...Tuckman's model explains that while the team develops maturity, skills, and establishes relationships among its members, the leader is changing his style of leadership. Beginning with a directing style, moving into coaching, then participating and ending with almost independent delegation. When the company closed, my team was performing to the maximum of capabilities and they knew that at the time I was the next thing to an employment agency. Then, the team was on the performing stage, according to the literature read for this purpose. At this point the team could produce a successor leader and the previous leader can move to another place to develop a new team. The authority and freedom extended by the leader to the team rise as the control of the leader is decreasing. The phases of it are: Forming, which is the training phase. At this stage the group is made up of only for preparation or orientation. It is characterized usually because people try to stand out, also denote insecurity and deficiencies among its members, despite the outgoing members quickly assume a leadership class. The members are conscious of the need to remain predominant. There is a high dependency on the leader in terms of guidance and direction. Individual roles and responsibilities are unclear. The leader must be prepared to answer lots of questions about the team's purpose, objectives and external relationships. The processes are almost always ignored; Storming is the conflict phase. Now that...
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...The Customer Services Team handles all inbound calls for the business (1000+ per day) and operates from 08:00 to 20:00 Monday to Saturday. There are fifteen team members two of which are Team Leaders. The Team is further divided into different sub-groups that deal with different business sectors such as Pharma, Telecommunications, e-commerce. The main focus of the team is dealing with customer queries via inbound calls and managing corporate accounts in terms of providing daily reports and updates. The Team Assessment and the group discussions would seem to indicate that this is a group of individuals that are operating in a very structured environment and while they are referred to as a team they do not actually operate as a team. Each member of the team has specifically assigned tasks which they focus on but these do not combine at a higher level. The team are therefore very task orientated and operate independently of each other. Communication within the team is also a fundamental issue but this may be driven by the task nature of the group which does not require a high level of communication to complete. In assessing the results from the Team Assessment there are a number of areas that are presenting challenges for the team. The results of the assessment indicate that the core challenges for the team centre on interpersonal communication, respect, collaboration and styles. This is not atypical given that call centres can be a loud, fast paced and highly pressurised...
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...channel has been used for team development in past 5 years in MPHK? In 2008, the first year to launch the new training or workshop to all departments we selected four to five staff from each department to join the workshop and train up them to be the departmental trainer by classes and courses. But the result and the feedback from the trainer is not too positive and effectively, because the training for them is so new and they can’t always apply in work to build up the team in the department. In 2009, according to last year comments and feedback, we decided to add more activity which the trainers get more involved rather just sit in the class room only listen. We start the outing activities, e.g. hiking, one day campus outing, bowling competition, those activities are included game, seminar and team work to achieves the goals, they can learn the team building skills, decision making skills and leading skills by joining the game, seminar and activities. The result and feedback for this year is much more positive than 2008, because the staff the get more involved and can know more and remember the skills and information be the activities. Some of the trainer start can apply what they learn to the department, but not all. In 2010-2011, base on the comments and feedback in 2009, we still keep on the outing activities two to three times in a year, and selected more fun and interesting place and campus for the trainer which can learn and build up stronger team building skills, also...
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...aid in the team building process can be beneficial to any team. Resources such as books, workbooks, surveys can help teams to clearly identify the goal they are trying to accomplish. They can also help a team identify the team player style. In Parker’s book, ‘Team Players and Teamwork’ he provides resources for developing teams and for developing team players. Parker’s Team-Development Survey is a useful survey that should be given to a team when they are first getting together. The survey will show if everyone on the team understands the reason that the team has been brought together. The development survey allows team members to rate different and important areas of team development. The survey is broken into statements that focus on areas such as clear purpose, participation, open communication, style diversity, and self-assessment. This survey given at the beginning acts as a baseline for the team. Periodically the team-development survey should be given again to make sure that the team is still on track to accomplish their goal....
