...come up with a plan to create and lead new teams. The purpose of the new teams is to begin production of the newly designed CardiCare Valve heart valves. As part of the superintendent’s teams I have created a plan to identify various strategies available to build teams, challenges or barrios and measures used to determine if the team is operating successfully. The plan is divided into two sections Team Strategy Plan and Conflict Management Plan. * * Team Strategy Plan: * There are five stages of group development forming, storming, norming, performing, and adjourning. The first stage forming is where team members meet and exchange information about each such as experiences and backgrounds. In this stage team members are accepting and avoiding conflict. The second stage is storming team members have different opinions of how and what thing should be done and who should be in control. This may cause some conflict within the teams. The third stage is norming where teams begin to work more effectively together. Team members respect each other’s opinion and differences. The fourth stage is performing teams are fully functional and accepted. Members have gotten to know each other by this stage and are able to the task at hand. The last stage is the adjourning stage where the task is coming to an end. * * One of the challenges we must teams face is conflict. Conflict can result in increase in turnover rate, decrease in team satisfaction and inefficiencies. Conflict...
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...A TEAM BUILDING STRATEGY Team-building strategies outlined in The Five Dysfunctions of a Team include: (a) absence of trust, (b) fear of conflict, (c) lack of commitment, (d) avoidance of accountability, and (e) inattention to results (Lencioni, 2002, p. 187). Two useful strategies to focus on in order to reduce team conflict are—commitment and accountability. Lack of commitment is most often a root-cause of many flawed team performances. This is because nearly everyone is permitted to march to the beat of a different drummer. No one really agrees with what has seemingly been agreed to, so they go on their individual own way to do what they really want to do. What results is a disjointed and confused outcome. Decisions are often delayed because there is little coherence to any plan or strategy. The leader must break this apparent stalemate by bringing clarity of purpose to the team and solicit complete buy-in among them. The leader must align the entire team around the objective such that the focus of each individual effort is clearly understood and that they are in agreement with the way forward (Lencioni, 2002, p. 208). Lack of accountability is generally the root-cause of why an objective may not be accomplished as expected. Avoidance of accountability can coexist among normally highly motivated people that serve to undermine the objective by not holding others responsible for their errant actions or unproductive inactions (Lencioni, 2002, p. 189). The...
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...Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy Strengths Weaknesses Communication Employees who speak about and bring ideas to the table Employees who feel a lack of connection to other members of the team Personalities and attitudes Employees who speak openly about ideas and accept others ideas in a professional manner Employees who may get worked up easily when spoken upon Conflict resolution Employees who resolves issues and conflicts easily and effectively Employees who may not work well under pressure or under leadership Identifying and creating objectives Employees of the team who may be creative and works well with creating plans and identifying right from wrong Employees who may not have the mindset of creating and planning out strategies Feedback Employees who provides helpful information and effectively communicate with the members about the choices being made Employees who may not speak on how they feel about the outcome but may speak on it outside the environment 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. The team formation strategy more suitable for this organization would include current employees and some new hires to provide an equal ratio. The decision is based on the right give all employees a chance to work together...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | | |Members are often positive in this stage. |Can be stressful and promote feelings of | |Forming |The Culture of the group is formed. |anxiety because of the uncertainty of a new| | | |group. | |Storming |Establishes structure. Also forms processes|Team members may challenge each other’s | | |that the group will fallow. Gives a way to |authority. Members may show negativity | | |work out conflict. |toward other group members if they feel | | | |that their individuality is being | | | |constrained. | |Norming |Differences are resolved. Stengths of |Suseptible to rolling back to storming | | ...
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...Riordan Manufacturing Team Strategy and Conflict Management plan MGT311 Abstract The purpose of this paper is to develop a usable plan to build teams and alleviate conflict that has arisen between to employees of Riordan Manufacturing. A number of possible solution types are presented and the most appropriate ones, for each set of circumstances, are chosen. The purpose of this exercise is to allow the study of particular situations in the classroom setting rather than attempting to learn from them is a business setting. Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Problem Solving Team | Highly specific to one area or process. Uses team members that work in the same area to address a specific issue | Usually built for a specific single task and limited to single location. | Self-managed team | Team selects appropriate members. Group is functional in a particular area. Reduces need for supervisory positions. | Prone to conflicts within team. Power struggles. Conflicts reduce overall function. | Cross-functional team | Brings a broad number of members in from different work areas. Covers a large number of viewpoints. Allows sharing of information across work areas. | Takes time to build trust between work areas. Initial success usually takes longer. | Virtual team | Can bring in subject matter experts in from any location. No travel expense. Members are...
