Tuckman (1965) developed the stages of team development as forming, storming, norming, and performing. A fifth stage, adjourning, was added by Tuckman in the 70's. Describe your team activities using these stages. Which of the stages was most challenging to your team? Analyze the reason(s) why based on readings from this Unit or other sources.
Answer
The main team activities as per Tuckman (1965) include introducing all new members and forming teams, competing with each other at completing tasks, resolving differences and appreciating their colleagues’ strengths, struggling to achieve the team’s goals without friction, and ending the teams to pursue projects individually. The forming and storming stages were a great challenge for my team. This is because some members had no idea of how to accomplish the task given to their teams, while others challenged their superior’s authority (Susan, 2018).
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Susan, M. (2018). The 5 Stages of Team Development: How you can Support
TeamDevlopment. Available at: https://www.thebalancecareers.com/what-are-the-stages-of-team-development-1919224
Discuss both the advantages and disadvantages of working with global teams. If you worked on a global team how would you address the disadvantages?
Answer
Businesses working with global teams acquire a better understanding of the local markets. They also get the skills to handle different kinds of difficulties in different management circumstances. However, it is difficult for them to formrelations and trust due to lack of face-to-face communication. There would be poor team performances due to differentviewpoints on performance goals among them. To solve these problems, I would also encourage holding face-to-face meetings and different activities to build relationships and trust, when possible (Richard et al., 2010).
Richard, M., Carlos, J., & Nardon, L. (2010). Management across Cultures. Challenges
and Strategies . Chicago: Cambridge Univesity Press. Print.
Managing or not managing conflict in organizations is a key behavioral dynamic. How well do you feel organizations manage conflict? Reflect on your own experiences in an organization you work for or have worked for, what conflict resolution techniques were used and how effective were they? Contrast this experience with the recommendation of the Center for Creative Leadership's Calming Techniques. Could the outcome have been improved?
Answer
I feel like most leaders don’t do their best to resolve conflicts in their workplaces and would rather avoid pressure to generate the appearance of peace. The main effective conflict resolutions techniques that have been used in my workplace include encouraging teamworkand addressing the conflict immediately through holding urgent meetings with the involved parties. The calming techniques used in the Cente of Creative Leadership include coming up with several solutions for the conflicting partners, not taking sides, and understanding the conflicting partners’ perspective to come up with a viable solution. If these calming techniques are adopted in my workplace, the outcome would be much better (Craig & Tim, 2012).
Craig, E. & Tim, F. (2012 . Building Conflict Competent Teams. New York: John Wiley & Sons Publishers Print.
The way we communicate in organizations has changed considerably. Discuss the various communication tools organizations use today. Assess whether or not technology has enhanced communication and/or created barriers. Suggest an effective method of utilizing communication within an organization.
Answer
The most popular and effective communication tools used by businesses today include social Intranet, where internal communications and teamwork within the organization are driven, private messaging, discussion forums, and internal organizational blogs. With technology, communication in organizations has been enhanced since different learning interventions and collaboration tools such as chat rooms, and discussion forums, are readily available to cater to individual preferences. The best method for utilizing communication in an organization is by allowing open communication that includes constructive criticism (Michael, 2006).
Michael, F. (2006). Effective Communication in Organizations . New York: Juta & Company Limited. Print.
References
Craig, E. & Tim, F. (2012 . Building Conflict Competent Teams. New York: John Wiley & Sons Publishers Print.
Michael, F. (2006). Effective Communication in Organizations . New York: Juta & Company Limited. Print.
Richard, M., Carlos, J., & Nardon, L. (2010). Management across Cultures. Challenges
and Strategies . Chicago: Cambridge Univesity Press. Print.
Susan, M. (2018). The 5 Stages of Team Development: How you can Support
TeamDevlopment. Available at: https://www.thebalancecareers.com/what-are-the-stages-of-team-development-1919224
