Chat with us, powered by LiveChat The intention of the Key Assignment is for you to apply the concepts of this course as it relates to advice on building an effective team. You will assume the role of management consultant | EssayAbode

The intention of the Key Assignment is for you to apply the concepts of this course as it relates to advice on building an effective team. You will assume the role of management consultant

Powerpoint presentation 10-15 slides not including title slide and reference slide, with 150-300-word speaker notes for each slide. APA 6, in-text citation, Cite at least eight (8) scholarly online references 

** powerpoints 3 and 4 attached**

  • Assignment Description

The intention of the Key Assignment is for you to apply the concepts of this course as it relates to advice on building an effective team.

You will assume the role of “management consultant” (one who is hired from outside the organization—to remain objective—to analyze, strategize, investigate, and make suggestions on how to improve return on investment [ROI], production, efficiency, or make a team more effective [that is the one you will undertake]). You will use the slides that you already created in the P3 and P4 IPs to create a seamless, professional PowerPoint presentation that is to be presented to the organization’s management with the intention of giving critical analysis and strategy to make the improvements in the team.

Combine the presentation you developed from Phase 3 and Phase 4 into a single team development presentation. Using all of your materials from phase 3 and 4 (assignments), review all of the comments and recommendations provided from your instructor and peers to help you finalize your presentation. Include all of the following items in your final submission:

  • Make revisions to your power point presentation based on their suggestions
  • Make sure all information gaps are covered and explained in detail
  • Make sure the language and wording are consistent and clear in the presentation
  • Make sure the slides are in sequence and easy to follow for your audience
  • Make sure that the format and design of your slides are consistent throughout the presentation
  • Identify presentation topics that can be combined into a single slide for transparency
  • Exclude any materials that are overlapping or repeated to shorten content

You must include a minimum of 8 scholarly references.

Team Development

Unit 3 Individual Project

Carlene Baines

HRM345

Professor Hardwick

November 18, 2022

Development model

Tuckman's model.

Tuckman's model is a popular model for team development.

IBruce Tuckman proposed it in 1965, and is used in team research and practice..

The model describes four stages of team development:

forming

storming

Morning

performing.

The Tuckman model is widely used to examine and improve the performance of teams. Bruce Tuckman first proposed it in 1965, and since then, it has seen extensive use in studies and applications involving groups of people working together. The model breaks down the process of building a team into four distinct phases: forming, storming, norming, and performing. In the forming phase, team members only meet each other for the first time. Members are polite and cooperative as they establish their responsibilities and develop a working dynamic. An organization enters its storming phase when differences of opinion become apparent. Tension and conflict may arise when members challenge one another and the leader. This happens naturally and is essential for any team to grow. When a team reaches the norming stage, cooperation and productivity among its members improve. They begin to view themselves as a unit built on mutual trust and respect. When the team is in performance mode, they are at their most effective. Team members consistently exceed expectations and collaborate with ease. At this point, the team's potential for success is to its fullest. Tuckman's methodology can help analyze and direct the growth of the team. Leaders can use this information to understand better where their teams are in the growth process and how to support them best as they progress.

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Team Preparation

Before the team starts working together, you will need to build trust within the group.

You can do this by holding team-building activities, such as;

trust exercises

Icebreakers

team-building games.

It can also promote trust by providing effective communication and conflict-resolution training.

Establishing and maintaining trust is critical to the successful operation of any team. Trust enables team members to feel comfortable sharing their ideas and perspectives, making it easier to resolve any disagreements that may arise. Building trust among team members can be accomplished in several ways. One way to establish a more robust team is to participate in activities encourage collaboration and open dialogue. Trust exercises and team-building games can be enjoyable and productive ways to get team members to interact and become better acquainted. Training on effective communication and dispute resolution is another technique to create trust among individuals. The team members may be able to express themselves better and understand one another. They may also get the ability to know how to resolve arguments as a result of this constructively. Although it requires time and works to build trust, trust is vital for a team's success. You can lay a solid groundwork for cooperation and collaboration within the team if the time and effort required to build trust among team members are invested.

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Training and Development Activities

Develop a training program covering the production line's basics and the team's roles

Provide resources and support for the team to learn about and practice working together (Marasi, 2019).

Encourage and facilitate team building activities and opportunities for the team to get to know each other.

Such as: trust exercises, Icebreakers and team-building games.

Help the team establish clear goals and objectives and identify ways to measure and track progress.

Support the team as they work through the various stages of Tuckman's model, and provide resources and guidance as needed.

It is essential for any group to have a crystal clear grasp of their goals and objectives, as well as a method to monitor and track their progress toward achieving those goals and objectives. The team can gain a fundamental understanding of their production line and duties on it with the assistance of a training program. In addition, engaging in activities designed to create teamwork and providing the opportunity for team members to get to know one another can assist in cultivating a sense of cohesiveness and collaboration within the group. It is essential to offer the group resources and direction as they move through the various stages of Tuckman's model. This will ensure that they are successful in completing each stage. The Tuckman model provides a helpful framework for understanding how teams mature and advance over time. Because it provides a clear framework for how teams proceed from forming to storming to norming to performing, it can be valuable for training and development activities. These activities include: forming, storming, norming, and performing. Training and development activities can be adapted to help teams work through each model step, which presents a unique set of difficulties and opportunities at each level of the model's progression.

