...Stages of Team Development By: Kelly Graves “The Corporate Therapist™” Look through this model with your leadership and management teams to locate where you think you are in your organizations’ stage of development. Next, use it to help you improve your leadership and management effectiveness. Forming The initial forming stage is the process of putting the structure of the team together. Team members enter with ambiguous feelings and attitudes. Conflict is avoided at all costs because of the need to be accepted into the group. Team members reflect not only on the tasks at hand, but also about each other. Feelings and Thoughts Observable Behaviors Team Needs Leadership Style Required Excitement, anticipation, and optimism Suspicion, fear, and anxiety about the job ahead Tentative attachment to team Why am I here? Why are they here? What is expected of me? How much influence will I have? How much am I willing to give? Politeness Guarded; Sporadic participation Attempts to define tasks and decisions on how it will be accomplished Attempts to establish acceptable group behavior Abstract discussions of concepts and issues Discussion of symptoms and problems not relevant to the task; difficulty in identifying relevant problems Complaints about the organization Decisions on what information needs to be gathered Impatience with discussion Team mission and purpose Team membership Team goals and objectives Measurement and feedback Definition of roles and responsibilities...
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...factor that leads to this tragedy is that all the climbers are lack of team work and communication. Even though they are in the same expedition but they have their own individual’s goal, eager to reach at the summit. For example, Jon Krakauer one of the clients of Adventure Consultant said that he felt disconnected from the climbers around him, they were a team in name only. Supposedly, during the acclimatization exercises, the climbers should take time to get to know each other, learn their responsibilities as a team build their confidence and trust to their teammates, instead they were doubting each other whether they could rely own their team member during difficult times. That also might cause this tragedy, which is lack of trust towards team member. One of the potential causes of the tragedy was overconfidence. Overconfidence occurs when leaders believe that their experience, abilities, skill, or maybe even luck, will allow them to overcome any challenge they face. Research has shown that such overconfidence can lead to poor decision making as leaders substitute their own personal skill for careful analysis of the situation and planning. Hall, in particular, may have been prone to overconfidence. He had reached the summit four times and had guided 39 clients to the top of Everest. Therefore, he taught that he can manage all his clients during the climbing. Other than that, the pride of each team leader also prone to this tragedy. The competition between Hall and Fischer's...
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...ability to manage one's own emotions and moods and those of other people around you. The highest performing leaders possess great amount of emotional intelligence in their organization. Leaders with a higher degree of emotional intelligence know what their feelings are, what their emotions mean, and how these emotions can affect other team members in the organization. The higher up the leaders are in the organization, the more people they impact and their emotional intelligence becomes more important. The leaders at the top set the environment that pervades the whole organization. On the other hand, leaders with low emotional intelligence have a negative impact on employee morale which directly impacts team members. We know that the biggest reason that people give for leaving an organization is the relationship with the leaders above them (Goleman 1998). Emotional and rational intelligence are both important to our leader’s success. Despite both being important qualities to our leaders, those leaders who emerge at the top are known to possess more emotional intelligence than intellectual knowledge, this was portrayed in the study done on senior executives of 52 global organizations. According to Goleman(1998) Emotions originate from limbic system which is located in the brain. Self-awareness, managing emotions, motivating others, showing empathy and staying connected are key characteristics of emotional leaders. When it comes to self-awareness, these leaders know their...
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...understand the challenges and deliver good results. But as they settle in, they often become complacent — perhaps because they lose the fear of imminent failure. Linda A Hill, the Wallace Brett Donham Professor of Business Administration at the Harvard Business School (HBS), says many of them stop making progress because they simply don’t know how to. Hill, who is also the faculty chair of the leadership initiative at HBS, co-authored Being the Boss early this year in which she offers an approach for managers to understand the transformational challenges of their roles and what it takes to become an effective leader. She discusses the approach, which she calls “the three imperatives”, in a free-wheeling conversation with Amit Ranjan Rai. You have said in your book that becoming an effective manager is difficult because of the gulf that separates the work of the management from the work the individual performer. What do you mean? When you are an individual performer, fundamentally, you have a task to yourself that you are responsible for. You are the doer and your success in that task depends mostly on your own efforts and talent. But when you take on the role of a manager, it is likely that you are stepping into a new universe unlike you’ve encountered before. Many get into it assuming that the new role will be an extension of the old — that is, they’ll keep doing what they do, except they will also be exercising more control over the work of others. They think the managerial role...
