplace. Stress can lead to several different bad side effects, not only does it affect the worker it can have a strong impact on the workplace. The feeling of stress is normal and a part of life but when it prolonged it can affect health, moral and professional relationships in the workplace. Since stress is mostly connected to negative things, it’s important that organizations develop positive environments and outlets to manage stress in the workplace and in personal lives. Stress is just a part of life and there is no way to avoid it from entering your life. Burnout builds gradually, manifesting itself in symptoms such as irritability, discouragement, entrapment, and resentment (Dessler, 2011). It can be set off at anytime by anything especially when you work in a stressful environment. I just recently separated from the military for the very reason that my job became to stressful. It wasn’t just one aspect of stress it was mental, physical, and emotional stress that was just too much over a long period of time. The mental stress came from being in hostile environments and not knowing if you where going...
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...The Unpaved Road to Success Strayer University Leadership in the 21st Century JMMI 510 Dr. Mario Barrett November 14, 2015 Abstract We will be reviewing the business operations of the Chattanooga Ice Cream Company specifically relating to the management styles of its President and General Manager Mr. Charles Moore and how Mr. Moore engages with his management team. As well, we will be exploring leadership styles and team dysfunctions as it relates to the entire management team and how Mr. Moore’s style has a direct impact on those dysfunctions. In addition, we will be exploring the foundations of building trust, facilitating buy in and changes that are needed to the existing culture. Finally we will be analyzing the development of a mission statement, values and the development of a turnaround plan. Introduction The Chattanooga Ice Cream Company is a wholly owned subsidiary of the Chattanooga Food Corporation (CFC), a family-controlled enterprise founded by Charlie Moore in 1936. Charlie Moore, grandson of the founder was promoted to the office of President and General Manager of the Chattanooga Ice Cream Company in 1993. Chattanooga Ice Cream Company is one of three divisions of CFC with revenues of $150 million per year. CFC has, as a whole performed well in recent years but the Ice Cream division has experienced flat sales and declining profitability over the past four years. Per capita consumption of ice cream has slowed while premium and...
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...Chattanooga Ice Cream Division Case Analysis May 10, 2016 Juan J. Garcia Jack Welch Management Institute Dr. Christine Fuselier JWI 510 Overview The intent of this case analysis is to synthesize the cumulative team leadership principles presented in this class to date. The paper will demonstrate an informed understanding of how leaders that foster an ambiance of trust will enjoy the benefits of cohesive, more productive teams through collaboration among all members. The subject of this analysis is Chattanooga Ice Cream, Inc. (the division), one of three wholly-owned subsidiaries of Chattanooga Food Corporation (CFC) as described in “The Chattanooga Ice Cream Division” case study (the case study) (Sloane 2003) . Background Market Position The division had grown to become one of the largest regional manufacturers of mid-priced basic ice cream products in the United States. Primary customers were supermarkets and related retailers. Recently, a major supermarket chain had notified that it would no longer be carrying the division brand. Financial Profile Although sales revenues in 1991 were just over $180 million, by 1995 the earnings had dropped to $150 million. During the same period, operating profit fell from $6.5 million to $4.1 million. In 1995, the subsidiary had reached a point where it was unable to pay any upstream dividends to the parent company. The impending loss of the supermarket chain represented another $6.5 million drop in sales revenue. Executive...
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... JWI 510 5/19/2013 Executive Summary The Chattanooga Ice Cream Division Case highlights Charles Moore, the head of said division and his responsibility to his company and his team. The following discusses the dynamic and dysfunction of a senior leadership team, and the contribution of both the individuals and their leader to that dysfunction. Also discussed is the management style of Charles Moore as well as recommendations for the future of this team. Introduction Chattanooga Ice Cream, Inc. was a subsidiary of Chattanooga Food Corporation, founded in 1936. The Ice Cream Division of Chattanooga Foods was one of the largest regional ice cream manufacturers in the United States. (Sloane, 2003) Following the loss of it’s third largest customer, the division’s president and general manager, Charlie Moore and his executive management team met several times to discuss the future of the division. Moore was responsible for not only making a very significant decision about the company’s future, but also the conflicting attitudes and opinions of the members of his team. Team Dynamic and Dysfunction There were quite a number of reasons why the Senior Management team at the Chattanooga ice cream division was dysfunctional. Firstly, the team was not formed under its current leader, Charles Moore, whose management style guided him to make decision publically...
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...Unit5 - Individual Project Plan to Create Self-Directed, High-Performing Teams Dwayne A. Waller Building Teams and Resolving Conflict – MGMT340 AIU Online Abstract It's inevitable that there will be managers that struggle when building a team or just managing a team in general. However, it is the responsibility of the company to provide the tools and resources for the managers to become successful. A recent team meeting was held to identify why some of the managers were struggling and what plan could be put into place to allow them to become successful. The plan will incorporate the use of the Tuckman Model and the understanding of The Five Dysfunctions of a Team for team building purposes. This paper will also detail the characteristics of a successful manager and will outline a plan to assist the struggling managers, primarily in the area of negotiation and resolution conflict skills. In order to create high-performing teams, you have to understand the managers that you have in place and provide them the necessary training and tools to be successful. This information is an asset in being able to identify the successful characteristics of establishing self-directed, high-performing teams. In addition, it will help you understand why some managers struggle, while other managers are able to consistently exceed expectations. The paper will detail information discussed in the manager’s meeting and provide recommendations for success. The meeting started off...
