Management and Team Essay Example for Free

direction and police squad EssayA group displaying stiff group execution of instrument be identified as having several characteristics. These atomic number 18 Clear Goals These ar essential and fix that the group as a whole be on the job(p) towards the same positive outcome thus ensuring an effective and in tune police squad. Defined Roles and job descriptions In order to encourage effective squad executing it is critical that each police squad up member in each position has definitive roles. When these argon non followed confusion is rife and the performance of the squad offer be severely damaged. Defined roles manipulate that each aggroup member is doing what they should, know who to call on for assistance in a real situation and makes for smooth and effective aggroup performance. Open and clear conversation This ensures that all team members turn out indoors a trusting and healthy inter soulal forum at work. Open and clear chats argon the only demeanor to 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 decision do Teams must(prenominal) know training on effective decision making procedures in order for them to be effective.Read moreDefine the Key Features of Effective Team PerformanceIf a team follows this training then the performance is enhanced across the whole team and mostly the best decisions are made victimisation this process. Time is often saved using these techniques making for a happier healthier team. Participation from all team members Regular era and forums to gather all team members are essential to the performance of the team. It not only empowers workers to give their opinion but allows and encourages all within a team to give up their ideas and opinions validated thus making a positive enhancement on the team. Participation also encourages the sharing of idea s and knowledge within the team creating diversity within the team as a whole. Valued diversity E precise team member has a different idea, opinion or approach and so bringing all of the differences from each individual in concert this enhances the knowledge and diversity of the team as a whole. For type some genius may be methodical and the other creative. Between them they should put up all avenues covered to make a well rounded team when put together. Recognising, at supervisions and team meetings, each individuals strengths enables the team to have m some(prenominal) sides to use and in turn enhances performance.Managed conflict is essential to effective team performance as it stops issues and problems from cosmos ignored. It is a safe and positive bureau to defer problems and bring out new ideas in order to solve and put at ease any members of the team affected by this conflict. It gives team members a chance to be heard and a response sought in order to keep the team t he best that it can be. Positive atmosphere heap who are happy in their work have been proven to be more productive than those who abominate their position and so positivity is a must at all times within a team. Cooperative relationships An effective team gets on well and takes knowledge from co workers to improve the things they are little able to do alone. It has been proven that optimum team performance is achieved by team members who get along with each other. Participative leadershiphip An effective team with have leadership who are good role models.The leaders will be involved in the same type of work as all team members on occasion and display that they themselves can and will work as part of the team, even if they are at the top. It has been written 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 theory of Forming, Storming, Norming and performing. Following his theory tool is unquestionably a way forward 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 summ proceed the features of effective team performance are to have a happy knowledgeable team who meet regularly, share experiences, ideas and knowledge, to ensure team members are valued and to create a happy work environment where conflicts are safely managed and management are actively bumpn and involved within the team. With all of the above features discernible within an organisations team should ensure and show excellent team performance.1.2 IDENTIFY THE CHALLENGES EXPERIENCED BY DEVELOPING TEAMSChallenges experienced by growing teams take on the notion that team members may become overwhelmed if the maturation is handled wrongly.Psychologist Bruce Tuckman (1965)says that in the initial stages of team development it is voiced for teams to become overwhelmed by expectations of what they are being asked to do. However if the theory and tools are used correctly, team development is planned carefully, and the plan followed then all challenges can be overcome. With any team, disengagement should be looked for as if members do not participate then they will not achieve the desired outcome. Reading more 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 orchestrate using tried and tested methods, all challenges that may arise will be overcome. Time is always difficult to find with developing teams to enable the progression. Regular 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 unavoidableness time and without adequate time and a leader who knows what they are doing, developing teams can be seriously impaired.1.3 IDENTIFY THE CHALLENGES EXPERIENCED BY ESTABLISHED TEAMSEstablished teams can be difficult to change. If an ceremonious 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 used to the new strategies and ideas involved in upping their performance. Following on as a Manager into an environment already established is always difficult. convey in new ideas it is written that established teams can become un nerved and so this should be make using tried and tested techniques. It is important to identify in established teams what already works and grow with that and to slowly 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 quickly so as not to see a decline in positivity within established teams. (http//www.change-ma nagement.com/tutorial-pm-cm.htm)1.4 EXPLAIN HOW CHALLENGES TO EFFECTIVE TEAM PERFORMANCE wad BE OVERCOME.Team performance challenges can be overcome by using communication. Excellent communication is at the forefront of any issues and challenges with team performance. Listening is also equally as important as the team should be viewed as a whole and not as an individual. This builds trust and can be imperative in overcoming issues. The whole team will fell valued.Team time spent together can also be productive socialising 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 equa l and should respond positively.1.5 collapse HOW DIFFERENT MANAGEMENT STYLES MAY INFLUENCE OUTCOMES OF TEAM PERFORMANCE. on that point are flipper management sorts widely used throughout the world today. They are Authoritarian Management A Manager at the head of the lodge decides how things are to be done and how each team member will work. There is no room for autonomy within this style. The Manager is solely trustworthy for devising attach to policy and implementing it. This Management style could isolate the team when used alone although there is a place in certain settings for this management style to be used.Democratic Management this heavy involves all employees and encourages them to have a sense of ownership 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 further 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 needs into the equasion and looks at them as a whole person instead of just 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 under 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 employees may be dissatisfied thus team performance damaged severely.Laissez faire management This management theory is define d as having employees that manage their own sections of the melodic line and the over all manager 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 properly 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 well-nigh communication. As we interact, question, disagree with and support decisions in a positive way, we build confidence in one other and promote overall group success ( Limas 2003)Key elements for developing trust are communication meth ods. 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 d one so that all know who is accountable and for what within a care setting. The Management need training in these matters so that they know their own responsibilities. Accountability is veritable when own responsibility is defined.1.7 contrast METHODS OF ADDRESSING CONFLICT WITHIN A TEAM.There are many methods of addressing conflict 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 conflict resolution is productive. These are avoidance conflict 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 regard for the person creating the conflict than of ones own self. This is used by individuals who with to keep social situations pleasant. They give into demands so as to not upset the apple cart.Competitive conflict style this maximises individual assertiveness and minimises empat hy. This style is used for prevail people who simply wish to win or lose. This is an aggressive style of conflict that usually involves controversy 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 twain 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 literature 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 yielding and co operative combined.When a conflict is evident then the management should seek these styles and act accordingly dependant on the nature o f the conflict. It is also to the highest degree 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. blend accessed fourteenth 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 http//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.