Team Development
The macro level problem is that there is no coordinated, integrated approach to product development. Structurally, the task of identifying opportunities, developing products and then developing manufacturing capabilities is split among several units. This is a major issue because it causes conflict among the different units, and it likely reduces the company's ability to respond to opportunities as well.

On a micro level, there are a number of issues. The first is that there is no real coordination between the different units. The left hand does not know what the right hand is doing. This is sloppy for dealing with customers and a real problem when dealing internally as well because of the conflict that it creates. Several people have identified this problem, yet there is no leadership of product development. The person in charge of this is the Administrative Vice President and they are nowhere to be found here.…...

Ferbrache, C. P. (2009). Virtual team leader emergence: A model to objectively measure leader emergence (Doctoral dissertation, California State University, Fresno).
This dissertation focuses on leader emergence in virtual teams. The author discusses the formal and informal processes of virtual team leadership development, aiming for the emergence of an objective model or means of creating reliable, effective virtual teams. Ultimately, this research addresses a gap in the literature related to leadership within the virtual team setting. Due to the unique characteristics and processes defining virtual teams, the same leadership theories and models that work for face-to-face teams may not be applicable to the virtual team. Although preliminary, this research is also instrumental in that the author provides a quantitative method to predict leader emergence, thereby improving the capacity of virtual teams to flourish. One of the main findings is that in virtual teams, leaders emerge through organic processes, linked possibly to…...

West Coast Transit Case The West Coast Transit case study gives an example of a team that is at odds with itself. There is lack of respect, appreciation, and aim overall. The marketing team has been tasked with rescuing the company before its competition bests it in the market place. However, the team is simply not where it needs to be: Jing is leaving soon, Tanney has personnel issues that are distracting her from work, Mahonney maintains composure but offers little in the way of positivity, and Denson loses his temper completely in his attempt to orient the team to achieve its task. This paper will show how the West Coast Transit team could get back on track by getting pat the first stage of Tuckman’s Five—the forming stage. In the following pages, effective management at West Coast Transit will be analyzed with focus given to the stages of group formation,…...

Do certain group members play traditional roles in the group dynamic, like that of an initiator, a follower, blocker, etcetera (Richardson, 2004)? Do people have clear roles and a sense of responsibility to the group as well as to their own duties? How does this change when the composition of the group changes?
Above all, a group process observer should regard the quality of participant interaction, particularly how well the participants listen to one other, engage in constructive or destructive conflict, and engage in problem-solving activities. Do the participants seem to understand what they were to do and the long and short rage goals of the conflict? Has the group generated processes that can solve these conflicts ("Process observer guidelines," 2008)?

orks Cited

Richardson, Phil. (13 Jun 2004). "Small Group & Team Building Process." Based on . Johnson & R.T. Johnson. Creative Conflict. Interaction Books, Edina, MN, 1987, pp. 2:27-28; and R.E.…...

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Works Cited

Richardson, Phil. (13 Jun 2004). "Small Group & Team Building Process." Based on W. Johnson & R.T. Johnson. Creative Conflict. Interaction Books, Edina, MN, 1987, pp. 2:27-28; and R.E. Quinn et. al., Becoming a Master Manager. Wiley, 1990, pp. 202-203. Revised 13 June 2004. Retrieved 10 Mar 2008 at  http://gpi.sagepub.com 

Process Observer Guidelines." Retrieved 10 Mar 2008 at http://www.brethren.org/together/downloads/ProcessObserverGuidelines.pdf

Teams
Development teams are usually the main building blocks of the strategy of any successful organization. The focus of the organization may be on service, cost, speed, performance, efficiency and value among other goals (Moller & Tollestrup, 2012). Nevertheless, development teams always remain the central methodology in the organizations, in either private, non-profit and government organization.

When development teams become more aligned, there is the emergence of commonality of direction (Moller & Tollestrup, 2012). This leads to the harmonization of individual energies. Through this, there is a shared vision of team members as well as proper understanding on how to complement the effort of each other. Once an individual knows the type of the development team he or she is in, it helps in choosing how to plan work as well as what is expected.

The decision making process of development teams assists organization in solving day-to-day problems. The advantage of decision…...

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References

Schilling, M.A. (2006). Strategic management of technological innovation. Boston, Mass. [u.a.: McGraw-Hill Irwin.

Development team. (2009, Aug 29). The Southland Times. Retrieved from  http://search.proquest.com/docview/330806433?accountid=35812 

Moller, L., & Tollestrup, C. (2012). Creating shared understanding in product development teams: How to 'Build the beginning'. London: Springer.