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...Five Stages of Team Development December 17, 2012 Abstract This paper will evaluate the five stages of team development; Forming stage, Storming stage, Norming stage, Performing stage and Adjourning stage. “Building effective, cohesive teams has never played such a pivotal role in a company’s success as it does today”. PI Worldwide 2010 Retrieved from http://www.piworldwide.com/Solutions/Leadership-Development/Team-Building.aspx on December 17, 2012. Team building is an important part of ensuring success within an organization. All the stages may not be used in every instance, however it is a guideline that, if used correctly, will ensure better communication, decision making, increased productivity and overall success. PI Worldwide 2010 Retrieved from http://www.piworldwide.com/Solutions/Leadership-Development/Team-Building.aspx on December 17, 2012. I will evaluate each stage and compare it with real-life experiences to show how effective this system can be. Forming Stage The forming stage is where a group of people come together to work on a project. In this initial stage of team development the members take a more formal approach to how they communicate with each other, “there would be no clear idea of goals or expectations”. Management Study Guide 2008-2010 Retrieved from http://www.managementstudyguide.com/team-development.htm on December 17, 2012. This stage reminds me of a project I was chosen to be part of. A group of us were chosen to develop a plan of...
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...Question 1 - Describe in detail the five stages of team/group development. Give specific examples for each stage. Explain how and why teams and groups may or may not proceed through these stages. The five-stage model, which can be applied to groups and teams, assumes that members will progress through five phases: forming, storming, norming, performing, and adjourning. Teams and groups do not move through each phase in a sequential pattern, but the model as a whole proves beneficial to individuals who have struggles about working with others. Within this model, individuals shift from independent input to equal effort when working with others (Langton, Robbins and Judge 161). Group development begins with the forming stage. Beginning in the first meeting, this stage is the period where members experience anxiety and uncertainty about the team’s purpose, structure, and guidance (Langton, Robbins and Judge 161). Individual issues include members questioning where they fit in, and group issues include members questioning why the group was formed (Langton, Robbins and Judge 162). Active forming occurs when members doubt their acceptance or belonging within the group, have low trust in others, and make an attempt to understand what is expected of them (Stuermer). The forming stage is complete when members view themselves involved with the team or group (Langton, Robbins and Judge 161); this means members acknowledge the team’s needs over individual ones. The second stage is storming...
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...Managing New Product Development Teams Topic: Managing New Product Development Teams CASE STUDY W/QUESTIONS (MUST ANSWER ALL DISCUSSION QUESTIONS) Skullcandy: Developing Extreme Headphones1 In 2001, Rick Alden was riding up a ski lift and listening to music on an MP3 player when he heard his phone ringing, muffled in the pocket of his ski jacket. He fumbled around with his gloved hands, trying to get to the phone before it stopped ringing, and at that moment he thought “ why not have headphones that connect to both a cell phone and an MP3 player?” 2 In January of 2002 he had his first prototype built by a Chinese manufacturer, and by January of 2003 he launched his company, Skullcandy. 3 Building an Action Sports Brand Alden had an extensive background in the snowboarding industry, having previ-ously founded National Snowboard Incorporated ( one of the first companies to promote snowboarding) and having developed and marketed his own line of snowboard bindings. His father, Paul Alden, had played many roles in the indus-try, including serving as the president of the North American Snowboard Association, which helped open up ski resorts to snowboarders. His brother, David Alden, had been a professional snowboarder for Burton, and a sales repre-sentative for several snowboard lines. Thus when Alden began creating an image and brand for the headphones, it only made sense to create a brand that would have the kind of dynamic edginess that would attract snowboarders and skate-boarders...
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...Team Development I. Between expectations from superiors and the demands of a competitive marketplace, many leaders look for new innovations to increase the effectiveness of team projects. Strategies on how to improve the effectiveness of our Transitional Team were researched to ensure our organization’s success. A. Members of any group collaboration must remain effective at all times to ensure success of the objectives and goals as in regards to their organization. Strategies for improving the effectiveness of the Transitional Team include: clarifying the team mission, creating a plan/objective, and conducting progress reviews. 1. When preparing for a major change, it is best to clarify the team mission. Each team member must know and can comprehend the mission, and understand their role in fulfilling such mission (Maroney, 2004). 2. After clarifying the mission, we must collaborate to develop a plan which outlines the team’s goals and objectives, provides strategies for fulfilling the team mission, and successfully accomplishing the goals and objectives (Maroney, 2004). Such plan should also include the responsibilities of each member in relation to fulfilling the mission and goals (Maroney, 2004). 3. Throughout phases, we should conduct progress reviews during collaboration to discuss and analyze results and future plans concerning...