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... Introduction Colligan and Higgins (2006) define workplace stress as the “change in one’s physical or mental state in response to workplaces that have an appraised challenge or threat to that employee.” The authors divide stress into two categories: eustress and distress. In eustress, the positive stress, the associated stressor has been cognitively appraised as positive; distress is the negative kind of stress, such as that experienced by employees who feel frustrated by a pressure to perform. All employees respond cognitively, behaviourally, emotionally, and physically to both eustress and distress. Moreover, the authors identify three levels of stress—acute, episodic, and chronic—each level of which has associated emotional and physiological symptoms. The authors point out that several factors contribute to workplace stress, such as a toxic work environment, an unmanageable workload, and challenging working hours, while adding that training can help alleviate workplace stress. Shuttleworth (2004) argues that training in workplace management can help employees become more resilient in the face of stress and better able to tackle the root causes of stress-related problems. Key Assumptions Colligan and Higgins (2006) make the following key points about workplace stress: * Workplace stress can lower productivity, increase absenteeism, and create pervasive patterns of dysfunction in the workplace. Workplace stress will also lead to changes in employees’ work habits...
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...the everybody wins, collaborative style of negotiation. The question we must answer though, is how can negotiation be viewed outside of a business contract contect but rather within our day to day work routines and particularly in resolving workplace conflict. In the book, 5 Dysfunctions of a Team author Patrick Leoncioni discusses workplace conflict in a positive, challenging manner (ref). I find myself in agreement with this mindset but negotiation can assist us when discussing viewpoints that are in disagreement. There are two theories that are critical in the negotiation process. They are the BATNA in a negotiation, that is the best alternative to a negotiated agreement which refers to the bottom line. If a negotiated agreement isn't better than the BANTA there is absolutely no reason for us to accept it. The other serious consideration is the negotiator's dilemna which details that movement toward a consensus of mutual gain reduces the individual self-gain and therefore self gain can restrain movement toward the mutual (Hellreigel & Slocum, 2011). It is this latter theory that most likely contributes to the majority of failed workplace conflict negotiations. However, let us consider a scenario in which two employees have a workplace conflict over who is doing the most work, specifically one believes they are pulling the majority of the weight. The two employees ultimately sit down to negotiate an agreement/truce. They first try the distributive negotiation style which is...
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...performance at work? Why or why not? 3. To what extent do you believe that self-confidence is related to job satisfaction? 4. Do you believe that narcissism (a person that believes all their ideas are the best and feels like everyone is inferior compared to them) leads to being less satisfied with your job? Why or why not? 5. To what extent do you believe that personality effects what motivates a person in the workplace? 6. Do you think that gender affects a person’s motivation in a group setting? 7. Have you experienced or witnessed workplace bullying? If yes, please describe the situation. 8. Research suggests that there is a specific personality type that is more susceptible to being bullied, do you agree/notice that this is true. If so, describe the personality type. 9. Have you ever put a team together for a project? How did you decide who would work well together? 10. Have you ever managed dysfunctional teams? If yes, how did you manage them? Why were they dysfunctional? If no, how would you manage a dysfunction team? 11. Do you think the same types of personalities or different types of personalities work more effectively together? 12. To what extent do you agree that being an extrovert makes someone a more effective team member? Can you give an example? 13. To what extent do you agree that being an introvert makes someone a more effective team member? Can you give an example? 14. Do you think that personalities...
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... Psychology of Health in the Workplace Paper Health and Psychology are overlapping concepts that describe the well-being and mental influences that motivate to respond to their health psychologically and physically. Health can be explained as optimal wellness or type of illness (Sarafino, 2011). In other words, health is whether someone is experiencing symptoms or simply how their current state of their body. This essay will take a look at the interrelatedness of health and psychology, health in the workforce, and lifestyle choices that can be done to deter illness and chronic diseases. Psychology and Health relationship Psychology and health provides a reasoning that an individual personality and mental process influence their health (Sarafino, 2011). For instance, health might be pre-determines biologically such as genetics and DNA. Psychological factors such as negative emotions, conscientiousness, anxiety, stress, hostility, and pessimism may impact an individual health. For example, an individual may become depress and utilize high-fat foods to deal with depression, which in turns contributes to obesity and weight gain. Another aspect on how health and psychology relationship combines is through behaviorism to impact health positively. Few examples of the goals through behaviorism, for health and psychology is motivating health and wellness, averting illnesses, classifying the causes of illnesses and dysfunctions, and improving health policies...