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...The strategies listed help point out some common sense items that wouldn’t always be addressed when setting up a new group on its own. Defining a leader is important, one go to person to make sure everybody is on track and doing their part. If anything is slipping they can reach out to that team member to offer assistance or re-assign the project so that team doesn’t fail and that person doesn’t feel picked on by the whole team. It also defines who should be asking questions and for nobody again to feel picked on or singled out by another peer. Assignment of projects and ownership is crucial to this being a team effort that everybody has a stake in the outcome of the project. Goals, both short and long term are effective for setting a timeline on when certain parts of the project need to be completed in order for the next piece to start and to ensure we meet our deadline for turning in the project on time. Setting a regular meeting schedule is a little harder with our team being spread out all over three time zones, jobs and family. Our team has discussed at least posting once a day what is going on and their status. Example I was out of pocket for two days and my team had no idea what had happened to me till I returned to explain that I had been to a funeral out of town. If I had posted ahead of time, the team would have known what to expect and when I would be back to contribute my part. I can already see within my team alone that they have asked questions or worded...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | |Common plan and Purpose. |Well defined clear communication detailing |Having too many different agendas and cause| |Team members, identify mission, goals, and |goals and purpose will enhance the |confusion within the team. | |strategies. Each person can have clear |organization. | | |understanding of steps needed to accomplish| | | |this. | | | | | | | |Team efficancy. |Team can accomplish the goals and missions |If team members lack certain skills then | |The ability to succeed. |identified by the team. |this could limit the team’s level of | | | |success of a mission. | ...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Expectations of goals | Good for measuring the objectives and enhance the competence a team. | If a team member fails to communicate or does not believe her or she is part of the group the team is likely to fail. | Open communication | Consistent communication leaves no team members guessing what he or she should do. | Lack of communication may lead to team member not doing the correct task. | Tem cohesiveness | Team is unified and works as if they are one person. | Conflict of personal interest may cause the a team not to integrate. | Resolving conflict | Teams who solve conflicts quickly and as a team are likely to succeed. | Clashing personalities could draw conflicts out longer average. | Consequences | Teams realizing consequences allow creativity within the group. | Team members who believe he or she is not accountable may omit themselves from the consequence. | 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. The diverse group of employees at Riodan Manufacturing Pontiac, Missouri will allow a team formation strategy called Six Hats. The concept behind Six Hats is each employee wears a different "hat" (role) in the team. Each of the Six Thinking Hats represents...
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...Team Strategy and Conflict Management Plans Kimberly Faagata, Carrie Firman, Dan Lyle, Stephen Nelson, and Dera Tennelle MGT 311 June 10, 2013 Penny Thomas Part I The purpose of this paper is to discuss different strategies for team building which helps is overcoming conflicts in a working environment. Based on current strategies available on subject, it tries to figure out some leading challenges to addressed, and extracting the best strategy for team building. It covers analysis of factors and measures for building up a successful team, which serves as a common ground for a progress in evaluation of best strategy for the particular purpose. Introduction Every organizational environment has teams, which refer to different members, who are working as one. Every team is usually built on a base that acquaintances or secures the members collectively in every action to promote growth within the unit, and it is known as team building. Team building concerns to a range of activities and program, which are used by different organizations, for instance businesses, sports, academic institutions, religious and non-profit grouping with an intention of boosting up team performance. The activities manifest using a choice of methods and advancement approches, ranging from a plain bonding action to an exigent simulations, used for planned team building outings and recoils intents to build up everyone. Strategies Available to Build Teams There are many strategies available to...
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...Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. Strategy | Strengths | Weaknesses | Team size | When there are smaller teams it deems to be more effective; Making sure there are enough team members to get the job done effectively. | When there are larger teams at bay then it usually becomes a problem; Larger teams sometimes lack accountability. | Distribution of roles and diversity | This is a better way to understand the teams weaknesses and strengths. | Need to be more focused on differences for higher level of success. | The personality and the ability of team members | There’s a limit to what certain team members can do. | The performance, abilities and skills of each team members. | Leadership/ Structure | Workload must be shared between all team members; Must learn to delegate responsibility. | This structure may not be likely for self managed teams; Functionality may lack because no one agrees. | Preferences of team members | Gives options; may have high and low performing team members | There may be a lack of team participation; threat to team morale. | 2. Identify the team formation strategy that is most suitable for Riordan Manufacturing, and provide the rationale for the decision. Your response should be at least 100 words. The team formation strategy that is most suitable for Riordan Manufacturing is the personality and the ability of the team members. Using...
