Introduction

The purpose of this essay is to explore high performing work team by analyzing a survey or questionnaire provided by Professor Dr. Nicholas J. Scalzo in Week 3 from the class of Managing Virtual and Global Teams (HRMD/665). High performing work team is important because it operates in an atmosphere of mutual respect in which team members identify with each other and with the team as a whole. According to Moldjord, and Iversen, (2015), high performance teams have members whose skills, attitudes and competencies enable them to achieve team goals, make tough decisions, communicate under stress, manage conflict, and solve challenging task. By the end of this essay, it will be determined if this survey or questionnaire is sufficient to measure a high performing work team and if it can be utilized as such. High Performing Work Team
Team performance is what contributes to a team success of failure. According to Thompson (2014), team performance analysis consists of productivity, cohesion, learning, and integration. This analysis identifies the factors on how team performance effectiveness should be evaluated. Productivity measure whether the team achieve their goals. It requires the team to have a clear goal and adapt accordingly as new information arrives, if the goals changes, and if the organizational priorities has shifted.
Productivity is what evaluates the team’s output meets the standards of those who have to use it. It is imperative that each members of the team accept the identified goals to be effective. Another important factor in evaluating team performance is cohesion and integration of all team members. Every team members should work together as a whole. It is vital for everyone involved to behave accordingly with respect while working through any differences among them. When all members integrate themselves in achieving the same goals and as being part of an organization the results will be beneficial and positive. Last but not least, everyone learned from one another, either by sharing experiences and new ideas. It is also important that each member of the team give the opportunity to others to enhance their skills.
The survey or questionnaire was designed with eight categories relevant of how a high performing work team should be measured. The identified categories are: mission, goals, roles, procedures, relationships, effectiveness, satisfaction, and conflict resolution. Each category is defined by a five descriptive values. These values will determine if the team performed at peak level.

Survey or Questionnaire Categories Description
A mission statement is the backbone of any organization as well of defining a team and its purpose. According to WU and Ya-Hsueh (2014), the efficiency of knowledge sharing is highly dependent on the internal and external culture of the organization team cognition and emotional intelligence, their communication mechanism in team work and their knowledge application to the organizational mission. With this being said, each team member needs to understand what contributions is required, understand how team performance affects the team and organization, understand the mission and why it exist, comprehend the team’s primary purpose and functions to be performed. Furthermore, if the mission, responsibilities, norms, goals and expectations of all team members are clear the end results will be positive (Warrick, 2014).
Team members do better when their goals and roles are clear. This is important because each member understands and supports the meaning of value of the team’s mission and vision (Daniel, 2015). In addition, it enhances team potential and motivation. Again, having clear goals and roles are critical, each team members have to comprehend their roles to be effective. By adding norms to a team can be helpful in improving team development and performance. Norms are rules that govern group behavior. Examples of norms are: open communication, early resolution conflict, regular evaluation of both individual and team performance, high level of respect, cohesiveness and supporting team environment strong work ethics focused in results, and share recognition of team successes (Daniel, 2015). Norms can also be adapted as procedures within a team. By clarifying procedures steps it encourage all members to participate equally, provides individual feedback, handle common problems or unexpected events, describes how the agenda will be distributed, and set up the re-evaluation dates when actions are agreed upon. The success of a team depends in the collaboration of all members. According to Daniel (2015), collaboration is the basis for bringing together the knowledge, experience, and skills of multiple team members to contribute to the development of new service or product more effectively than individual team members could. Everyone involve in a team have to work together, therefore, each one of them build relationships to be effective and creates satisfaction when the goals are achieved. Of course, every team member needs to be careful of the type of relationships to build. This is why the roles of each member are critical to minimize future possible conflicts (personal or impersonal). Building relationships helps each individual to be aware of everyone difference in opinions, meets the teams deadlines (effectiveness), and builds satisfaction of being part of the team. As each individual have differences in opinions, ideas, and experience. It is vital for a team to have a conflict resolution plan. When conflict is managed in a healthy way it produces creativity and high quality results (Weiss, 1991). When adding problem solving techniques it focused on the present issues, consider the facts and not opinions, and suspend judgement (Thompson, 2014). It is important that each team member must expect and believe that interactions among members will be truthful and of high integrity. Communication is essential to conflict resolution because is encourage appropriate and responsible behavior on the part of each member. Conclusion
Overall, this survey or questionnaire will help any team in performing at a high capacity because it targets the needs to be in an effective team. Also it adds value to each team members and can be served as a measurable tool in evaluating their effectiveness. Team work is the key to an organization’s success and contributes in working faster, better, and smarter than their competitors (Warrick, 2014). In addition, it served to delegate authority as well responsibilities as an integral part of making necessary resources available. Furthermore when promoting clear goals, roles, open communication, effective decision making, individual empowerment, conflict resolution, trust, collaboration, and engagement it produce an effective high performance team work (Eggenberger, et. all, 2015).

References
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Moldjord, C., & Iversen, A. (2015). Developing vulnerability trust in temporary high performance teams. Team Performance Management, 21(5/6), 231-246. doi:10.1108/TPM-08-2014-0050
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