Team Organization
Models for team behavior within the organization

Teams have become an increasingly ubiquitous part of complex, modern organizations. One survey of 962 H leaders found that fifty-four percent of respondents spent up to 30% of their day in team settings (Blanchard 2012). No longer are individual employees solely appraised in terms of their individual usefulness: their ability to function as part of a team is essential. "Organizations are more networked, more flexible, and more dynamic than ever before. Outsourcing, globalization, and competitive pressures are forcing organizations to rely more on work teams comprised of not only of employees, as well as outside experts or counterparts from allied organizations" (Blanchard 2012). Teams may composed of a combination of external or internal employees and they are invariably diverse and multifaceted.

Although every team is different, certain genetic rubrics have been developed to assess how teams function, the most famous of which is Bruce…...

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References

Blanchard, K. (2013). Critical role of teams. Retrieved:

 http://www.kenblanchard.com/img/pub/pdf_critical_role_teams.pdf 

Chapman, Alan. (2009). Bruce Tuckman: Storming, norming, and performing. Retrieved:

 

Team Motivation
Team Dynamics

The team on which the paper is based is a class discussion team that was formed in the curse of the semester to enable us accomplish the various tasks that would be assigned.

Stages of team development

Our group went through the various stages of development like any other groups with the challenges and the progress handled by the member of the group. The following is a summary of the stages that our group went through. Each stage was characterized by the indicated activities and conditions, with some of these characteristics crossing over to the next stage among a few people.

The group structure was a simple one since it is an academically focused group that was formed to meet the specific tasks before it within the semester and eventually disperse as indicated above. There was the group representative who acted as the link between the group and the lecturer. Then…...

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References

Ann Marie N. & Joyce S., (2009). Group Dynamics and Team Building. Retrieved December 20, 2013 from  http://www.wfh.org/2/docs/Publications/Hemo_Org_Resources/Monographs/HOD4_Group_Dynamics_2-edition.pdf 

Grant, R.W., & Finnocchio, L.J. (1995). Interdisciplinary Collaborative Teams in Primary Care:

A Model Curriculum and Resource Guide. San Francisco, CA: Pew Health Professions Commission.

Mind Tools (2013). Forming, Storming, Norming, and Performing: Helping New Teams Perform

E-conferencing tools are also useful and include: (1) data conferencing; (2) voice conferencing; (3) video conferencing; (4) discussion forums; (5) chat systems; and (6) e-meeting systems. Collaborative work management tools include: (1) calendars and scheduling; (2) task and project management; (3) workflow systems; (4) documents systems; and (5) knowledge management. (Alibocus, nd)
III. MICROSOFT on TECHNOLOGY COLLAORATION

The Microsoft Corporation reports in the work entitled: "uild Customer Connections" that in order to improve productivity and personal effectiveness that "a good portal and collaboration system provides one-stop access to resources throughout the enterprise." (nd) the provision of technology for collaboration is a provision that enables people and process to collaborate and enables the effectiveness of a team.

CONCLUSION

This work has demonstrated that collaboration in a group is an important aspect of team dynamics. Collaboration enables the group to be more successful in their endeavors and to promote success for the team.

ILIOGRAPHY

Alibocus, Klynn (nd)…...

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BIBLIOGRAPHY

Alibocus, Klynn (nd) Collaboration in the NHS a Commercial Perspective. Kemosabe.biz. Online available at: http://www.kemosabe.biz/resources/Collaboration_in_the_NHS-a_commercial_perspective.pdf

Maldonado, Heidy; Lee, Brian; Klemmer, Scott R.; and Pea, Roy D. (nd) Patterns of Collaboration in Design Courses: Team Dynamics Affect Technology Appropriation, Artifact Creation and Course Performance. Stanford Center for Innovations in Learning. Online available at:  http://hci.stanford.edu/ideas/publications/CSCL2007HM.pdf 

Team Dynamics: Personal, Interpersonal, and Group (nd) DS Performance Group. Online available at: oup.com/index.php?submit=Dynamicshttp://www.

