Running head: The paper on team experience 1

University’s name

Students name

Instructor

Course

Date
 The paper on team experience 2

Introduction

What exactly is a team? A team is a collection of employees who share a common

objective, vision, and joint obligations. From what have studied in MGMT2304, another team

description is a group that shares or alternates leadership duties. Team members are indeed

answerable to others and are known to judge their performance by evaluating the production of

their united leaders. Each team member is critical to the success of the team. When it comes to

"Cold Stone Creamery," an excellent illustration of Teamwork would've been the people behind

the countertop, as evidence reveals that Teamwork applies in every aspect of Cold Stone's

workplace culture. In a franchise environment, you have the customer when you operate from the

customer's back. When a profound sense of mutual commitment is involved in forming a robust

and talented organization, generating achievement stronger than the sum of its specific

individuals, a team becomes something more than a group of individuals. I'm taking

MGMT2304, which is about non-profit organizations, and I've been allocated to a team for a

group project. As a result, in the following parts, I propose to assess several characteristics of

team and teamwork.

The description of a team

Many of today's team concepts acquired traction in the United States during the 1970s

due to the utilization of quality circles or participative initiatives. Nonetheless, those initiatives

were frequently perceived as separate from typical job tasks rather than linked with them. Since
 The paper on team experience 3

then, team architecture has expanded into a more prominent notion that includes many different

types of teams organized for various objectives (Center for Creative Leadership, 2022). In the

corporate world, three The following are the most prevalent forms of teams: Continual

Improvement Teams: Program management is increasingly being tasked with enhancing or

improving specific business operations. These teams collaborate to achieve a common purpose,

are guided with a very well-structured methodology, and have an agreed-upon start and

conclusion date (Yang et al., 2018).

As per what have learned in MGMT2304, Work teams, sometimes known as "instinctual

teams," are the responsibility of that particular process and interact in a participatory

environment. The team's power and independence could range from very limited to complete

independence. The participation technique is based on the idea that they will be more productive

by providing employees a feeling over their work. Self-Managed Groups (SMGs): Personality

teams charge a method or agency's day-to-day functioning. They already have the power to make

decisions on various issues, including sanitation, sanitation, management, schedule, and

personnel. Goal-setting, assignment allocation, including resolving conflicts, are among their

responsibilities, which managers typically do. Communication is often essential for good

performance among members who work as a team, combining existing resources and money of

knowledge, competencies, and experience to reach a specific goal.

Team is widely recognized as an essential and successful method of achieving complex

tasks by bringing together diverse people. Individual performance suffers when there is no

support or cooperation from those who share the same responsibilities. In favor of maximum
 The paper on team experience 4

appropriate adjustment and innovation, workforce diversity, enhanced profitability, and

organization performance, research various Teamwork is far more profitable and comfortable

than a solo effort, according to research in management. The use of Teamwork has expanded

considerably during the previous two decades, which is unsurprising.

The outcomes obtained, the contentment of each team participant's demands and the

commitment of group members to continue on the team are all examples of output values.

Because procedures are the actions that organizations participate in to fulfill their jobs and

accomplish their dreams, they obtain relevant results. Even though collaboration may improve

continuous improvement, organizations do not produce more than individuals working alone. If

teaming is not adequately addressed, it will not result in a good outcome; on the contrary, it will

likely result in decreased effectiveness, originality, and contentment rather than just the results

accomplished. Furthermore, organizations may benefit significantly from understanding how

teams work in the corporation and successful team members.

Analysis of the team effectiveness

A good team accomplishes more than most of the finished product; on the other hand, a

bad team's talent may be wasted. If organizations manage the many and diverse issues they face

in a modern environment, they need strong teams at all levels. The Team Effectiveness

Evaluation introduces a new process for identifying flaws in a team's work style and aligning all

teams with the company's objectives.