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...Career Development Plan Summary Summary: Kudler Fine Foods, the company, is a specialty fine food store with locations in La Jolla, Del Mar and Encinitas, California. The stores are stocked with the very best domestic and imported foods and the stores are divided into five different departments, Bakery, Meats and Seafood, Produce, Cheese and Dairy, and Wine. Kathy Kudler, owner and operator of Kudler, is in the process of expanding into other parts of Southern California and is considering a new store in Carlsbad, California and looking forward the company needs to evaluate their employee policies. I am writing this proposal to propose to upper management the recommendations and justifications for the following company policies, job descriptions for the modified positions, the implementation of a training program, the methods for evaluating employee performance, the disciplinary action program here at the company, explain the incentive and benefits program and the strategies for managing employee’s careers, and explain a fair and appropriate compensation program. Job Descriptions and Qualifications: Store Manager: The Manager will focus on the overall operation of the store and all the staff at their store locations and also focus on store inventory and will implement a just in time inventory system for stock to optimize cash flow and to minimize the wastage of products. The manager will develop a list of current sales projections, of products that...
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...3HRC Assessment 1.1 My organisation are an innovative and trusted developer, manufacturer and supplier of speciality procedural packs and vascular access devices for use across a range of clinical departments. As a proudly indepedent Company, our responsiveness and agility, combined with strong partnership and collaboration ethos, make us a supplier of choice to health organisations the world over. Our Company goal is “a commitment to excellence” Our Company vision is “to be the best” Whilst this is a simple phrase it is far from simple to make happen. We are well on our way to being the best in our chosen healthcare specialities. Our Company values strengthen our on-going relations with customers, partners and each other. Adoption of these values is essential to support the business objectives and inspire us to achieve business and personal goals. Our core values of Respect, Excellence, Success, Entreprenurial, Customer and Teamwork form the acronym RESPECT. My Company doesn’t currently have a mission statement although their mission for the future is for continued expansion both in the UK and throughout the world. 1.2 My Company has a vast range of products in the following clinical areas, Radiology, Renal, Cardiology, Oncology, Critical care, Diagnostic imaging, Anaesthetics, General surgery, Accident and emergency, Nephrology, Nutrition, Ophthalmology, Orthopaedics, Pharmacy and urology. The product groups are, soft tissue biopsy needles, bone...
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...increasingly a growing phenomenon in learning organizations. The concept is gaining popularity in this highly competitive business world as it allows organizations to maintain a creative edge and retain innovativeness and synergy in its operations. One of the most popular organizations for making effective use of teamwork is Google. Google fosters a corporate culture which not only supports but also encourages team work through project management and entrepreneurial ventures. This paper explores how Google makes use of team work and how teamwork has led Google to gain the success that it has. It also discusses the importance of teamwork and how it is rewarded at the organization. Research for this paper has largely been done through a thorough examination and literature review of academic sources and company profile. Teamwork at Google Introduction: team work and culture A team has in essence been defined as ‘Groups of employees who have at least some collective tasks and where the team members are authorized to regulate mutually the execution of these collective tasks’ (Delarue, 2003). Effective implementation of teams and team members and tasks can enhance the motivational levels of the employees and give way to higher job satisfaction. However, job satisfaction of employees in teams is dependent on a number of factors. This includes the composition of teams, processes which led to the formation of the team as well as...
