Team issues surrounding this case
The overall challenge in this team is the affiliation aspect where by the case of friendship is affecting performance of this team. The Maggie and Shallow have developed some strange feelings toward each other and this has created problems. Within the same context, the overall group performance can be greatly affected in the extent that there are some parties within them that are totally in contact and close related. A major challenge might befall the other parties since the friendships being considered as a natural bounding can make the other team members to feel totally excluded.
Another issue that can be portrayed by team is the aspect of conflict since the perceptions that are brought by one person may not be that same as those of the other person therefore resulting to the improper functionality within the team (Kennedy, 2002). This can be the case of Shannon and Maggie.
Hostility has also been developed among team members. Although there is increased interaction and communication among team members there is some negative feeling among themselves.
It appears there is communication break down as Maggie appears not express her feeling towards Shannon. According Pfeffer (1992) communication break down in a team is not good as it will undermine the ability or efficiency of the team leading to shoddy results; this is only equivalent to failure. Proper communication enables team leaders to steer their teams properly. In order to communicate to the team members, the team leader should have a good and wide range of communication skills. In addition he should also have a proper knowledge o his team m embers so that he/she can communicate effectively to each one of them
According to Bowen and Lawler (1992) the team is also facing a challenge of participation where the effort of other members of the group can be taken advantage over by other members therefore resulting to non performance. This lack of the proportional share of the allocated duties in reality result to the poor performance of the group therefore might result to the fall or dissolution of the group without an accord or a consensus on the attained goals being reached.
There is a leadership crisis in this case as there no one is leading the way. A team should have leaders who has a character, creates presence and accords charisma. A good leader should be able to take charge and get the team to do the work willingly. Personality inclined ability is the dynamic organization demands within the adjustments to his environment. A good leader is open to learning so as to build his behavior and add on to his leadership qualities effectively. Values are set of behaviors that guide the behavior of the whole group to become so deeply that they are used to gauge our personalities. As leaders however, we should be open to accept others and their values and more so respect them. He did not attempt to down play this situation by displaying his powers as a way of showing he was in control. He is a leader who had confidence in himself without feeling small in face of challenges that called for the consideration of other people’s values. The American’s value for a faithful tax payer won (Denhardt, Robert B., et. al. 2002).
Potentiality of the team
This team can improve as its members are committed to delivery of services but it is only they differ on small issues. Every member of team appears to that he has a role to play but they only work as individuals. According to Nelson and Judith (2004) members should do the in order to make the team succeed;
- To get the commitment of the team to the objectives by understanding what they want to get out of their work and their association with each other. This is achieved by understanding what motivates the team members at work to do a good job.
- Helping the each other to grow individual performance by assisting and encouraging those members who have low self esteem to realize that they are like other members and have the potential of performing better than others and also teach and assist the group in building up the team confidence. When individual and team performance as well as confidence is improved, excellence becomes a reality(Gideon, 2001).
- Harmonizing style disagreement, where the disputants can become so involved in scoring points for themselves where they eventually fail to realize their agreement on certain points.
- Actively participate in teamwork more constructively and it is during this time that one is be able to tell the members about their dreams, goals and vision for the team and as well as my standards of performance. People need goals as there isn’t any human activity without them. There isn’t a reason that people know what you want but tell them as specifically as possible.
- Give feedback to the team when tasked to do a specific job or activity. The feedback will build the team confidence and trust on you resulting to being allocated more responsibilities. Sometime the feedback can receive either positive or negative criticisms which are more useful because they correct and individual thus avoid making the same mistake in future (Luft, 1984).
Improvement to be made by Rob for excellent wedding reception
According to Toseland and Rivas (2005) in teams, the most significant aspect is the concept of the communication from one party to the next and this can really vary as it is always portrayed in most circumstances. The concept of communication brings forward a great challenge in that unless a consensus is attained within the group their is a less chance that the team will sustain through to attain it’s settings and the desired objective.This comes about since there will be a complete conflict of interest of the parties that are involved therefore resulting to the non performance.
According to Tropman (1996) more benefits can be entailed in the concept of team dynamics in the event that there are stipulate rules that are able to govern the conduct of all the members that are involved. This will sound as the foundation basis for the incorporation of the ethical principles of good moral within the team (Francis, 1999). In this case the ideas that some team will be seen as emerging to be more affiliate within the same domain may not be seen since all will have to follow the laid down rules.
On the other hand a team can focus on the affiliation and try to seek each and every members contribution to on the negativities that are involved so as to limit the aspect of the allocation of various specific task within the team without the consent of the person at hand. This can really reduce the morale of the person and since this is a teamwork process within the whole group set up the loss of an individual may cost the activities of the whole team.
Communication participation and affiliation among the team members has to be focused and attained so as to emerge with a firm foundation that can be able to clearly articulate the concept of group dynamics.
Therefore Rob will do the following to Reducing team challenges and increase performance;
- Relatively greater emphasis given to total organizational effectiveness and the role of departments measured and rewarded on the basis of their contribution to the total effort rather than their individual effectiveness.
- High interaction and frequent communication stimulated between team members to work on problems of intergroup coordination and help, organization rewards given partly on the basis of help which group give to each other.
- Frequent rotation of members among groups or departments to stimulate high degree of mutual understanding and empathy for one another’s problems.
- Avoidance of any win-lose situation, team members never put into the position for some organizational reward, emphasis always placed on pooling resources to maximize organizational effectiveness, rewards shared equally with all the team members (Conrad, 1998).
List of References
Bowen, D, & Lawler, E 1992, The empowerment of service workers: What, why, how and when, Sloan Management Review,
Conrad, P 1998, In Strategic Organizational Communication: Into the Twenty-First Century. Macmillan, New York.
Gideon, F 2001, Antisocial behavior in school: Strategies and best practices. Pacific Grove, CA: Brooks/Cole Publishing Company.
Hom, P, & Griffeth, R, & Sellaro, C,1984. The validity of Mobley’s model of employee turnover. Organizational Behavior and Human Performance, 34.
Kennedy, T 2002, Team dynamics and the social participation in schools: a vision for development. Longman publications, London.
Luft, J 1984, An Introduction to Group Dynamics. Mountain View, CA: Mayfield
Margaret K & Gideon F, 2001, Important passage of information following the ethical perspective: a vision from east Africa. Longman publications, Nairobi.
Nelson, P, & Judith, C, 2004, Effective group communication in the workplace: the concept of genders. Macmillan publications, London.
Pfeffer, J 1992, Managing with power: politics and influence in organization. Harvard business School press, Boston.
Toseland, R, & Rivas, R, 2005, Introduction to Group Practice, Allyn & Bacon.
Tropman, J 1996, Making Meetings Work: Making High Quality Group Decisions. Macmillan, New York.