 The paper on team experience 5

Every time afterward, the collegial approach, which used to be the distinguishing feature

of much top management for generations, was primarily regarded as hopelessly antiquated - too

slow, not quite reactive enough, and enslaved to consensus incompetence. In many ways, this

criticism was fair because the way the management company was constituted lacked the essential

rigor in most cases. Nonetheless, much has changed in this regard in recent years. Executive

investigations with professional assistance to fill executive positions and the usage of managerial

appraisals to match candidates' competence profiles to the demands of demanding management

responsibilities are now standard operating procedures. Greater and greater firms are recruiting

and developing their top employees as part of a larger personnel management plan aimed at the

company's long-term objectives (Pratoom, 2018).

Although the old collegial method may no longer be relevant, one persistent aspect

remains the management team's performance. Only the most vigorous executive could no longer

accomplish the level of responsiveness, quickness, quality, and continuous adaptation required in

today's competitive field as a solo performance. These constraints have multiplied due to the

current crisis, which has forced many companies to restructure or even wholly redefine

established business models. The plethora of duties confronting today's businesses can only be

completed by a well-formed, qualified, and experienced management staff that can operate

efficiently under pressure without compromising the integrity of its long-term objectives. This

raises how a managerial team's total performance may be evaluated and enhanced regularly. The

reality is that several companies' teams do not work well together. They talk too much and do too

little in many circumstances; their solar plexus and thinking centered on the group itself block

outside perspectives and critical voices from inside. Occasionally, especially in stressful
 The paper on team experience 6

situations, the team will disintegrate. Some cynics believe that "working in a team" is just a term

for shifting responsibility.

Poor team participation is always a concern, but the ramifications are magnified when it

occurs at the top level of the organization, long as the company is going through a difficult

period. New assessment measures are thus necessary, not only to discover and correct flaws

promptly but also – and perhaps most importantly – to optimize team performance and match it

successfully with the organization's strategic goals.

Training & development for the next generation

For centuries, overall organizational experts have studied what separates quality teams

from bad ones, attempting to explain why FC Barcelona is nearly unbeatable, even though their

catenary Real Madrid is far superior in terms of individual player performance and class has

recently won next to nothing. Conversely, we routinely see in our work as a consultant that

specific teams, although having executives with the above competencies profiles, do not grow

and thrive. What is the rationale for this? What makes a good team more remarkable than the

sum of its members, whereas a bad team was much less? We need to advance internal talent

administration to the next level to find the answers. To put it another way, we need to shift the

attention away from individual talents and toward the achievements of entire managers.

Egon Zehnder developed a new diagnostic instrument, as per the lessons taught on

MGMT2304 the Team Effectiveness Review(TER), to find answers to these concerns,

particularly about the relevance of effective managerial teams in moments of emergency and in
 The paper on team experience 7

speedy, truly inspirational rehabilitation (TER). Its goal is to improve a company's existing

teams' architecture, procedures, and behaviors or select the best management combination for

forming a new team. As a result, team effectiveness evaluations are a new component of holistic

talent management. A team's strengths and weaknesses are shown through a TER. It ensures that

both interpersonal and intergroup strengths and shortcomings are transparent. It ultimately makes

a member of the team behavioral patterns and connections apparent, providing team leaders with

a clear picture of the interactions. This makes it possible to identify and resolve the causes of

poor performance. A TER also reveals the types of tasks a group excels at and where it needs to

improve to meet its objectives.

Practical cooperation has six dimensions.

Balance refers to a team's range of abilities and viewpoints and how they are aggressively

used to achieve goals. Coherence is the degree to which each team member understands the

team's goals and how the department fits into the larger organizational framework. All

teammates are working toward the same goal. Resilience measures a group's ability to cope with

significant external and internal stresses and work well even in challenging circumstances.

Energy: This metric assesses the team's ability to develop and sustain a high level of personality

vitality, ambition, and innovation. Openness: This relates to the team's willingness to listen to

and interact with its surroundings. This encompasses both its own organization and the larger

business environment. Efficiency refers to the team's ability to effectively use cost and human

resources to achieve the intended result.

