...Short-Fused Teams Organizations are consistently relying on the formation and implementation of short- fused teams to accomplish specific goals in an effective and efficient manner. However, these teams are often created in an abrupt fashion and face lofty expectations in spite of a drastically low amount of previous interaction and uniquely defined goals from within the group dynamic. These obstacles are exacerbated by the overarching time constraints that are placed on these teams, especially when the issue is complex and its optimal resolution uncertain. More specifically managers are tasked with “creating a climate that supports these teams” that allows them to coexist and accomplish the purpose of their formation (Doolen, 285). However, social and professional conflict may hinder production and can prove difficult to effectively manage. Furthermore, outside circumstances such as time and resources, may exacerbate the issue. These obstacles, albeit not comprehensive, consist of role ambiguity, conflicting interests, resistance to change, and lack of cohesion and its effect on the difficulty of information sharing (Chan, 2008). Role Ambiguity In forming teams, organizations often form new positions and responsibilities previously non-existent within the current design. This creates a level of uncertainty surrounding these unknown responsibilities and expectations and, as a result, can increase the level of stress the individual members of the team will face and...
Words: 2468 - Pages: 10
...high patient census, poor staffing, alarms dismissed by staff members, patient was left unmonitored, and no supplemental oxygen initated prior to the procedure. When the patient was pulseless no CPR was initiated until the code team arrived and critical interventions were delayed by the emergency room staff. The patients medication reconciliation or history weren’t reviewed by the emergency room physician. Tripple doses of intravenous valium and dilaudid were given without a lapse in time. The patient was elderly and on chronic oral opioid medications. “Normally these types of medications are administered with low doses and titrated per patient’s sedation level. Patient, monitoring or sedation level weren’t assessed between doses. This event is known as a sentinel event. In any situation that causes injury, or death a root cause analysis must be completed and reported to the Joint Commission. B. To implement a change in the conscious sedation procedure a team or committee needs to be established. All staff in the emergency room can become active participants by joining a committee or subcommittee. These main categories may include patient characteristics, task factors, individual staff members, team factors, work environment, and organizational management (IHI, 2014). A cause and effect, or wishbone graph can be constructed to clarify the error and process for the team, leading up to the event. The committee then needs to develop...
Words: 4623 - Pages: 19
...Henry Tam and the MGI team Henry Tam and the MGI team Introduction When working with a team there is a number of issues that a leader of a group should address so as to ensure that the group works effectively. In group dynamics a leader should seek to understand the behavior of the team members and how the team works in attempting to make a decision or to solve a problem. A leader with expertise in team processes can help the team in achieving its objectives and aims by analyzing how the team is functioning in terms of decision making and problem solving, the leader should also be able to intervene and change the team’s operating behavior. A team is usually gathered for the purpose of accomplishing a given task, In the case of Henry Tam and the MGI team they are required to come up with a business plan within the contest deadline. There are a number of issues that challenge the team like team communication, analysis of issues and achieving group outcomes. In addressing this issues there needs to be a leader with expertise in group processes who will be helpful in playing the role of a facilitator. The team leader usually has a very strong influence on the team as he/she is tasked with the role of shaping the outcomes of the group. The influence that such a team leader has on the team will be determined by numerous factors namely; the leader’s personality, relative age, sex appearance, income, race and also the organizational structure in the given organization...
Words: 1654 - Pages: 7
...Journal of Management http://jom.sagepub.com/ New Venture Teams: A Review of the Literature and Roadmap for Future Research Anthony C. Klotz, Keith M. Hmieleski, Bret H. Bradley and Lowell W. Busenitz Journal of Management published online 26 June 2013 DOI: 10.1177/0149206313493325 The online version of this article can be found at: http://jom.sagepub.com/content/early/2013/06/26/0149206313493325 Published by: http://www.sagepublications.com On behalf of: Southern Management Association Additional services and information for Journal of Management can be found at: Email Alerts: http://jom.sagepub.com/cgi/alerts Subscriptions: http://jom.sagepub.com/subscriptions Reprints: http://www.sagepub.com/journalsReprints.nav Permissions: http://www.sagepub.com/journalsPermissions.nav >> OnlineFirst Version of Record - Jun 26, 2013 What is This? Downloaded from jom.sagepub.com at Jonkoping University Library on November 11, 2013 493325 research-article2013 JOMXXX10.1177/0149206313493325Journal of Management / Month XXXXKlotz et al. / New Venture Teams Journal of Management Vol. XX No. X, Month XXXX 1–30 DOI: 10.1177/0149206313493325 © The Author(s) 2013 Reprints and permissions: sagepub.com/journalsPermissions.nav New Venture Teams: A Review of the Literature and Roadmap for Future Research Anthony C. Klotz Oregon State University Keith M. Hmieleski Texas Christian University Bret H. Bradley Lowell W. Busenitz University of Oklahoma As entrepreneurship...
