Management and Team Essay

A aggroup displaying impressive aggroup up up slaying atomic number 18 identified as having several characteristics. These be Clear Goals These ar essential and ensure that the police squad up up as a total are working towards the same domineering outcome gum olibanum ensuring an utile and in tune squad. Defined Roles and job descriptions In b slight to encourage legal squad functioning it is critical that sever tout ensembley police squad member in for each one limit has definitive roles. When these are non followed confusion is rife and the performance of the aggroup evoke be naughtily damaged. Defined roles ensure that each squad member is doing what they should, screw who to direct on for aid in a certain situation and makes for static and powerful team performance. Open and clear chat This ensures that all team members grow at bottom a puting and healthy interpersonal assembly at work. Open and clear communications are the only room t o ensure that a team performs effectively. Excellent communication throughout the team ensures that the team are working in sync with each other, make a strong in tune outfit. Effective conclusiveness qualification Teams must receive training on effective decision devising procedures in order for them to be effective.Read moreDefine the appoint Features of Effective Team PerformanceIf a team follows this training and so the performance is enhanced across the whole team and mostly the topper decisions are made utilise this process. Time is often saved using these techniques making for a happier healthier team. Participation from all team members fixing time and forums to gather all team members are essential to the performance of the team. It non only empowers workers to give their opinion but allows and encourages all within a team to deem their ideas and opinions validated thus making a positive enhancement on the team. Participation also encourages the sharing of ide as and noesis within the team creating diversity within the team as a whole. Valued diversity E precise team member has a several(predicate) idea, opinion or approach and so bringing all of the differences from each individualist unneurotic this enhances the knowledge and diversity of the team as a whole. For instance some iodin may be methodical and the other creative. mingled with them they should pose all avenues covered to make a well locomote team when put in concert. Recognising, at supervisions and team meetings, each individuals strengths enables the team to have mevery sides to use and in turn enhances performance.Managed affair is essential to effective team performance as it stops issues and problems from being ignored. It is a gumshoe and positive way to take problems and bring out new ideas in order to solve and put at ease any members of the team affected by this run afoul. It gives team members a chance to be perceive and a solution sought in order to kee p the team the stovepipe that it can be. Positive atmosphere People who are content in their work have been proven to be more fertile than those who dislike their position and so positivity is a must at all times within a team. Cooperative relationships An effective team gets along well and takes knowledge from co workers to improve the things they are less able to do alone. It has been proven that optimum team performance is achieved by team members who get along with each other. Participative leadership An effective team with have leadership who are good role models.The leaders pass on be involved in the same type of work as all team members on occasion and bear witness that they themselves can and give work as part of the team, even if they are at the top. It has been create verbally that it should be difficult to identify the leader in effective teams upon observation. (Bruce Tuckman 1965) states that the best way to gain effective team performance is to follow his hypot hesis of Forming, Storming, Norming and performing. Following his theory in additionl is definitely a way fore and shows key features of effective team performance. When each stage is followed , a team should reach maximum performance quickly and with ease. (www.mindtools.com/pages/article/newLDR_86.htm) To summarise the features of effective team performance are to have a happy informal team who meet regularly, share experiences, ideas and knowledge, to ensure team members are precious and to create a happy work environment where struggles are safely dish outd and anxiety are actively seen and involved within the team. With all of the preceding(prenominal) features intelligible within an ecesiss team should ensure and show excellent team performance.1.2 IDENTIFY THE CHALLENGES EXPERIENCED BY DEVELOPING squadSChallenges experienced by exploitation teams include the nonion that team members may beseem overwhelmed if the ontogenesis is handled wrongly.Psychologist Bruce T uckman (1965) presupposes that in the initial stages of team development it is easy for teams to become overwhelmed by expectations of what they are being asked to do. However if the theory and tools are apply correctly, team development is planned carefully, and the plan followed wherefore all challenges can be cut across. With any team, disengagement should be looked for as if members do not participate then they pass on not achieve the desired outcome. Reading many papers on the matter lead me to believe that if you keep a team engaged, have a stringent plan, outline goals for the team and calculate using tried and tested methods, all challenges that may arise will be overcome. Time is endlessly difficult to find with ontogenesis teams to enable the progression. constant time should be allowed for team performance meetings and it is always difficult to orchestrate a workforce to develop. However difficult, a conclusion from my reading is that teams call for time and with out adequate time and a leader who knows what they are doing, developing teams can be seriously impaired.1.3 IDENTIFY THE CHALLENGES EXPERIENCED BY completed TEAMSEstablished teams can be difficult to change. If an established team has effective team performance then great but if an established team has team performance that is not good then an established team may be difficult to shape as they will not be utilize to the new strategies and ideas involved in upping their performance. Following on as a Manager into an environment already established is always difficult. Bringing in new ideas it is written that established teams can become un nerved and so this should be do using tried and tested techniques. It is of the essence(predicate) to identify in established teams what already works and grow with that and to easy bring in new ideas and routes to enhance performance. Resistance to change is a natural response by human beings and should be looked out for and overcome quickl y so as not to see a autumn in positivity within established teams. (http//www.change- centering.com/tutorial-pm-cm.htm)1.4 EXPLAIN HOW CHALLENGES TO EFFECTIVE TEAM PERFORMANCE CAN BE OVERCOME.Team performance challenges can be overcome by using communication. Excellent communication is at the psyche of any issues and challenges with team performance. Listening is also equally as burning(prenominal) as the team should be viewed as a whole and not as an individual. This builds presumption and can be imperative in overcoming issues. The whole team will fell valued.Team time spent together can also be productive companionableising and getting to know each other can alleviate stresses and strains and can make a firm foundation for problem solving.All team