The presented team in the case makes it impossible for TotsToys Corporation to achieve its business goals. The members of the self-managing product development team appear to have diverse expectations, competencies, and strategies. This discussion gives a detailed analysis of the team and proposes the best approaches that can make it successful.
Teamwork Problems
The presented team continues to face numerous problems that affect its effectiveness. The major problems include low morale, selfishness, ineffective leadership, poor communication, and the lack of clearly-defined objectives. Such issues have affected the team’s ability to come up with new products.
Leadership Style and Problems
The current situation reveals various leadership approaches that fail to deliver meaningful results. The team members embrace the power of shared leadership. This kind of leadership emerges whenever members of a given group are involved in decision-making and problem-solving problems (Lumsden, Lumsden, & Wiethoff, 2010). Although this kind of leadership can deliver meaningful outcomes, the team members focus on their personal goals instead of having a common vision.
The leadership model also presents numerous problems or challenges. For instance, Harrington and Vonich are expected to lead their followers and ensure that positive gains are realized. However, Vonich appears to be busy and expects Harrington to support the emerging needs of the team. On the other hand, Harrington is unable to act due to the lack of adequate leadership skills. The other team members also focus on their expectations. Consequently, the situation has affected the team’s effectiveness.
What should be Negotiated and How?
The current situation indicates clearly that the team has not developed new products that can support TotsToys Corporation’s business goals. Any form of negotiation should, therefore, focus on the best methods and approaches to develop superior products that can compete in the market (Nanjundeswaraswamy & Swamy, 2014). The negotiation process can also be expanded to address things like leadership, roles, and responsibilities of every member, and coordinate every person’s obligation. By so doing, the team members will agree on every step that must be undertaken throughout the product development process.
The leadership duties of every member should also be negotiated. The members can also come up with a team policy that dictates the behaviors, goals, roles, and expectations of every individual (Lumsden et al., 2010). Such agreements will minimize most of the above problems. The negotiation process should be undertaken by ensuring that all members are involved. Conflicts and personal expectations must be addressed before implementing the negotiation process.
Resolving Conflicts
Several strategies can be used to resolve the existing conflicts among the members. The first one is compromising (Lumsden et al., 2010). This model can ensure that every person forgoes his or her expectation. This move will empower the individuals to focus on new products that can support the company’s goals. This means that Harrington will no longer focus on his personal goals such as promotion. The second approach is problem-solving (Peleckis, 2014). This strategy can ensure that the members collaborate to address their challenges using evidence-based strategies. This will be followed by an action plan focusing on the roles and goals of the team. This model will make it easier for the team to achieve its aims.
Conclusion
Team leadership is a powerful model for dealing with conflicts in an attempt to achieve the best outcomes. The presented team has failed to realize its potential due to misunderstandings, conflicts of interest, and poor leadership. The proposed conflict resolution methods will ensure that the process is successful. These initiatives will empower the team members to focus on their objectives.
References
Lumsden, G., Lumsden, D., & Wiethoff, C. (2010). Communication in groups and teams: Sharing leadership (5th ed.). Boston, MA: Cengage Learning.
Nanjundeswaraswamy, T. S., & Swamy, D. R. (2014). Leadership styles. Advances in Management, 7(2), 57-62.
Peleckis, K. (2014). International business negotiations: Innovation, negotiation team, preparation. Procedia – Social and Behavioral Sciences, 110, 64-73. Web.