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Trust Measurement

Trust in team development can be measured in a variety of ways;

How team members feel comfortable sharing information and ideas with one another.

The way members rely on one another to do their fair share of work.

Team members ability to give honest feedback to one another without fear of retribution.

Team members should feel like they can openly discuss disagreements without fear of conflict.

Team members should feel like they are able to work together cooperatively to accomplish tasks.

Trust is an essential component of any team and is measured in a variety of ways. One way to measure trust is to ask team members how comfortable they feel sharing information and ideas. Another way to measure trust is to ask team members how well they feel their teammates are doing their fair share of work. Additionally, team members should be able to give honest feedback to one another without fear of retribution. Finally, team members should feel like they can work together cooperatively to accomplish tasks. If team members do not feel they can trust one another, it can lead to several problems. For example, team members may be reluctant to share information or ideas, which can stifle creativity and innovation. Additionally, team members may be reluctant to give honest feedback to one another, which can lead to resentment and conflict. Furthermore, team members may be less likely to cooperate to accomplish tasks, which can lead to inefficiency and frustration. Trust is essential for any team to function effectively, and there are various ways to measure it. By assessing how team members feel about sharing information and ideas, giving feedback, and working together, leaders can get a better sense of whether the trust is an issue that needs to be addressed.

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Measure of Team Effectiveness

There are a few ways that you could measure the effectiveness of the team in each of the early stages (Marasi, 2019)..

Give them a questionnaire to fill out that asks them how they feel the team is doing and what could be improved.

Observe the team working together and take notes on how they interact and communicate with each other.

Another option would be to have the team leader fill out a form that rates the team's performance in each stage.

The most crucial thing in any team is effective communication. If the team is not communicating effectively, it will not be effective. There are a few ways to measure the team's effectiveness in each early stage. One way is to give the team a questionnaire that asks them how they feel the team is doing and what could be improved. This can be an excellent way to get feedback on how they are doing and what needs to be improved. Another way to measure the team's effectiveness is to observe the team working together and take notes on how they interact and communicate. Observing and taking notes can be an excellent way to see how the team works together and identify any areas that need improvement. Another option would be to have the team leader fill out a form that rates the team's performance in each stage. It can be an excellent way to get an overview of how the team is doing and identify any areas needing improvement. Whichever method is utilized, it is crucial to get feedback from the team on how they are doing and to identify any areas that need improvement.

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Reference

Rojas, R.R. (2021). Enhancing Organizational Workgroups: A Relational View of Tuckman’s Team Development Model. Organizational Cultures: An International Journal.

Marasi, S. (2019). Team-building: Developing Teamwork Skills in College Students Using Experiential Activities in a Classroom Setting. Organization Management Journal, 16, 324-337.

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Group Collaborations

Unit 4 Individual Project

Carlene Baines

HRM345

Professor Hardwick

November 22, 2022

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Group Description

The marketing team creates and executes marketing campaigns to promote products or services.

The team typically consists of marketing managers, marketing coordinators, and marketing specialists.

The team works closely with the sales team to ensure that campaign is aligned with sales goals.

The team reports to the marketing director.

The marketing director, sales team, and product or service managers are key stakeholders

The marketing team creates and executes marketing campaigns to promote products or services. The team typically consists of marketing managers, marketing coordinators, and marketing specialists. The team works closely with the sales team to ensure that campaigns are aligned with sales goals. The team reports to the marketing director. The marketing director, sales team, and product or service managers are key stakeholders. The marketing team is responsible for planning and executing marketing campaigns that support the organization's sales goals. The team works closely with the sales team to ensure that campaigns are aligned with sales goals and objectives. The team reports to the marketing director. Key stakeholders in the marketing team's success include the marketing director, sales team, and product or service managers. The marketing team's success is measured by the ability to generate leads that convert into sales. Key performance indicators (KPIs) for the marketing team include lead generation, conversion rate, and cost per lead. The team is also responsible for tracking and reporting on the results of marketing campaigns. The marketing team plays a vital role in the success of an organization. By creating and executing effective marketing campaigns, the team can help to increase sales and grow the business. To be successful, the team must work closely

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Data Collection

The following are steps ill take in data collection:

Have a straightforward research question or hypothesis in mind

Decide on the appropriate data collection method. The use of interviews and questionnaires.

Develop or select a questionnaire or interview guide

Administer the questionnaire or interview (Butler et al., 2022).

A straightforward research question or hypothesis is essential for any research project. With a straightforward research question or hypothesis, it is easier to know what data to collect and how to analyze and interpret it. The first step in any research project is to develop or select a questionnaire or interview guide. This will help to ensure that the data collected is relevant and can be used to answer the research question or hypothesis. Once the questionnaire or interview guide is developed, the next step is administering the questionnaire or interview. This can be done in person, by telephone, or online. After the questionnaire or interview is administered, the data must be analyzed and interpreted. This is where a straightforward research question or hypothesis is essential. With a straightforward research question or hypothesis, it is easier to know what the data means and how to use it to answer the research question or hypothesis.