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...PROJECT- TEAM DEVELOPMENT A Team is a group of people who work together and are collectively responsible and accountable for a defined task/s. Teams normally have members with complementary skills which, when appropriately harnessed, allow each team member to maximise their strengths and minimise their weaknesses, thus generating synergy through a co ordinate effort. As the new team member and leader at the jewellers firm my first task would be discovering the already established team roles an dynamics and determining where I can fit into it all as well as what and whose roles may need to be altered. For teams to work well together they need to have; high levels of trust between members, they need to work together to achieve greater results than any individual, have string shared leadership within the group, demonstrate support for other team members and individuals within the organisation, and regularly monitor, evaluate and review performance as an aid to improvement. These skills will need to be introduced to the team at an early stage so team dynamics can be established. It is clear that the senior management has noticed the team struggling with their day to day tasks and communication is strained. In order for the team to move forward and progress team development will need to occur. In this stage the team will go through 4 development stages; Forming- Teams are undeveloped and need to create an identity. Storming- As members come to know each other they question and...
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...Team Development Experience CMGT/530 - IT Organizational Behavior February 11, 2013 Bridgette Hardy Team Development Experience As the new millennium approaches, health care professionals were changing the way in which they are caring for people. Managed care started emphasizing and scrutinizing outcomes like never before. The spiraling health care costs stimulating by the interactions dating back to the end of World War II and by a belief of solving this crisis through a team management type of approach. During this time of tumultuous change, a health care institution has an opportunity to expand its vision of health care to include both primary care and school-based population health. With this new vision, the health care organization thought it could help to meet national objectives while improving the health of its community. Well-Functioning Unit Most health care organizations have service as a principal focus. It became essential for the health care organization to view the service function of its clinical practice as an interaction between what professionals within the organization already offer and the potential for expanding services within the school-based population health. Formulating a team approach would require a joint action on this specific effort moving it toward the common goal. This process requires different teams at different times. At any giving time, one team will be the principal team moving the process forward. According to Robbins and...
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...Identify and explain about stages of team development. According to Bruce Wayne Tuckman, developer of Tucker stages, there are 5 stages of team development. It starts with forming, followed by storming, norming, performing and adjourning. Forming stage are where members of a team comes together and starts assessing other members and where each one stands or role they play. At this stage, everyone gets acquainted and discovers acceptable behaviors and what others perceive of the task. No real job is actually done during the first stage and everyone is still wary and first impressions are built. Forming stage faces more challenges in groups that are more diverse, culturally and demographically. Storming stage is the second stage. This is where group members fight for their ideas and opinion. Still, not much work is done at the beginning of storming, as everyone is more engaged in convincing others that they have the best idea. Cliques or allies are formed among each other either in agreement or disagreement involving group tasks or ways of tackling the task. Conflict may form at this stage and this is where the leader steps in. At the end of this stage, members are more clarified of the given tasks and each other’s interpersonal style. Efforts are made towards solving the task at hand and meet team goals while satisfying individual needs. Success in storming stage can be beneficial to the following stages. Next, is the Norming stage, all team member are starting to work together...