 The paper on team experience 8

For example, the incoming CFO of a large telecom company utilized a TER to prepare

his executive team for a potential crisis. The 14 executives who specifically relate to the CFO

make up the group. For quite some time, the group has been struggling financially. The CFO had

acquired an overweight, ineffective, and tired organization that had spent the previous year’s

solely on a series of re-positionings. It is now a matter of effectively advancing strategic

collaborations and functioning more efficiently as a whole. The goal of the TER was to uncover

any unacknowledged team-related difficulties that were impeding the process.

The Team Effectiveness Review found flaws in inefficiency and approachability, as it

pointed out. Over-analysis slowed judgment calls, and ideas from colleagues in other divisions,

and essential cooperation with the company's processes were not addressed continuously,

methodically. Members of the team were not even clear on the general plan, which resulted in

many disagreements and miscommunication. Details also drew the team's attention too quickly.

On the other hand, other measurements gave an excellent starting point: the crew was committed

to working together to overcome the obstacles they were up against (Takai & Esterman, 2019).

Except for perhaps one loose cannon who frequently hindered the team's efforts, they all

consistently promoted each other and made effective use of each other's strengths. The first move

in this situation, supported by higher-level management assessments, was to restructure the team

structure: – the spoiler left the team, two responsibilities and duties were merged, some

responsibilities were reassigned, and the steering committee was reduced from 14 to 10 persons.

Three administrators with personal pages that indicated successful change agents were assigned

to a task force charged with executing the necessary changes within the national treasury and
 The paper on team experience 9

beyond. The CFO knew that he'd have to take a much more finger to approach his executive

team, having initially used a conversational coaching approach with them.

Teamwork and Leadership

A case study as per what I learned in MGMT2402, I recall working as a team manager

for a telecom business about five years ago. That was, without a doubt, one of the worst

experiences I've had during my employment. Internal disagreements and communication

breakdowns prevented the project from being completed on schedule. The analysis highlighted

some of the variables that had significantly contributed to the team's defeat. To begin with, team

members were unable to rise beyond their individualistic perceptions to achieve the collective

aims. Instead of participating as a team member, the emphasis persisted on taking individual

credit. These actions jeopardized the team's mission. Secondly, the leadership proved ineffective.

As far as I can tell, there is still a language gap amongst team members, which leads to a lack of

transferring knowledge and adequate coordination. Furthermore, participants' poor decision-

making, mud-slinging, and lack of teamwork skills led to the disaster(Keats, 2019).

On a more positive side, I've had the opportunities to work with a powerful team that

delivered terrific outcomes in the time limit allotted. A few years ago, while working in a big hi-

tech company, I had an excellent opportunity to work with both teams. Our purpose was to

increase the revenues of a new product or service within one year, and we advertised it so

brilliantly that sales increased much beyond expectations. The coordination between participants

was superb, and the results were excellent. This round, we also had a grievance handling

structure in place to address issues that arose due to cultural and many other distinctions among
 The paper on team experience 10

group members. It allowed members to focus on team goals rather than internal grievances.

Small goals, a feedback plan, participative management, and open dialogue were essential

components in the team's success.

These personal observations show that team performance is influenced by various

elements, including leadership, employee motivation, adaptability, and a collective emphasis on

goals. The following section of the article will focus on numerous aspects of group effectiveness

that will serve as the foundation of knowledge for resolving work-related difficulties.

Power of a Leader

The capability of one individual influences another is referred to as power (Robbins &

Judge 2009). They should use this power to become corporate leaders and managers. Other

people's conduct and attitudes are likewise influenced by power. In the commercial sector, there

is a lot of demand for power. There is a distinction between control and responsibility. Formal

authority is determined by a person's position within an institution. Formal power can be derived

from the ability to compel or reward, as well as from legitimate position (Robbins & Judge

2009). Only those in formal roles have authority, but anybody at any level of an organized firm

has the ability to influence others. Authority equates to power. It's a different kind of power.

While power is evident and well-understood, authority is a specific position. Power and

Leadership Influence is gained via the application of leadership and authority.

