IT BEST PRACTICES
Assignment 2 – Worth 10 points of the grade

TRUE OR FALSE – Each question is worth 3 points. 1. In the Tuckman model, storming occurs when team members have different opinions for how the team should operate.

TRUE

2. The first dimension of psychological type in the MBTI signifies whether people draw their energy from other people (extroverts) or from inside themselves (introverts). TRUE

3. In the Social Styles Profile team building activity, drivers are reactive and people-oriented.

FALSE

4. Managers should strive to use a win/win approach in making decisions, but in competitive situations they sometimes must use a win/lose paradigm.

TRUE

5. Project managers must try to avoid conflict at all costs as all conflict within groups is bad.

FALSE

Please answer all questions – Each is worth 10 points.
1. Give 5 reasons why teams would be created?
Great cooperation or teamwork is the key for elite in any business or non benefit association. This is investigated in more detail below: A. Promotes workplace synergy :
Mutual support, shared goals, cooperation and encouragement provides workplace synergy. With this, colleagues can feel a more noteworthy feeling of achievement, are on the whole in charge of results accomplished and bolster people with the motivation to perform at more elevated amounts. At the point when colleagues know about their own particular obligations and parts, and in addition the centrality of their yield being depended upon by whatever remains of their group, colleagues will be headed to have the same vision, qualities and objectives. The outcome makes a working environment in view of association, trust, bolster, appreciation and collaboration.

B. Enhanced proficiency and efficiency :
While joining cooperation or teamwork techniques employeess turn out to be more effective and profitable as it permits the workload to be shared, decrease the weight off people, guarantee errands are finished inside of a set time allotment, permits objectives to be more achievable, upgrades the streamlining of execution, enhances work fulfillment and expansions work pace. At last, when a gathering of people work in coupled, contrasted with one individual working alone, they advance a more proficient work yield and can finish errands speedier because of numerous personalities interweaved on the same objectives and destinations of the business.

C. Offers differing perspectives and feedback :
Teamwork gives differing qualities of thought, innovativeness, points of view, opportunities and critical thinking methodologies. A group situation permits people to conceptualize aggregately, which thus expands their prosperity to issue comprehend and touch base at arrangements all the more productively and effectively.They additionally permit the activity to develop thus making a focused edge to fulfill objectives and destinations. Imparting contrasting insights and encounters fortifies responsibility and can settle on successful choices speedier, than when done alone. Collaboration exertion expands yield from quick input and different arrangements of aptitudes; that is, phases of outlining, arranging and usage should be possible very quickly.

D. Motivates solidarity in the working environment :
A collaboration situation advances a climate that encourages kinship and devotion. These affectionate sort ambiances propel representatives in parallel and arrangement to work harder, participate and be steady of each other. People have differing abilities, shortcomings, relational abilities, qualities and propensities. Along these lines, when a collaboration situation is not empowered this can posture numerous difficulties towards accomplishing the general objectives and goals. This makes a situation where workers get to be self-caught up in advancing their own accomplishments and contending with their kindred associates. Eventually, this can prompt a horrible and wasteful workplace.

E. Gives learning opportunities :
Working in a group empowers people to gain from each other's slip-ups. They can evade future blunders, pick up knowledge from varying viewpoints, and take in new ideas from more experienced associates. Likewise, people can extend their ability sets, find crisp thoughts from more up to date partners and in this manner discover more powerful methodologies and arrangements towards the current workload. This dynamic engagement creates the future verbalization, consolation and imaginative ability to issue comprehend and produce thoughts all the more successfully and productively.

2. Review the Tuckman model and explain in your own words.
Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. This model is a helpful explanation of team development and behaviour.
The five stages of Tuckman’s model are as follows:

Forming:
In this stage the group meets and finds out about the open doors and difficulties, and after that concedes to objectives and starts to handle the problems. Colleagues have a tendency to act freely. They might be inspired yet are generally moderately clueless of the issues and targets of the group. Colleagues are generally on their best conduct however extremely centered on themselves. Experienced colleagues start to demonstrate proper conduct even at this early stage.
The shaping phase of any group is important in light of the fact that the individuals from the group become more acquainted with each other, trade some individual data, and make new companions. This is likewise a decent chance to perceive how every individual from the group acts as an individual and how they react to one another. So framing assumes an extraordinary part in gathering shaping and to see one another's conduct.