Words: 16153 - Pages: 65
...companies. Despite the success that Worldwide Telecommunications, Inc. had experienced, the company will eventually face some cultural changes in the future. Also, a diverse workforce will have an effect on teamwork as well as communication. However, Worldwide Telecommunications, Inc. is not the only large company that will come across cultural changes. Nowadays, the trend for many companies is to expand into another country with the goal to gain a diverse workforce and to enter an international market. Although this trend is extremely beneficial for the company’s success and survival, there are some negative aspects as well. Possible Cultural Changes in Worldwide Telecommunications, Inc. The world is becoming more diverse and most large companies are multicultural. Diversity definitely has brought new importance to the workplace. Because of the increase of diverse employees from all over the world, it is almost impossible for Worldwide Telecommunications, Inc. to not counteract any cultural changes. Combining people from different backgrounds can cause tension in the workplace. People of different nationalities, ethnicities, religions, genders, ages, etc. interact with each other differently and perceive things in different ways. In addition, the working environment and culture at Worldwide Telecommunications, Inc. may change. The change can be either positive or negative. Employees will learn from one another, broaden their knowledge, and become more creative. When...
Words: 2156 - Pages: 9
...FORMATION OF GROUPS & TEAMS The Formation of Groups & Teams Rapfael Whiteside Embry Riddle Aeronautical University MGMT 317 Organizational Behavior 01 December 2010 In this paper I will explain how and why teams and groups are formed, the different types of groups and effectiveness of work groups. The process of a group activity is the interaction and mutual influence among group members as they complete the group activity, communication, leadership, conflict, conflict resolutions and norms of behavior in the group. A group is two or more people who interact with each other to achieve certain goals or needs. The purpose is to accomplish the same goal using my skills, personalities, abilities and experiences to be more effective. “Group forming is a process and there are five stages for group development: forming, storming, norming, performing and adjourning.” (Hunter, Dale, Bailey, Anne, Taylor, Bill, 1995). Some characteristics of work groups that influence or affect the way members behave in the area of group performance can include the group size, group composition, group function, group status, group efficacy and social facilitation. Groups control their members with roles and rules. Role is the division of work among the group members. Rules are made to control group behavior. Work groups establish goals to achieve, using all members’ skills, abilities...
Words: 3785 - Pages: 16
...Learning team objective reflection: Week Five Learning Team D: Jill Craig, Landon Pilkey, Larry Pillow, Cristin St.John MGT 521 Richard Bowman April 30, 2012 Learning team objective reflection: Week Five Last week, we focused on four main topics – benchmark analysis, managerial versus financial accounting, the effects of technology on business, and the effects of globalization on business. All team members felt they gained a lot from the readings and teaching this week, despite having some areas that caused us to struggle. There were many lessons that we will be able to apply to our places of employment in the future. Benchmarking Analyses Last week we focused on benchmarking. "Benchmarking compares and organizations practices, processes, and products against the world's best," (Nickels, McHugh, & McHugh, 2010). Benchmarking can be used to gain a competitive advantage by allowing an organization to compare existing performance against their competitors to identify areas for improvement. If your competitor out performs you in an area, you evaluate that process and see how you can improve to become better than your competitor. For example, "Target may compare itself to Wal-Mart to see what, if anything, Wal-Mart does better. Target will then try to improve its practices or processes to become even better than Wal-Mart" (Nickels & McHugh, 2012). So if Wal-Mart were to be better at shipping items than Target, Target would evaluate that process...
