Effective Teams

As you assemble a cross functional team you want to make sure you look at experience of each member of your team and make sure you get someone from each area that is needed. Petra was a good choice for the assessor and adviser role for my team. She had been known for her great leadership roles as well as teaching roles in the classroom.

With a great leader in charge of the team, with knowledge of teaching Petra can keep people on task and teach them about role responsibility and time management skills. When it came to the creator you need someone with the experience in design, and someone who will listen to ideas. Amrita had get knowledge and had so much experience in luxury car design it was hard to pass up that kind of knowledge or experience. When someone is trying to control the project and organize the team to be effective you need someone you has great project management skills, Marcell had these skills and that??™s why he fit the controller and organizer for my team. When looking for a promoter and maintainer you want someone who is creative. Janice has a lot of experience in the personal relations department, was known for getting what she wanted, and she was very creative.

She was a perfect fit for her role on this team, being creative with a new product, and getting what she wants could be a huge advantage to this new car. The last role the linker and producer need experience in manufacturing and John fit that role. At know point do you ever want to single and one person out, or take a step backwards in the process. When looking at each problem you want to make sure the team knows that they are important and the work they are doing is good. If they need to go in a different direction you try to lead them there and if they are stress out try to reward them for the work they have done. Employees need to know that their work is valued, and that you see the hard work, and sometimes pushed in a different direction. Each employee has their strengths and weakness you have to be able to manage both to make sure that team member??™s uses his strength while relying on the other team members to help with where they are weak. The first opportunity that presented itself was one of the teammates was starting to offend the other teammates.

There were three choice I could have stepped in and regulate team behavior and talked to each member. Next I could have really come down on Petra, but instead I wanted to make sure all the employees trusted each other and learned to get along. So I decided to give great feedback to the teams, and speak to Petra privately to address the other team members concerns. The team then came across another problem when Amrita was trying to push her ideas, instead of taken input from the team.

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Instead of going behind her back and telling the team to overlook her ideas, or threaten her with dismissal I took a different approach. With her experience in luxury car design her ideas, need to be consider but not always chosen. So we told her in a meeting her ideas have aided in the process but we also need to look at different ideas that may be available for us to use. Next the groupthink attitude strikes and the team is ignoring ideas that could be very effective.

They need to know that they can think outside the box and to take risk. I play devil??™s advocate and try to get the creative juices going. Once you fall into the pattern ideas that could be used and through to the side and simple fixes are used. People start to just go with the group and they think their idea will never be used even if it could really make the product and success. They think that the group??™s ideas will be better and safer than your own because it??™s creative. And finally performance starts to slow, and they recent synopsis does not have anything real eye popping.

Everything seems to be on same ole thing new day and nothing is really eye catching. So to produce come creativity and to relax and reward them for their hard work so far we go to a resort. We have some training sessions with a top design guy who can help get their minds going and to make the final push to the deadline. Overall the team was very effective and the board was pleased with the ideas of the team and gave them a trip to Hawaii. They had to battle through some personal issues, and some struggles of getting over that hump, each member was innovative and helped used their strengths to counter the weaknesses of others. I reworked the team members and where they should go I put John as the assessor and advisor, which switched with Petra as the linker producer.

All other members stayed the same because they fit their roles perfectly. The first problem that is encountered is two members John and Amrita have had run ins in the past and other teammates are very worried that this could affect the team. The main purpose here is a common goal, so enrolling the two in a negotiation class is the perfect idea. They are both on the team no matter what because what they bring to the table is very important. Making them work together and also rewarding them for their achievements and working together is very important. Team members have been a little upset with Amrita, they feel that she wants her ideas more in the design and is not listening to the team.

If team members feel that one person believes their ideas are better than all over theirs they could start to just reject all her ideas. The best approach here is too bring in the team and have them explain to her or as the manger explain to her that some of her ideas have led to great things in the project. Let her know that as a team you must look at all areas of design not only hers, we are trying to come up with a brand new luxury car so the same ole thing will not work in some areas.

Last pull her aside and let her know that that she will be recognized as a lead designer on the new car. Things are starting to get real boring and the team is not thinking outside of the box. They are starting to groupthink and not a think for yourself then. To play devil??™s advocate you must have some ideas and that the team members could say why did we not think of that. Then you can assign someone in private to be the devil??™s advocate for the team to make sure that the teams keeps thinking critically. After reviewing the synopsis, the team has not really found anything innovative They are in need of something to perk their minds and get them thinking outside the box. So we reward them with a trip to a local resort for some training with a top car designer. This can help get them motivated by rewarding them for all of the hard work that have done so far as well as getting them excited to finish the project with some new ideas.

You need to find ways to keep your employees happy and show them that their work is valuable. By rewarding them for work they have done even though they are not done with the project can produce great effort toward the end of the project. Creating a buzz of energy to finish strong and work on some things that may be reworked to get a better idea.Climate of trust is very important in the context of this simulation, without trust from each team member to the other members this would never work. You have to make sure each member trust one another that each will do their job, and do it right and on time.

Composition of the team and figuring out what each member can do by finding the abilities of each member. Each of the members that you might choose from should have an employee profile that you can look at and see what qualities each has. The work design has tasks and each task has a significance, which must be known. The most important significance about each task like you want something innovative in the design task.

In the process you want to have specific goals for members and the team as a whole. You want them to be able to have goals during the whole process so members can feel good about the work they have gotten done. Each goal can have a reward and the team can become more effective.