Build Customer Connections (nd) Microsoft Corporation. Online available at: http://download.microsoft.com/download/5/0/0/5000D7E6-AFDC-4CC5-A28C-0C6A385CF8B2/ADS_POC_Build_Customer_Connections.pdf

Team Processes
Organizational success depends on an understanding of decision-making, creativity, teamwork, and organizational structure. Chapters 7, 8, and 13 in the text address these concepts fully. These concepts also fill the pages of Websites and readings devoted to helping future managers understand their role, and how they can thrive in any organization. Decision-making is crucial for strong leadership. There are several paradigms and theories that can be applied to the decision-making process. These paradigms and theories help people understand how their cognitive and emotional processes impact their decisions. Understanding the paradigms and theories of decision-making also help people avoid making mistakes, while also learning from past mistakes in order to make better choices for the future.

The rational choice paradigm of decision-making is one of the foremost paradigms that can be applied to the enterprise level. The rational choice paradigm of decision-making is essentially rooted in the utilitarian philosophies of John…...

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References

"Forming, Storming, Norming, and Performing," (n.d.). Retrieved online:  http://www.mindtools.com/pages/article/newLDR_86.htm 

McShane, S.L., & Von Glinow, M.A. (2013). Organizational behavior (6th ed.). New York: McGraw-Hill/Irwin.

Teams
TM 423 This Module's Case develop a successful project team. The core case a description actual team development situation: Poole, C. (2003). Three-week project turnaround. etrieved http://c2./cgi/wiki-ThreeWeekProjectTurnaround http://www.

Project teams:

Why so many project teams fail, how to help them succeed 'Teamwork' is one of the most common buzzwords in corporate lingo today yet creating a fully functional team can be extremely hard work. The process of team development presents challenges at every step of the process and requires a differentiated approach amongst the leadership. Bruce Tuckman has called his model of team development: 'forming, storming, norming, and performing.' "Tuckman's model explains that as the team develops maturity and ability, relationships establish, and the leader changes leadership style. Beginning with a directing style, moving through coaching, then participating, finishing delegating and almost detached" (Chapman 2009). Over the course of team development, leaders must adjust their style to the needs of the…...

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References

Chapman, Alan. (2009). Bruce Tuckman forming-storming-norming-performing. Business Balls.

Retrieved from  

Teams
Over the last several years, the role of leadership delegation has been increasingly brought to the forefront. This is because of the continuing need to use these skills sets in achieving critical objectives. According to Lussier (2010) this is an essential tool that is utilized as a part of their position with him saying, "To execute both roles effectively is a challenge. It is not an easy task, given the high potential for conflicts and ambiguities. Leaders are held responsible for everything that happens in work unit. Yet, they are also required to delegate considerable responsibility and authority to their followers to empower them in resolving problems on their own. In effect, leaders are asked to train and develop followers, who may eventually want the leader's job." (Lussier 2010)

Over the long-term, this allows organizations to train other individuals who can easily fill these roles. This makes them stronger and…...

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References

Bass, B, 1990, 'From Transactional to Transformational Leadership', Organizational Dynamics, vol. 20, no 3, pp. 19 -- 31.

Blanchard, K, 1996, 'How to get your group to perform like a team', Training & Development, vol. 50 no. 9, pp. 34-37.

Chong, E, 2007, 'Role balance and team development: A study of team role characteristics underlying high and low performing teams', Journal of Behavioral and Applied Management, vol. 8 no. 3, pp. 202-217.

Girrard, B, 2009, The Google Way, No Scratch, San Francisco.

team is a small collaborated group of people working actively together and combining their complementary skills to achieve common goals. The researcher of this study has participated in a team project, and the study discusses description of the team, and number of people in the team.
Description of the Team

The researcher of the study has participated in several team projects, and one of important team projects that the researcher has participated is a team formulated to prepare a proposal to find a solution to the cleaning of British Petroleum (BP) oil spill of 2010 in the United States. In 2010, there was an oil spill in the United States and the spill caused damages to some states in the United States. esearcher's organization is a Management Consultancy, and the organization formed a team to prepare a proposal on the cost-effective effective method for the cleaning of BP oil spill. The…...

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References

Sans Institute (2009).Beer - The Key Ingredient to Team Development. White Paper, SANS Institute Reading Room.

Quick T.L. (1992), Successful Team Building. New York, NY: AMACOM Div

American Management Association.

University of Wisconsin-Madison (2007). Facilitator Tool Kit: A Guide for Helping Groups Get Results. University of Wisconsin System Board of Regents.