Words: 1244 - Pages: 5
...RESEARCH Organizational Development and Change Park University November 2011 TABLE OF CONTENTS Page INTRODUCTION 3 BODY 3 Anticipating the Need to Change, Problem and Area for Improvement 3 Impact of Organization’s Culture 4 Client and Practitioner Considerations 5 Diagnostic Process and Data Collection 6 Overcoming Resistance to Change 7 Institutionalization Action Plan and Timeline 9 Action Plans, Strategies, and Techniques 9 Specific Intervention Analysis 10 CONCLUSION 11 REFERENCES 12 INTRODUCTION The 366th Dental Clinic is located within the Medical Group located at Mountain Home Air Force Base in Mountain Home Idaho. Lead by a fearless commander, the dental clinic main mission is to “achieve oral health to ensure readiness, achieve the best value and to achieve excellence in all they do” (strategic, 2008, p.1). Servicing over 100 gunfighters daily, they continue to strive towards the mark of their mission statement with every patient encounter. The 366th dental plays a vital role in supporting the mission for both the medical group and fighter wing mission. In order to do so, the 366th dental clinic not only services military members that are ready to deploy, but also those PCSing overseas, processing into the base, members that are retiring, and in emergency...
Words: 3195 - Pages: 13
...Change management plan Organizations are set up in specific ways to accomplish goals, and the structure of the organization can help or hinder its progress toward accomplishing these goals. The ACME Grocery is a functional organization with the store manager and other department heads. Currently the company is experiencing low profit growth, low morale, communication problems between department heads, and the use of coercive power. Because of the power struggle between the store manager and department heads employee behavior has declined and has shown a high turnover, low productivity, poor customer service, and an absence of trust within the organization. For these reason the company has decide a change in organizational structure was imperative. Appropriate and effective structure According to Robbins & Judge, the proper organizational structure has six key design questions, chain of command, centralization or decentralization, and formalization as well as others. The proposed new organizational structure is the matrix structure expands on the functional structure by assembling employees both function and product offering. Employees in a matrix organization report on day-to-day performance of the store. This new structure will empower the employees; model Drucker’s theory of as a team, and autonomy. The Matrix structure will embrace the diversity of the staff, a culture of decentralization in leadership, and foster competition between each department. Effects on employee...
Words: 662 - Pages: 3
...|Unit title: |EFSM14 - Manage the performance of teams and individuals to achieve objectives (MCI C13 – amended) | |Element titles: |14.1 Allocate and delegate work to teams and individuals | | |14.2 Agree objectives and work plans with teams and individuals | | |14.3 Assess the performance of teams and individuals | | |14.4 Provide feedback to teams and individuals on their performance | | |14.5 Resolve performance issues with teams and individuals | |Scope of this unit | |This unit is about making the best use of your team and its members so that they can achieve your organisation’s objectives. It covers allocating work, | |agreeing objectives, and setting out plans and methods of working. It also involves monitoring and evaluating the work of your team and its members and | |providing feedback to them on their performance. ...
Words: 2118 - Pages: 9
.......... page 7 Organize to Improve the Process. .......................................................................................... page 8 . Clarify Current Knowledge of the Process............................................................................ page 11 Understand Sources of Process Variation............................................................................. page 13 Select the Process Improvement.......................................................................................... page 15 Appendix Worksheet A: Identifying Areas for Improvement. .............................................................. page 16 . Worksheet B: Developing a Team Worksheet...................................................................... page 17 Worksheet C: Team Meeting Notes...................................................................................... page 18 Worksheet D: Goal Setting................................................................................................... page 19 Worksheet E: Process Analysis............................................................................................. page 20 Worksheet F: Process Improvement Plan....