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...5- | Trust Builder | 5 | 6- | Talent retention | 5 | 7- | High Performance team | 5 | 8- | Management Style of China | 5 | 9- | The Guanxi | 6 | 10- | Individualism and collectivism | 6 | 11 | America’s Culture | 6 | 12 | Leadership Styles in America | 7 | 13 | Directive leadership | 7 | 14 | Participative leadership | 7 | 15 | Empowering leadership | 8 | 16 | Charismatic leadership | 8 | 17 | Management Styles of America | 8 | 18 | Ethical issues in cross cultural of China and America | 8 | 19 | Compare and contrast between China and USA | 9 | 20 | Conclusion | 11 | 21 | References | 12 | Introduction: This paper consists of cross cultural study of two developed countries named USA and China. These countries are well developed and exist in the major countries of the world. Both have an entire different culture in reference of behavior, leadership styles and management. China is the part of eastern countries and USA is a western country, both have entirely different environment and too far from each other. There are many roles that are involved in any organization or teams are more than leadership. We can say that leadership and management styles are the major aspect of a team with cultural differences. Leadership provides us a vision of the future and energize the team to follow it. While management is to rule and procedures and whether or not followed by the team. It is extremely necessary to understand the distinctive points of both for clear...
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...Communication for the Church/Community 2/20/2014 This report is being generated to discuss the changing communication needs our church has with our community and church demographics. Summary: 1. Our community, although small, has seen growth of the Hispanic population. Until the past five years, this community has been nearly one hundred percent Caucasion. Many families in the community have lived here for generations and don't understand how to interact with people of differing backgrounds. 2. The traditional way of doing things in this community has always taken precedence. However, if we are to reach the growing minority population, we need to look outside the box. Our organization is all about reaching out and living life with people on there terms. To do this, we must change the way things have always been done in the past. 3. Small town America has changed the way it interacts with people. Just a few years ago, you had to meet with people face to face or over the telephone. Today, the internet has changed, forever, the way that we interact with the world and other cultures. Introduction: Our community is over 200 years old. We are very proud of the rich heritage of our small town. Tradition holds a great sense of priority for many of this towns citizens. However, in the past five years we have seen tremendous growth of the Hispanic population in our town and the surrounding communities. These new citizens have a very different sense of priorities...
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...attitudes; would certainly determine from this very moment on, the way I become an effective person first, in order to achieve my goal of being an excellent leader. I am currently doing it, I am fighting for it, in the means of daily improvement; because I am already clear and positive about this truth, if I don’t strive strong enough, and stretch myself to my fullest metal capacity, I would not accomplish my marked desire and objective of leading the way for me, and then, only at that point; direct people around me, toward that same direction. My conduct has an important role here, right now; and there is no time to waste, since I am dealing with the more basic essence of leadership as a complex human process it is, I am talking about individuality. Leadership starts from my inner-being; it is a natural force trying to move out and produce positive outcome; and it has the need to be comprehend into its immediate context. In essence, the way I see myself right now, my goals, my profession and my own perception of my environment; reflects on the people around me. That is why I have to behave in the direction to which I see my followers going with me, because if they don’t go, then I stop the whole process as well. We need to do it together; and I do not need to think of it as if it was an optional motivation, but a definitive one, a real necessity that is leading this whole process in my life at this moment, and because my behavior as leader is as blood for my body. That is...
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...making on areas such as pricing strategy, appointment of supplier and marketing strategy are decided solely by my CEO. Other areas such as logistics, appointment of distributors, staff employment, accounting and other administrative tasks are decided through democracy. Meetings will be called up to discuss on pros and cons before majority make the decision to proceed. In my opinion, I think this kind of leadership style in effective to the certain extend as there delegation and empowerment to the management team to perform at their best. CEO does not micro manage on issues that senior managers can handle whilst CEO focus on gearing the company direction on areas setting up foundation for the company direction. Senior managers have room to present their ideas and supported by justifications that can be brained storm together for further evaluation. This hybrid style of leadership I think is working well as our organization is still at the growing stage and the dynamics of the member are made this possible. We were able to extend our distributing channels to 5 countries in a short span of 12 months time. I think this leadership style works very well when our organization at the budding stage, in fact everyone was performing at their best as each were given the opportunity to present their ideas and some were adopted because there were really good. For example we have weekly updates and communication going on through web conference and most of the discussions were in fact done in...