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...Team Strategy Plan Micah Flores MGT/311 March 20, 2014 John Humphries Team Strategy Plan Both in the past and contemporary organizations have used teams in business to change or enhance their operations or production. Although times have changed the beliefs and opinions of the use of teams within the organizational structure of given companies, the debate continues over which situations are best suited for teams to benefit the organization, and the type of team to create for a given company. Strategies for the creation of teams in business vary, and each has its own strengths and weaknesses. The key for any organization in the implementation of teams is to evaluate which type of team will successfully enhance the organization in accordance with the type of work and employees to perform that work. As a superintendent for Riordan Manufacturing, Inc., I will work to determine the most beneficial type of team to maximize production of the newly designed custom heart valves at the Pontiac, MI location. There are various strategies in the formation of teams for business purposes. One such strategy is known as the problem-solving team. Teams constructed and labeled as problem-solving are usually informal in nature and do not accomplish much in the grand scheme of things organizationally. They are usually comprised of no more than 12 employees, most likely at the same pay level and from the same department within the company. The meetings between members of problem-solving...
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...Organizational Structure – Virgin America Virgin America is the newest airline created by the well-known businessman Sir Richard Branson. He started announcing his plans to create a brand new airline in United States back in 2004. He wanted to have a major airline center in San Francisco international airport. Numerous financiers were not sure if virgin America was right place for their investments. Because of these thoughts virgin America had a tough time getting financed. After some time and problems with financing, Virgin America decided to submit all the required paperwork to the US Department of transportation so they could start flying. Many established airlines were against the Virgin America, so they decided to influence the US government against the new airline. Today, virgin America is one of the leading airlines in the US and because of the way it is structured, it is very successful. The organizational structure of Virgin America is known for being very functional. In a functional organization, jobs are specialized by department such as marketing, human resources, finance and more. This type of structure is common for both large and small business. There are three levels of upper management within Virgin America. On the board of Virgin America is Chief Executive Officer (Co-CEO) David Baxby and Co-CEO Johsh Bayliss along with Co-CEO Richard Branson. From here, there are many other CEO positions such as the CEO of Virgin Australia, CEO of virgin America,...
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...University of Phoenix Material Team Strategy Plan 1. Complete the following table to address the creation of teams at Riordan Manufacturing. |Strategy |Strengths |Weaknesses | |Forming stage |Determines what behaviors are acceptable. |Group may be anxious due to uncertainty in | | |Once complete, members will consider |the beginning, as the group does not yet | | |themselves as part of a group. |have an agenda to follow. | |Storming stage |Acceptance of the group, determine |Resistance by some in regards to | | |hierarchy of leadership within the group. |constraints it imposes on individuality. | |Norming stage |Group solidifies and sets expectations. |Groups may establish a list of “don’ts.” | | |Team member’s behavior is defined as what |In fear of over or under producing may | | |is acceptable. This includes performance, |result in layoffs, wage cuts, and work | | |appearance, social arrangement, and |incentives. Therefore, a road “in the | |...
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...Team Strategy and Conflict Management Plan Bryan Cash MGT/311 July 31, 2012 Omotoye Omokheyeke Team Strategy and Conflict Management Plan As superintendent at Riordan Manufacturing, a task has been assigned to create teams within the organization to begin production of a newly designed heart valve. There are several strategies that can be used in the development of these teams, each of which will have its own set of strengths and weaknesses. Within these teams that are being developed there are always going to be instances of conflict that will arise. It is important to understand and know how to handle these conflicts and what the different conflict management strategies are. Every conflict management strategy will also have its own set of strengths and weaknesses and by identifying them it will be easier to choose the correct one for the situation. There are different methods for building and forming a team and there are five that were looked at in the formation of this team. The first method is a clear expectation of goals, a strength being that it offers much better efficiency at measuring objectives; however, it does not address communications and human relationships. There must be a definite part delineation of each group associate since each individual in the group must know the part he or she is supposed to perform in the group with regards to the parts of the other individuals and group associates. Each associate must understand where and how he or she fits...
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...A strong team is critical in a team’s success. In order for a team to be strong it’s important to develop strategies to enhance the team’s performance. 1. It’s important to decide whether the team will have a leader or whether it will work without one. • Teams without leaders can sometimes be unproductive and uncontrolled; unless someone has the final say, sometimes a decision cannot be agreed upon by the other members of the team. • Often times there may be several strong personalities in a team and unless a team leader is designated, there may be several people competing for this role and ultimately the team may end up splitting into several different groups within the team. • A good leader will encourage input from the rest of the team and encourage them to participate in the decision making process. 2. Make sure that everyone is aware of their role and what the team’s ultimate goal is. • It’s important that everyone have a say in what their role will be and know what is expected of them in that particular role • Everyone should understand and agree what the team goal is so that this goal can be met successfully and without confusion. 3. Tools to provide success • Ensure that everyone has the available tools to be successful in their role. This may include things such as a quiet place to do research, internet access, a computer with the adequate programs to compile their information,...
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