Storming:
In this stage participants structure conclusions about the character and uprightness of alternate members and feel constrained to voice these suppositions on the off chance that they discover somebody avoiding obligation or endeavoring to rule. At times members address the activities or choice of the pioneer as the endeavor develops harder. Disagreements and identity conflicts must be determined before the group can advance out of this stage, thus a few groups might never rise up out of "storming" or re-enter that stage if new difficulties or debate arise.

Norming:
Determined contradictions and identity conflicts result in more noteworthy closeness, and a soul of co-operation rises". This happens when the group knows about rivalry and they share a typical objective. In this stage, all colleagues assume the liability and have the desire to work for the accomplishment of the group's objectives. They begin enduring the impulses and fancies of the other colleagues. They acknowledge others as they are and try to proceed onward. The threat here is that individuals might be so centered around avoiding struggle that they are hesitant to share disputable thoughts.

Performing:
"With gathering standards and parts built up, gathering individuals concentrate on accomplishing normal objectives, frequently coming to an out of the blue abnormal state of success. By this time, they are spurred and proficient. The colleagues are currently skilful, independent and ready to handle the choice making process without supervision. Difference is normal and permitted the length of it is diverted through means worthy to the group.
Managers of the group amid this stage are quite often partaking. The group will settle on the greater part of the vital choices. Indeed, even the most high-performing groups will return to prior stages in specific circumstances. Some long-standing groups experience these cycles ordinarily as they respond to evolving circumstances. For instance, an adjustment in administration might bring about the group to return to raging as the new individuals challenge the current standards and elements of the group.

Adjourning:
In this stage the team conducts an assessment of the year and implements a plan for transitioning roles and recognizing members’ contributions.

3. What are conflicts, what causes them and how do different people deal with them based on their personalities? Give example of 2 personalities that could conflict and why?

Conflict is a 'clash of interests, values, actions, views or directions .
Conflict situations arise because of fear, force, fair or funds. Fear is an imaginary concern for future. Force of any kind initiates and concludes conflicts. Fair is the sense of fairness, which determines the moral values of an individual. Tangible as well as intangible costs may provoke conflict, and also help towards its resolution. Interpersonal conflicts arise because of differences in personality, perceptions, status and ideological and philosophical outlooks. Other causes of conflict can be communication gaps; personality differences; substandard performance; disputes over approaches, responsibility and authority; lack of cooperation; or competition for limited resources .
Individuals contrast, so they:
· see things in an unexpected way
· need diverse things
· have diverse speculation styles, which prompts them to oppose this idea
· are inclined to oppose this idea
· have distinctive identities
· have distinctive status
· have ideological and philosophical contrasts
· have distinctive objectives · have distinctive methodologies
· are impacted by apprehension, power, decency or assets.

4. Why are conflicts necessary? When are they useful and when do they become harmful?

Necessity:
• Conflicts are essential for our improvement.
• When took care of with a receptive outlook, it gives us encounter so we can deal with a troublesome errand when the time comes.
• Conflict helps in improoving the efficiency.
• Conflicts prompts achievement of objectives.
• Conflicts prompts determination of issues that emerge when individuals with various objectives cooperate.

Conflicts are valuable in taking after circumstances:
• Getting Employees' Attention:
Another way that contention can advantage your organization is that it offers representatives stay some assistance with focusing on the current workload. At times, when you have gatherings routinely, representatives get to be insusceptible to them and begin to stare off into space.
• Improves Employee Relationships-
Another way that contention could possibly offer your business some assistance with being that it can offer you some assistance with improving your worker connections. When you feel sufficiently good to differ with somebody, it can fortify your relationship over the long haul.
• Engages Employees-
One of the potential ways that contention can advantage your association is that it makes engagement with the representatives. For instance, when a thought is displayed at a meeting, you don't need everybody to just concur with the moderator because of a paranoid fear of a contention. Rather, you need representatives to have the capacity to talk unreservedly.
• Improves Ideas -
Strife can enhance the nature of thoughts that are eventually created by the business. When you get a gathering of individuals together who are talking uninhibitedly and unafraid of contention, their thoughts can be adjusted and sharpened to end up more alluring.