When there is enough time, and perhaps some reason to communicate, team communication neither retards nor enhances team performance" (Schraagen & asker, 2003, p. 761). Thus, freedom to communicate is essential, and for the team's survival, all team members must feel the freedom to communicate and to listen, as well.
In addition, there may be some team members who simply refuse to "get on board" with the team. They may not communicate, they may not understand the goals, and they may not feel comfortable or included in the team. For success, it is essential to include these members in the team, even if they seem to resist. First, a team leader should make sure the team member is on board and understands the goals. The team leader should also try to find out if there are other reasons for non-participation before the team meets. If there are problems or arguments,…...

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References

Douglas, C., Martin, J.S., & Krapels, R.H. (2006). Communication in the transition to self-directed work teams. The Journal of Business Communication, 43(4), 295+.

Fleming, J.L., & Monda-Amaya, L.E. (2001). Process variables critical for team effectiveness. Remedial and Special Education, 22(3), 158.

Schraagen, J.M., Chipman, S.F., & Shalin, V.L. (Eds.). (2000). Cognitive task analysis. Mahwah, NJ: Lawrence Erlbaum Associates.

Schraagen, J.M., & Rasker, P. (2003). 31 Team Design. In Handbook of cognitive task design, Hollnagel, E. (Ed.) (pp. 753-784). Mahwah, NJ: Lawrence Erlbaum Associates.

Healthcare management (Discussion questions)
How do you plan to develop and motivate your team?

First student

One common model of team engagement is Bruce Tuckman's famous delineation of team development called 'forming, norming, storming, and performing' (Chapman 2013) Tuckman believed that all teams go through several stages, gradually attaining independence from the leader, as they become more functional and eventually reach the goals they were originally created to fulfill. However, motivating a team, particularly during the initial, difficult stages of formation can be challenging. It is essential to establish ground rules and goals to create a harmonious team composed of members that are respectful of one another. Ultimately, a team which works well together is the first, most important motivating factor. All of the rhetoric in the world will not create a functional team if this critical interpersonal foundation is not built.

The leader must adjust his or her managerial style over the course…...

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References

Riley, J. (2012). Motivation theory -- McGregor. Tutor2u. Retrieved from:

 http://www.tutor2u.net/business/people/motivation_theory_mcgregor.asp 

Second student

Another critical component of motivating a team goes into its composition. Teams should ideally be composed of meshing personality types and there should not be too much overlap in terms of critical skills, to avoid conflicts over positions. Responsibilities should also be established early on to minimize conflict. If conflicts do arise, there should be predetermined methods of dealing with them rather than allowing them to fester. Having constant communication through email and texting, even if only to touch base, also ensures that the project remains 'on track' and gives people a sense of motivation as they are made aware of the benchmarks that have been reached on a regular basis. Two of the greatest motivators are having a sense of genuine enthusiasm about the work that is being done and also a sense that the project is heading in a successful and productive direction. Motivation begins with team formation and must be sustained throughout the project.

Finally, Performing is the end-result where the group works effectively as a cohesive whole.
How would you compare the process of developing a virtual work team to developing a team of people who all work together in one place?

An offline encounter may have been more helpful since virtual encounters make it harder for the people to communicate, and communicating online often leads to misinterpretation and miscommunication. In an offline encounter too, the manager or a mediator can have the individual people sit around the table and communicate to one another. In fact all 4 stages - forming, storming, norming, and performing- are far more difficult to operate online than they are offline and therefore it is more important that the Storming stage (where factions may form and conflicts result) be avoided at any cost and that all potential differences are brought up and worked through at the Forming stage.

In an…...

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References

Blair, G., Groups that work, Retrieved July 27, 2010 at: ed.ac.uk/~gerard/Management/art0.htmlhttp://www.see.ed.ac.uk/~gerard/Management/art0.html?http://oldeee.see.

Chapman, A. (nd). Tuckman's 1965 "Forming Storming Norming Performing" Team-Development Model. Retrieved July 27, 2010 at:   mhttp://www.businessballs.com/tuckmanformingstormingnormingperforming.ht 

Weekly Growth and Change Discussions: A Foundation for Unforeseen Circumstances

In a rapidly evolving world characterized by uncertainty and volatility, fostering a culture of continuous growth and change is paramount for businesses and individuals alike. Embracing a process of weekly discussions dedicated to reviewing and assessing progress and identifying areas for improvement empowers organizations and individuals to adapt and thrive in the face of unexpected outcomes. By establishing a consistent framework for introspection, these discussions serve as a cornerstone for developing robust contingency plans and ensuring business continuity.

Proactive Identification of Vulnerabilities

Regularly reflecting on weekly growth and changes allows for the identification....