members must be treated as equals. Problems will come if team members feel that one member receives special treatment.A Manager must also show consistency when completing all tasks with the team. Offers of helping team members is a positive solution as if you do the work yourself and complete the task others will see that you are an equal and should respond positively.1.5 ANALYSE HOW DIFFERENT circumspection STYLES MAY INFLUENCE OUTCOMES OF TEAM PERFORMANCE. in that respect are five management styluss widely used throughout the world to solar day. They are Authoritarian worry A Manager at the head of the company decides how things are to be done and how each team member will work. There is no room for autonomy within this sort. The Manager is solely responsible for devising company policy and implementing it. This counseling appearance could isolate the team when used alone although there is a place in certain settings for this management style to be used.Democratic anxiety this heavily involves all employees and encourages them to have a sense of witnessership and to be a part of the decision making process within a company. This Management style to me seems to be the most productive in encourag ing teamwork. Democratic Management is what is used in my own company through team meetings. Staff are involved in the changing of systems and work and it is very productive.Paternalistic Management is where the boss acts as a parent to the employees. This style encompasses employees social take into the equasion and looks at them as a whole person instead of only a worker. I can see how this management style creates a friendly working environment although my worry would be that employees would become too familiar. I believe this syle to enhance team performance .Autocratic Management This is when a Manager makes decisions in line with their opinions and views and completely alone without the assistance of a team. This management style can leave employees feeling nether valued and that they can have no opinion or say in how things are to be. There is no team involvement in this style. Autocratic management can often present as a well run company on the outside but on the inside e mployees may be dissatisfied thus team performance damaged severely.Laissez faire management This management theory is defined as having employees that manage their own sections of the business and the over all theatre director watches from a distance. I like this management theory as at team meetings each member who has been responsible for their own areas can bring in their own achievements, problems and findings. If the right people are placed in the right position this theory can be very productive. The over all manager can take more of a back seat if done well and the individuals can run the company but only if they are self motivated individuals.1.6 ANALYSE METHODS OF DEVELOPING TRUST AND ACCOUNTABILITYA democratic management style clearly develops trust as every team member is involved in the processes and operations of the company.Developing trust is based virtually communication. As we interact, question, disagree with and support decisions in a positive way, we buil d confidence in one another and erect overall group success ( Limas 2003)Key elements for developing trust are communication methods. Active listening, body language, group interaction and group communication must beused, observed and acted upon. This is why team meetings encompassing these are essential to develop group trust. The leader of all team interactions must be familiar with all communication methods with a view to trust buildings.Accountability development.Robust performance is based guided accountability. Within an organisation it is essential that all involved know their accountability and when this is acted upon. For instance Managers are accountable for ongoing training and how this is guided through supervisions and passed onto staff members.In a domiciliary care setting all workers have a job description and code of practice. They also receive training on safeguarding, record keeping and any other aspect of their day to day role. When workers have signed policies and procedures they will be aware of their own individual accountability. It is essential that regular training and updates are done so that all know who is accountable and for what within a care setting. The Management convey training in these matters so that they know their own responsibilities. Accountability is highly-developed when own responsibility is defined.1.7 COMPARE METHODS OF ADDRESSING CONFLICT WITHIN A TEAM.There are many methods of addressing date within a team. (Goldfien and Robbennolt 2007) developed a dual model based upon assertiveness and empathy and have proven that linking these together using their five action resolution is productive. These are avoidance employment adopting a wait and see approach. This can often lead the conflict to go out of control.Yeilding conflict style this is based upon having more deliberate for the person creating the conflict than of ones own self. This is used by individuals who with to keep social situations pleasant. The y give into demands so as to not upset the apple cart. competitive conflict style this maximises individual assertiveness and minimises empathy. This style is used for dominate people who simply wish to win or lose. This is an aggressive style of conflict that usually involves arguing and shouting and power games. It is based upon feelings of intimidation (Morrill 1995)Cooperation conflict style This style is when the individual takes into account both sides of the conflict and to the best possible outcome for both parties. This style is based around the conflict being dealt with assertiveness and empathy in equal measure. According to literary productions that has been written on conflict resolution a cooperative conflict resolution style is recommended above all others ( Sternberg and Dobson 1987)Conciliation conflict style This style is based around fairness. Giving and taking actions are evident to reach half way thus promoting conflict resolution. This style is both yiel ding and co operative combined.When a conflict is evident then the management should seek these styles and act accordingly dependant on the nature of the conflict. It is also about personal preference and characteristics of the individuals involved in the conflict.My personal method of dealing with conflict within my company is the consiliation style first and foremost but with the different styles above I can use another if my natural choice is unsuccessful which it is not very often it does not work.ReferencesBruce Tuckman . (1965). Managent theories and styles. addressable http//www.mba-online-program.com. Last accessed 14th sept 2012.Goldfien and Robbennolt. (2007). conflict resolution. Available http//en.wikipedia.org/wiki/conflict_resolution_conflict_management. Last accessed 08th oct 2012.management. (2011). established teams. Available http//www.change-management.com/tutorial-pm-cm.htm). Last accessed 08th oct 2012.MIT human resources. (2012). Accountibility. Available htt p//hrweb.mit.edu/performance-development/accountibility. Last accessed 08th oct 2012.Morill and Sternberg and Dobson. (1995). Conflict resolution. Available http//en.wikipedia.org/wiki/conflict_resolution.conflict_management. Last accessed 08th oct 2012.Univerity of Florida. (2010). Developing trust and co operation. Available http//edis.ifas.ufl/fy748. Last accessed 08th oct 2012.wikihow. (2010). How to build trust. Available http//www.wikihow.com/build-trust. Last accessed 08th oct 2012.