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Types of Data

The type of data needed to design a development plan include customer data, market data, data on the competition, and data on potential new markets.

Customer data helps identify who the target market is and what their needs and wants are (Brighthub, 2010).

Market data provides information on the current state of the market, including trends and opportunities.

Data on the competition helps to understand what they are doing well and where there are opportunities to improve.

Data on potential new markets helps to identify areas where there is potential for growth.

When designing a development plan, customer data is essential to identify the target market and their needs and wants. Market data provides information on the current state of the market and can help identify trends and opportunities. Data on the competition is also essential to understand what they are doing well and where there are opportunities to improve. Finally, data on potential new markets can help identify areas with growth potential. Customer data is essential in order to identify who the target market is and what their needs and wants are. This data can be gathered through customer surveys, interviews, focus groups, and market research. This data is essential to create a product or service that meets the needs and wants of the target market. Market data provides information on the current state of the market and can help identify trends and opportunities. This data can be gathered through market research, competitor analysis, and industry analysis. This data is vital to understand the current market landscape and identifying growth opportunities.

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Diagnosis

How well is the team working together? Do team members seem to be cooperative and supportive of one another, or are there signs of conflict?

How effectively is the team communicating? Are team members sharing information and ideas openly, or are there communication breakdowns?

How well is the team organized? Is the team working towards clear goals and deadlines, or is there a lot of confusion and chaos?

How well is the team performing? Are team members meeting their targets and achieving their objectives, or are there areas of improvement?

What is the team's morale like? Do team members seem engaged and motivated, or are they feeling stressed and overwhelmed?

There are various ways to conduct a diagnosis. The measure will determine whether the team is working together well. There are no signs of conflict, and team members seem cooperative and supportive of one another. The team is communicating effectively. Team members share information and ideas openly, and there are no communication breakdowns. The team is well organized. Team members are working towards clear goals and deadlines, and there is no confusion or chaos. The team is performing well. Team members are meeting their targets and achieving their objectives. The team's morale is high. Team members seem engaged and motivated.

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Examples

If the team is functioning at a high level, developmental activities may include:

– Providing opportunities for team members to take on additional responsibilities and challenges

– Encouraging team members to share their ideas and suggestions for improving the team's performance

If the team is functioning at a moderate level, developmental activities may include:

– facilitating team-building exercises to improve teamwork and communication

– establishing clear goals and objectives for the team, and creating a plan to help the team meet those goals

If the team is functioning at a low level, developmental activities may include:

– providing coaching and mentoring to team members who are struggling

– replacing team members who are not meeting expectations

The team's level of functioning will dictate the appropriate developmental activities. Suppose the team is functioning at a high level. In that case, developmental activities may include providing opportunities for team members to take on additional responsibilities and challenges and encouraging them to share their ideas and suggestions for improving the team's performance. Suppose the team is functioning at a moderate level. In that case, developmental activities may include facilitating team-building exercises to improve teamwork and communication, establishing clear goals and objectives, and creating a plan to help the team meet those goals. Suppose the team is functioning at a low level. In that case, developmental activities may include coaching and mentoring struggling team members and replacing team members who are not meeting expectations.

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Communication

There are a few ways that the marketing team can communicate the progress of the group to both group members and key stakeholders (Rajhans, 2018).

The team can send out regular updates via email or a project management tool like Asana or Trello.

The team can also hold regular meetings (either in person or via video conference) to give everyone an opportunity to check in on progress and offer feedback (O’Daniel & Rosenstein, 2008).

There are a few ways that the marketing team can communicate the progress of the group to both group members and key stakeholders. The team can send out regular updates via emails or a project management tool like Asana or Trello. The team can also hold regular meetings (either in person or via video conference) to allow everyone to check in on progress and offer feedback. One benefit of regular updates is that it keeps everyone on the same page and aware of what needs to be done. This can be especially helpful if the marketing team works on a tight deadline. Another benefit of holding regular meetings is that it allows for open communication and allows everyone to voice their opinion and offer feedback. The downside of sending out regular updates is that it can be time-consuming and, if done correctly, can lead to clarity. The downside of regular meetings is that they can be time-consuming and may not be necessary if the marketing team is making good progress.

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Reference

Rajhans, K. (2018). Effective communication management: A key to stakeholder relationship management in project-based organizations. IUP Journal of Soft Skills, 12(4), 47-66.

Brighthub. (2010, December 15). Data collection methods for stakeholders analysis. BrightHub Project Management. https://www.brighthubpm.com/project-planning/99511-methods-of-data-collection-in-stakeholder-analysis/

Butler, C., Wilson, P., Abrahamson, V., Mikelyte, R., Gage, H., Williams, P., … & Barclay, S. (2022). Methodology. In Optimum models of hospice at home services for end-of-life care in England: a realist-informed mixed-methods evaluation. National Institute for Health and Care Research.

O’Daniel, M., & Rosenstein, A. H. (2008). Professional communication and team collaboration. Patient safety and quality: An evidence-based handbook for nurses.

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