Words: 9192 - Pages: 37
...Root Cause Analysis Healthcare facilities that are Joint Commission on Accreditation of Healthcare Organizations (JCAHO) accredited are required to implement root cause analysis as part of their obligation. The root cause analysis team strives to assess and improve patient outcomes as specific situations occur by forming a team of experts that were involved in the situation. Cases are reviewed and processes are implemented to correct the errors that took place. Four key questions are asked, what happened, why did it happen, what can be changed to prevent it from happening again and how are we going to evaluate the change. This process takes place soon after the event so details are not forgotten. The professionals involved in the root cause analysis would take on roles. The team leader would be a representative from risk management. The nursing supervisor that was working on the day of the event would be the recorder. The team members would include the manager of the emergency department, the RN, LPN, and physician involved with the patient from the emergency department. The advisor would be the chief nursing officer or another member of the executive staff. The first thing is to review the many causative factors that were in place on this particular day. There was inadequate staffing for the emergency department for the number and high acuity of patients that were being treated. There was a hospital protocol for conscious sedation that was not followed. The nurse...
Words: 1232 - Pages: 5
...Diabetes Disease Management Organizational Change Plan Diabetes Disease Management Organizational Change Plan Diabetes is a chronic disease in the United States and is reaching epidemic proportions. Private health care organizations have incorporated disease management programs to assist insured members in managing diabetes care and treatment. In an effort to contain cost, disease management programs employ nurses, dieticians, and physicians to provide diabetic education, resources, and incentive programs as a collaborative effort to assist members with this chronic disease (Edwards, 1999). The United States Department of Health and Human Services estimates that 25.8 million individuals of all ages have been diagnosed with diabetes. This chronic disease is the seventh leading cause of death. Medical treatment for a diabetic is twice as high as it is for a non-diabetic patient. The United States Department of Health and Human Services estimated that in 2007 medical treatment for diabetics cost $174 billion dollars (Centers for Disease Control and Prevention [CDC], 2011). This paper will provide documentation of a declining disease management program and the development of a change within the organizational program. The goal of the change will provide patient, physician, nurse collaboration, diabetic education, and, assistance with self-management to close gaps in care (Amundson, O'Connor, Solberg, Asche, Woods, Parker, & Crain, 2009). Mercy Care Management is...
Words: 1705 - Pages: 7
...Midterm Notes Chapter 1: A work team is an interdependent collection of individuals who share responsibility for specific outcomes for their organizations. A team is a group of people with respect to information, resources and skills who seek to combine efforts to achieve a common goal. It has 5 characteristics: 1. Shared Goal 2. Interdependence- members cannot achieve goals by themselves. To meet goals you must rely on other members. 3. Bounded- identifiable membership (know who’s on the team). 4. Stability- teams work together for a meaningful length of time. (Tenure). 5. Authority to manage own work and internal processes. Teams operate in larger social system context. (Larger organization) A working group by contrast, consists of people who learn from one another and share ideas but are not interdependent in an important fashion and are not working towards a shared goal. Help others but maintain the goal of achieving independent goals. 4 Challenges proving importance of teams: 1. Customer Service- Transactional models of teamwork are characterized by discrete exchanges, are short term in nature and contain little interactions between customer and the vendor. In contrast relational models of teamwork occur over time , are more intense, and are built upon a relationship between the people involved. 2. Competition- Industry leaders often enjoy vast economies of scale and earn tremendous profits. Teams withing organizations need to work...
Words: 10905 - Pages: 44
...rules and past approaches in any event of their effectiveness in changing environments. Bureaucratic Style in WFM: In order to get a full time job in WFM, employee should get 2/3 of vote from the team members if employee did not get the support he or she would not get a full time position. This a rule in WFM to select employee, no one can break this rule and get a full time job without 2/3 support of the team members. Effects: *To get full time job in WFM new employee will show his maximum productivity to get 2/3 vote from the team members. *Only employees with good performance will get the full time position in WFM. Advantages of using bureaucratic Only employee with good performance will get the full time position in WFM. Because if team vote to hire a wrong person it will affect their own salary. Disadvantages of using bureaucratic Even though new employee have good creative and productive, if new employee did not get 2/3 vote from team member then employee will not get full time job in WFM. Democratic Style: This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority (Kurt Lewin 1939). It is a leadership style in which members of group take more participative role to take decisions. Democratic style in WFM: Voting to select a new employee by the existing employee. And disclosing financial data to all the employees from...
Words: 1365 - Pages: 6