Harmful impacts of Conflicts :
➢ Parental strife is unsafe to children when it is incessant including verbal abuse and raised voices; when folks turn out to be physically forceful.
➢ Conflict sets individual against individual and gathering against gathering in ways that debilitate to devastate sorted out social life.

5. What causes teams to be dysfunctional and what step would you take to bring harmony.

Causes of dysfunctional teams

• Absence of trust among colleagues : This happens when colleagues are hesitant to be open to each other and are unwilling to concede their oversights or requirement for help. Without a specific solace level among colleagues, trust is unthinkable

• Fear of Conflict: Teams that need trust don't take part in civil argument about key issues. This caus¬es circumstances in which group struggle can without much of a stretch result in hidden dialogs and back channel remarks.

• Lack of Commitment: Lack of duty can make representatives, especially star workers, displeased

• Avoidance of responsibility: When groups don't focus on an unmistakable arrangement of activity, even the most engaged and driven people falter to call their companions on activities and practices that might appear to be counterproductive to the general great of the group.

Approaches to assemble agreement in group:

1. Assemble trust and regard:- Sustain a group situated environment in view of trust and regard, without which there might be restricted achievement. A startup is similar to a boat experiencing high instability. The commander needs the trust of his group, since individuals take after trust and trustworthiness, not a man. Vulnerability can be adjusted by trust which gives the group the capacity to cooperate regardless of what reality brings.

2.Be consistent with your pledge:- If you request high efficiency and quality work, you would be advised to be on the up and up. You get what you give. In the event that you guarantee to accomplish something, make sure you will satisfy it. At the point when colleagues see that you are a dependable individual, they will copy your conduct.

3.Take point of preference of contention:- There are no groups absolved from infrequent false impressions. Some place, some way or another, clash will appear. At the point when showdown between representatives escapes a hand in a startup, the CEO must face it. Try not to confuse the circumstance by choosing what is great or awful. Listen to all sides painstakingly and after that discussion to other colleagues who watched the squabble.

4. Sort out a meeting for all representatives:- If you need to enhance collaboration, individuals become more acquainted with one another better. Sort out in-individual gatherings for all specialists (all groups) in any event once every year — all the more frequently if at all conceivable. Casual discussions unite individuals and warm up human connections. One alternative is to welcome your group to play an amusement, similar to football or ball. On the off chance that players need to win, they need to concentrate on participation.

5.Make contracting a collaboration:- If you need to procure another individual, examine this with your group. Let your colleagues chat with hopeful since they will cooperate and it's vital this individual fit into the group. Obviously, encounter and suitable capabilities are critical however the most essential qualities to enlist for are dependably identity and social aptitudes that are good with your group.

6. Review the Jo-Hari model and explain why it is important to have an open environment. Give 3 reasons.

The Johari Window model is a straightforward and valuable apparatus enhancing mindfulness, and shared comprehension between people inside of a gathering.

It is an apparatus for comprehension and preparing:-

* personal advancement

* improving correspondences

* self-mindfulness

* interpersonal relationship

* team advancement

1. Open Area (Quadrant 1)

This quadrant speaks to the things that you think about yourself, and the things that others think about you. This incorporates your conduct, information, aptitudes, states of mind, and "open" history.

2. Blind Area (Quadrant 2)

This quadrant speaks to things about you that you aren't mindful of, however that are known by others.

3. Concealed Area (Quadrant 3)

This quadrant speaks to things that you think about yourself, however that others don't have the foggiest idea.

4. Obscure Area (Quadrant 4)

This last quadrant speaks to things that are obscure by you, and are obscure by others.

Following are the reasons that justify why it is important to have an open environment:

➢ when we work around at a place with others , we are more powerful and profitable.

➢ In open region great interchanges happen, without strife and misconception.

➢ the more you open up and uncover your contemplations , feelings,dreams and goals,the more you are going to fabricate trust with your group.