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...Multicultural theory Multicultural theory or multiculturalism is the theory where we can see here in America. It is the exchange of customs and culture in respect to socioeconomic status, foreign reform, as well as the differences in ethics and religions. Multiculturalism can have an effect in any institution of culture whether it involves government, education, economics, religion, or family. For the purpose of this paper we will focus on strategies and situations many businesses will face. Culture will be defined as “the pattern of shared beliefs and values that give members of an institution meaning, and provide them with the rules for behavior in their organization” (Shafritz, Ott & Jang, 2011, p. 364). We will discuss why the need arises for a business or organization to expand or change their ventures to another vicinity outside of their native culture; what problems can occur during the transition of moving from one culture to the next; and the benefits behind using multiculturalism. Multiculturalism today is met with the demand of the economy on a global scale. Capitalism or the pursuit of profits is a driving factor for businesses to relocate in the hopes of achieving higher margins in profit. The stakeholders, those who have vested both time and resource into a business or organization are persistently pushing businesses for higher profits. Businesses must consider what barriers are necessary to break down in both their country and the one they are considering to expand...
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...LIFE STYLES INVENTORY EXERCISE: A PERSONAL REFLECTION PREPARED BY GM591:LEADERSHIP AND ORGONIZATIONAL BEHAVIOR Professor Lopez May 13, 2012 INTRODUCTION In today’s world it is essential for managers to have critical leadership skills in order to reach their full potential. The Life Style Inventory survey has allowed me to reflect on my own way of thinking and how it influences my behavior. The circumplex shows me that my primary style of thinking is the Convention style. This style incorporates managers being routine, strictly adhering to rules, procedures and difficulty taking small risks. The backup style of thinking is the approval style. In the approval style managers are “overly concerned with being popular and well liked”. I feel that the survey is accurate in the way it describes my management style. PERSONAL THINKING STYLES As a manager in retail sales I definitely see myself practicing both conventional and approval style of leadership. For instance my route to work every day is conventional in the sense that it is the same road every time even though I have the option to take an alternate route. I prefer to take the same road everyday and arrive on time. As the manager I’m required to perform certain tasks at specific times during my shift as described by the company rules. At peak times, the situation may call to abandon protocol but I always tend to stick to the procedures. I agree with the LSI survey because by following the rules, I...
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...Model Comparison We live in a world that is full of change and organizations are no different. In order to be successful in change management we must understand how teams work and how to manage the correct strategy for organizational change depending on the organization. Understanding change management models can help managers evaluate, design, and deploy an approach to changes in organizations. It is important to do this because of the human nature for people to resist change. Even the simplest of things can cause employees to react strongly. Organizations must change in order to remain successful and competitive. This paper will discuss two models for organizational teams and two models for organizational change. The two models that will be discussed for team development are Tuckman and Scott Peck. The two models that will be discussed for organizational change are Lewin and Bullock and Batten. The pair of models will be compared, contrasted, and discussed. Last each will be discussed for how and when to use them effectively in an organization. Organizational Team Models (Tuckman) It is important for groups to understand what their development process is while working together. Tuckman focused on interpersonal relationships and task activities. “He hypothesized a four-stage model in which each stage needed to be successfully navigated in order to reach effective group functioning” (Bonebright, 2010). The stages of Tuckman’s model are forming, storming...
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...3. Which type of vertical marketing system does Zara employ? List all the benefits that Zara receives by having adopted this system. Zara employs a Corporate Vertical Marketing System. Zara has managed to build a system that is controlled from a single place and that it allows it for quick response, decision and problem solving. Because Zara’s parent company Inditex owns most of the resources needed for the process of clothing design, production and distribution it is able to “control most every aspect of the supply chain, from design and production to its own worldwide distribution network” (Armstrong & Kotler). Vertical Marketing System Introduction In an organization, effective marketing strategies play an important role in boosting the performance of the business. In the integration of the corporate leaders in pursuit of their financial objectives, the creation of marketing system has been established. The creation of vertical marketing system is introduced and defined as a distributing channel in which the manufacturer, wholesaler, and retailer act as a single system. An organization that can control the product and services until it reached to the end consumers is the plain example of vertical marketing system. Apparently only few of the businesses around the world successfully managed this type of system. It may define as a difficult approach to maintain the sales and effectiveness but it serves as the strongest point of the organization to boost the various...
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