Importance of communication in a team

 The paper on team experience 11

Whenever it comes to practical communication skills, Teamwork is crucial. This one has

been stated that communication skills enable someone to inspire and influence others to achieve

the desired end, no matter whether complex the issue appears to be. Those with an open mind

about everything can share that information and describe why they feel the same way they do.

And it is feasible that they will be able to persuade the opposing side to feel the same way

(Bucăţa, & Rizescu,2017).

Body language is essential when transmitting a thought to an individual or a group. A

simple gesture can either make or shatter the person delivering the message. So here are some

terrific suggestions for improving team communication skills: Everyone on the team must

respect one another, regardless of their position. Always keep all project members up to date on

the latest developments. To eliminate confusion about who does what, assign each team member

a role and duty. Consider other people's perspectives and use their suggestions if they are helpful.

Speak clearly and slowly at all times to understand what is being asked of you. If a team member

is falling behind on their work, investigate if you can do anything to help. If each member

follows the instructions without hesitation, no problems are getting the job done (Warming & de

Souza, 2018).

As a team member, mainly two options come to mind: face-to-face and virtual; and the

world wide web. While looking at each membership, one may get a sense of each personality and

know one of the persons. Seeing actual emotions can assist each person in comprehending where

the other party's perspectives and ideas originate. Team excursions are organized to ensure that

everybody is comfortable with each other, and if not, it is the most fantastic method to get to
 The paper on team experience 12

know one another. It is supposed to be a "breaking the ice" technique and creating a comfortable

environment for one another(Marlow et al., 2018).

The conclusion

Finally, this course characterizing the involvement of speaking in the course of team

projects in MGMT2304 assisted me incomprehension that non-profit organizations aided me

considerably in terms of my personality growth. During the training, I taught about several

crucial aspects of something like the team, how to build an efficient team and the characteristics

that contribute to good team performance. While serving as the leader, I discovered some

significant attributes that will assist me in bettering myself as a person in the future. I learned to

accept accountability, and my effective communication has improved to some level as a result.

Communication is integral in fostering team trust, mainly when dealing with individuals from

other geographies. Because everyone on the team was enthused about the program. We

collaborated together and quickly to achieve the desired result of being challenged with a

beautiful score in the speaking challenge.

 The paper on team experience 13

References

Bucăţa, G., & Rizescu, A.M. (2017). The role of communication in enhancing work

effectiveness of an organization. Land Forces Academy Review, XXII (85), 49-57.

Center for Creative Leadership. (2022). The role of power in leadership. Retrieved from

https://www.ccl.org/articles/leading-effectively-articles/the-role-of-power-in-effective-

leadership/

Keats, J. P. (2019). Leadership and teamwork: essential roles in patient safety. Obstetrics and

Gynecology Clinics, 46(2), 293-303.

Marlow, S. L., Lacerenza, C. N., Paoletti, J., Burke, C. S., & Salas, E. (2018). Does team

communication represent a one-size-fits-all approach?: A meta-analysis of team

 The paper on team experience 14

communication and performance. Organizational behavior and human decision processes,

144, 145-170.

Pratoom, K. (2018). Differential relationship of person-and task-focused leadership to team

effectiveness: A meta-analysis of moderators. Human Resource Development Review,

17(4), 393-439.

Robbins, S. P., & Judge, T. (2009). Organizational Behavior. Pearson South Africa.

Takai, S., & Esterman, M. (2019). A review of team effectiveness models and possible

instruments for measuring design-team inputs, processes, and outputs. The International

journal of engineering education, 35(6), 1684-1697.

Warming, L., & de Souza, P. A. (2018). The importance of communication among the members

of the nursing team. Creative Education, 9(06), 993.

Yang, Z., Liu, Z., Wang, X., Dong, N., Hu, X., Chen, J. S., & Lv, G. (2018). MT2018: team

description paper. In RoboCup 2018 Symposium and Competitions, Montreal, Canada.