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Team Dynamics

TeamDynamics

The project details reveal that Techfite has been in a financialslump for the previous two years meaning that business has not beengood at the company. A company that has been in a recession for anextended period will have a demotivated workforce, a factor thatcontributes to the perpetuation of the financial problems. Therefore,project success will depend on a level of organizational change. Themost effective leadership approach will be one incorporatingtransformational leadership. The Techfite project has somecircumstances that demand a transformational approach:

  • The company has been in a financial slump

  • Demanding goals, for example, innovative design and budget constraints

  • The uniqueness of each of the team members

If improperly handled, the project could end up in failure andcondemn Techfite to a financial pit. The role of the transformationleader is to navigate through the uncontrollable, unpredictable, andtypically messy change and project execution process. An equallyimportant role of the transformational leader is to manage the humanfactor within the project, due to the awareness of the essential roleplayed by culture, behavior, and mindset of any endeavors success.From the team profile, the differences in the team members are quiteapparent, and include differences in gender age, education, job role,and personality. Therefore, the leader has to pay attention to thedeeper, intrinsic, human dynamics beyond simply improving theirskills or changing their behavior. B.

The first strategy that I would useinvolves the establishment of a project organization with clearlyoutlined roles. It is imperative that each team member is cognizantof the function that they play on the team, how their role interactswith other members` duties, and what happens of the fail to performtheir job. The roles played by each of the team members will bedetermined by the team profile, which will match each member with therole that fits them best. Rather than employ customary or standardroles for the Techfite Project team, a more pragmatic approach wouldbe advisable. In this regard, a number of aspects that either posethe most risk or are most important to the project are identified androles are created to encompass the risk areas or concerns. Therefore,the most vital areas of concern will be given highest priority viathe project task and role allocation.

The second strategy employed toenhance the work effectiveness of the team involves holdingindividual team members accountable for delivery. It is vital thateach team member knows that they are not only accountable to themanager, but also to each of the other members. The reason for thisis that the failure of one team member essentially translates to theentire team failure. This strategy is particularly applicable for theTechfite Project team due to the small size of the group. Hence, eachteam member should be aware of what the other members are doing. Thisapproach helps nurture a collective responsibility which improvesteam cohesion. C.

According to Aldag and Kuzuhara,there are three types of conflict: task, relationship, and process [CITATION Ald15 p 220
y l 1033 ].The type of conflict experienced in this case is a task conflict,also referred to as a cognitive conflict. Thesetypes of conflicts entail disagreements over opinions and ideasrelating to the team’s task. While Bill and Mark support the newchemical compound, John and Laura oppose it, while the latter furtherfeels that her opinion is ignored within the group. Diversity issueshave been shown to have a high impact on task and relationship typesof conflicts. The diversity card has played out within this team withregards to age, gender, and educational background. Bill and Mark arein their 30s, with only a two year age difference while Laura is inher early 20s and John in his 60s.

There are a number of conflictresolution approaches that can be used: compromising, confronting,forcing, smoothing, and avoiding. The best methodology for thisconflict is a compromise. In this approach, the conflicting partiesreach a mutually acceptable solution so that each party leaves withan element of satisfaction. The necessity of this method comes aboutdue to its effectiveness when:

  • One is in a deadlock

  • Both parties need to win

  • Insufficient time

  • The relationship between the involved parties needs to be maintained

  • Nothing will be achieved failure to compromise

One way in which this conflict can turn into a team-buildingopportunity is through communication. The compromise approach willforce the opposing parties to discuss and come up with an amicablesolution. This deliberation process will force them to increase theirinput and thus improve communication between the two parties. Thisphenomenon is driven by the differences inherent in the conflictingparties. These differences and points of divergence stimulate theindividuals in the conflict and act a springboard for dialoguewhereby the employees will be rallied to share their mind’scontents. The ultimate team-building benefit is that informationflows within the group will be improved, and consequently, intragroupcommunication.

WorksCited

Aldag, Ray and Loren Kuzuhara. Creating High Performance Teams: Applied Strategies and Tools for Managers and Team Members. New York: Routledge, 2015.