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...Taiwan experienced a lot of disasters in recent several years, including a huge earthquake in 1999, air-crash in 1998 and 2001, and many typhoons and floods every year and SARS in 2003. These incidents created demands that challenged our medical infrastructures. The emergency medical preparedness programs evolved a lot in response to medical surge in these disasters. In our system, several characteristics should be clarified in the beginning: 1. In our multiple casualty incident plans require to send hospital doctors to the incidents immediately to save lives, disregarding what they can do or if the scene is under control. The emergency medical services system of Taiwan was established in 1995, and the fire fighters were trained to be emergency medical technicians (EMT) to provide pre-hospital medical care, people still believe that physicians at the scene can provide better medical care than the fire fighters/EMT. An experienced physician at the rescue scene may do a better job in triage and arranging definite medical care site, but not every hospital physician has street sense and proficiency in trauma care skills. When the personnel in emergency room of a smaller hospital were deployed to the scene, it jeopardized the capacity of hospitals for receiving patients. 2. The plans tend to call back all the personnel immediately. The first step of a response plan of an organization is usually to call back all the off duty personnel by all means. This procedure is self-depicted...
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... A shared vision is my goal here as getting the team all on one accord requires us to have the same vision with the same goal. The activity called for “while at an event, whether a spectator or a player, go to at least four different locations and spend a full minute observing the event. Take note of what seems remarkable from each point of view, and be sure to observe the same spectators and players. Most of the ladies in the group don’t watch football but they have the general understanding of what happens in a game except myself who is an avid watcher and the some of the guys do, so I chose a replay of a Hail Mary play that happened in the NFL game between the Seattle Seahawks and the Green Bay Packers and there was a play thrown at the very end of the game and depending on who you asked it was an interception or a touchdown. I chose this activity because it was just the right thing to get others to view the same thing but allow for different answers to see the same thing and while we all want the same goal we may see a reason to go different route about getting there. Which is exactly what happened. Out of the seven people, 3 people thought it was a touchdown and 4 thought it to be an interception. When each person gave their reason for why they thought it was either the interception or touchdown, they had to go to the screen and point out why they came to that conclusion and this allowed the other team members to see things in a different light and maybe...
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...Science and Engineering (ICISE2009) Team Development Measurement by Dynamic Fuzzy Social Network Analysis Lixin Zhou School of Software and Microelectronics, Peking University, 102600 zhoulx@vip.sina.com Abstract—How to obtain a high performing team quickly and effectively is very important in a project management. Communication is most essential part in a project team. In this paper, a method of measuring team performance by dynamic social network analysis is put forward. With dynamic fuzzy social network analysis, we can find the organizational structure of a team, the pattern of communication in a team. Then, the performance of a team can be analyzed by the organizational structure and communication pattern of a team. Keywords- fuzzy social network analysis, team development, measurement team development are described in section 2, in section 3, we describe social network in a project, in section 4, we describe how to build relationships and networks in project management team development; in section 5, we put forward the approach of fuzzy social network analysis; in section 6, the conclusion has been presented. II. STAGES IN PROJECT MANAGEMENT TEAM DEVELOPMENT I. INTRODUCTION Team development includes developing individual and group competencies to enhance project performance. By coming together as a true team, the project will be more successful. Team development can be achieved a variety of different ways, such as : (1)Team building activities, (2)General management...
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...Organizational Leadership and Inter-professional Team Development The Patient and Family Care Organizational Self-Assessment Tool (PFCC) for current practice setting will be completed as well as the organization in its entirety. The results will be analyzed based on a one to five scoring system with one being the lowest. The areas where the organization could improve its PFCC care will be discussed. The analysis of how business practices and regulatory requirements impact patient family centered care. A strategy will be created that includes goals and an operational plan to increase PFCC of the organization by improving one of the gaps that’s identified. I will discuss financial implications that this strategy may have on the organization. I will identify potential members for the multidisciplinary team who could assist in improving the identified gap. I will discuss the purpose and scope of the team to include the member’s roles, and importance of diversity within the team. The team will focus in a meaningful way using self-assessment, and awareness of self-reflective techniques. I will use PDAC to monitor whether the strategy was effective in increasing patient and family centered care. Self-Assessment Tool The PFCC tool was used to evaluate Medical Center Health System (MCHS) see attached. Setting Description Medical Center Hospital System (MCHS) is an acute care, not for profit regional 402 bed Level II Trauma Center, located in West Texas of the...
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