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...disability is said to have a significant impairment of intellectual, adaptive and social functioning. The way Learning Disability has been defined has been changing over different phases. The term has experienced a shift in dominance from Physicians to Psychologists and most recently to Educationist. The shift has been from an evaluation phase to instruction, education and training. Phase I Phase II Phase III Phase IV 1800-1930 1930-1960 1960-1980 1980-Present / / / Foundation Phase Transition Phase Integration Phase Contemporary Phase Phase Details Foundation Phase During the Foundation Phase, medical theories of brain function and dysfunction were formulated. Transition Phase Transition Phase emphasised more on the Clinical Study of the Child by Psychologists Integration Phase Integration Phase was characterized by the rapid growth of school programme for learning disabled children Contemporary Phase The current phase is an eclectic approach with a shift to the Educators. It is a coming together of the doctors , psychologists, parents and teacher with ultimate responsibility lying on the teachers The term Learning Disability actually was coined in 1963 here in Chicago by Dr. Samuel Kirk. Earlier to this varying confusing labels were used for children who were relatively normal or superior in intelligence but had learning problem. This term was very useful for...
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...Impact of ‘STRESS’ on ‘EMPLOYEES PERFORMANCE’ ABSTRACT It is evident from observation and through research that employees in every sector of economy are going through a great deal of job stress resulting in weakening employees performance, thus affecting the employees career development, their work efficiency and the organizations turnover. Stress in organizations is a wide spread phenomena can be defined as “an employee’s awareness or feeling of personal dysfunction as a result of perceived conditions or Happenings in the workplace, and the employee’s psychological and physiological reactions caused by these uncomfortable, undesirable, or threats in the employee’s immediate workplace environment”. The purpose of this study is to check the impact of this stress on the performance of the employees. In carrying out the study, relevant data was collected to check the relationship between stress and performance. The findings revealed that job stress highly impact employees’ job performance. INTRODUCTION Stress is a universal element and persons from nearly every walk of life have to face stress. Employers today are critically analyzing the stress management issues that contribute to lower job performance, lower work efficiency & high turnover ultimately affecting organizational goals and objectives. INDEPENDENT VARIABLE: “STRESS” is an independent variable with following determinants: * Job overload: Having more work to accomplish than time permits. * Role...
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...Abstract Self-directed teams are groups of individuals who work together without typical managerial supervision. These types of teams are an asset to companies because they by nature do not rely on direct administration to accomplish tasks. For an organization to establish self-directed teams, they need to understand the difficulties in in creating self-directed teams, be able to identify the characteristics of these teams, encourage the success of self-directed groups, and have a plan to assist struggling teams and managers. Self-directed teams are a way to maximize the human resources of a company by reducing the workload of managers and by increasing the personal responsibility and accountability of employees. Self-directed teams are autonomous work groups that solve problems, implement solutions, and take full responsibility for outcomes (BOMI). Establishing this type of work team is crucial to the success of an organization. These teams function without direct supervision, thus leaving managers free to focus on other tasks. Sometimes managers struggle with implementing these teams. A few difficulties a manager may encounter when working to create self-directed teams are a lack of trust among team members, uncooperative members, lack of team training, vague goals, an absence of corporate support for teams, or hostile corporate atmosphere (individually competitive or manager-controlled). The corporate atmosphere is the first thing that must be addressed. If the...
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...| A fit between Organizational dynamics and employee attitude | An Indian IT industry Perspective | | | | | | | Contents | Page No. | Introduction | 2 | Organizational design and change in employee outlooks | 3 | Motivation Impact | 5 | Reward system as a driver | 7 | Diversity of Groups & teams | 9 | Stress | 12 | Bibliography | 15 | Introduction Organisational design is the alignment of structure, process, rewards, metrics and talent with the strategy of the business. Companies must assess the competencies needed and the established collaborative structures linking the organization together, and must devise a system for stimulating the demand for solutions, with informed expectations. Organizational dynamics refers to the interaction of different factors that define the organization and how it reacts to changes at a broad level . Employee attitude is dependent on the changes that keep taking place in an organization. The perception of the employees about an organization is ever changing and thus an amiable atmosphere needs to be created for people to work and contribute in the best possible way . This study is focussed on the impact of organizational behaviour in context of the Indian IT industry. We as a group have chosen this topic because all of us have prior work experience in the IT sector and we could easily relate it to the concepts that we studied. Organisational Design and change in employee attitude Organisational...
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...Tampa and published in the Journal of Management and Marketing Research. Their purpose in writing this article is to examine and illustrate how organizational change can be brought on by constructive deviance in the healthcare workplace. It also explores the factors that relate to constructive deviance among physicians. In this article the authors use information from various academic references to support their theories. They also conduct this study with a focus primarily on physicians. This article starts of by introducing what workplace deviance is. In this article antisocial behavior, workplace aggression, organizational retaliation, and employee deviance are all used to describe behaviors generally regarded as workplace deviance. The article goes on to state that very little research has been done that examines the positive aspects of workplace deviance. One of these positives aspects is the occurrence of constructive workplace deviance. This article states that constructive workplace deviance encompasses behaviors that violate significant organizational norms in order to contribute to the well-being of the organization. The authors explore the belief that unlike much of the field of organizational behavior which focuses on managerial dysfunctions, such as resistance to change, constructive deviants can play a central role in facilitating organizational change. (Robbins & Galperin, 2010) The authors of this article go on to give an in depth look into what constructive...
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