Management Today for Diverse Team - MyAssignmenthelp.com

Question: Discuss about theManagement Today for Diverse Team. Answer: Team Work and three Advantages and one Disadvantage of Working in a Diverse Team Businesses and the not for profit organizations want graduates who are able to work individually as well as in a team as it improves the productivity and performance of the company. Working in team can be challenging owing to the diverse personalities of the team members but the collaboration benefits both the individual staff and company. An effective team provide different advantages (Kearney, Gebert, 2009). Three advantages of working in a diverse team include creativity and innovation, improved quality and higher productivity with lower costs. When more than one mind work together as team it leads to better idea generation supporting creativity and innovation at the workplace. Similarly team work takes benefit of shared experience and knowledge and it helps in improved quality (Kearney, Gebert, 2009). Thirdly diverse team working together combines the effort, skill and knowledge of individual staff and it result in higher productivity with lower costs. On the other hand one of disadvantage of working in a diverse team is it results in team conflict as people coming from diverse background different from each other in terms of personalities, attitude, thinking and perceiving. It results impacting the work and company. Development of Team using the 5 stage Tuckman model The 5 stage Tuckman model proves helpful in the development of effective team. They are forming, storming, norming, performing and adjourning. This five stages can be clearly identified and it is supported by the evidence used Forming This is the first stage of the model where members of the team acquainted with each other with orientation (Cassidy, 2007). Storming This is identified as the second stage where the team lead defines roles and responsibilities based on individual personalities. It may lead to conflicts in the ream. Norming This is identified as the third stage where team lead promotes harmony by resolving the conflict (Cassidy, 2007). Performing This is identified as the fourth stage where team members take up the assigned task and solve problems to accomplish the goal (Forsyth, 2009). Adjourning This is identified as the final stage where preparation is made by team members to disband the team. Level of stress faced as a team members during each of these stages As team members each of the five stages has its own level of stress. In the forming stage the stress is related with the getting better acquaintance with other member and how they will behave. In the storming stage the role assignment and executing the responsibility is area of stress experienced (Forsyth, 2009). In the norming stage seeking the solution for the problem creates stress while in performing stage the achievement of goal exert pressure and increase the level of stress. In the adjourning stage it is disbandment of team that acts as stress. Usefulness (or not) of the Dialogue tool as a way to begin team work The usefulness of dialogue tool as a way to begin team work is significant to break the ice. On evaluating the usefulness from the personal view it helped me to get comfortable with the other members and bond with them as I am shy person by nature and in the absence of dialogue tool it would have been difficult to gel with others (Chen, 2006). From the perspective of the effectiveness of forming a team, the dialogue tool helps in breaking the ice between members of the team and support the process of acquaintance and orientation (Chen, 2006). Research from Three Sources to Run Effective Meetings Sources Run an effective meeting https://ctb.ku.edu/ Conducting Effective meetings focuses on Planning the meeting, Setting, conducting and following up (Kaye, 2014). www.nytimes.com How to run a more effective meeting explain the importance of setting the agenda, begin on time, end on time and end with an action plan (Bryant, 2017). https://govleaders.org The 6 Golden rules of meeting management explain 6 rules run meetings effectively, care for participants, maintaining schedule, stay on topic, avoid unnecessary meeting and wrapping with clear statement (Jacobson, 2014). Short Summary of Findings by Ranking Top Three Findings Based on the research of three sources related with effective meeting it is found that planning, organizing, agenda setting, time management, action plan, , care for participants stay on topic, avoid unnecessary meeting and wrapping with clear statement are crucial to effective meeting. The top three findings are agenda, stay on topic, and wrapping with clear statement.. Research from Three Sources on Giving Effective Feedback Sources Giving effective feedback https://www.ascd.org Seven Keys to effective Feedback emphasis on goal reference, timely, tangible and transparent, user-friendly, actionable, ongoing and consistent (Wiggins, 2012). www.edutopia.org 5 Research based tips for providing students with meaningful feedback explain being specific, sooner is better, careful presentation, relating to goal, and involving participants (Stenger, 2014). https://static1.squarespace.com Effective feedback: Providing students, teachers and leaders with powerful instructional benefits focuses on immediate impact on result, better attendance, lower failures, reduce failure and fewer suspensions (Hattie, 2016). Explanation of Giving Positive and Negative Feedback in the Workplace Feedback in the workplace is an essential activity of mangers and it help to improve employee performance. It can be positive feedback and negative feedback. Positive feedback works with the philosophy of developing the strength of staff. It praises the performance of staff and motivates to excel further (Wiggins, 2012). Negative feedback works with the philosophy of identifying the fault of the staff and instructing him to correct the staff. Though the approach is different both are aimed at promoting change and meeting goal of the company. References Bryant, A. (2017).How to Run a More Effective Meeting. Retrieved 20 May 2017, from https://www.nytimes.com/guides/business/how-to-run-an-effective-meeting Cassidy, K. (2007). Tuckman revisited: Proposing a new model of group development for practitioners. Chen, M. H. (2006). Understanding the benefits and detriments of conflict on team creativity process. Creativity and innovation management, 15(1), 105-116. Forsyth, D. R. (2009). Group dynamics. Cengage Learning. Hattie, J. (2016).Effective Feedback: Providing Students, Teachers and Leaders with Powerful Instructional Benefits. Retrieved 20 May 2017, from https://static1.squarespace.com/static/573e57871bbee0d6dea60fff/t/589cb413d2b85721b37bb7ba/1486664724646/ResearchSupportingFeedbackasaPowerfulInstructionalToolTheGraideNetwork.pdf Jacobson, D. (2014).The 6 Golden Rules of Meeting Management. Retrieved 20 May 2017, from https://govleaders.org/meetings.htm Kaye, G. (2014).Conducting Effective Meetings.ctb.ku.edu. Retrieved 20 May 2017, from https://ctb.ku.edu Kearney, E., Gebert, D. (2009). Managing diversity and enhancing team outcomes: the promise of transformational leadership. Journal of applied psychology, 94(1), 77. Stenger, M. (2014).5 Research-Based Tips for Providing Students with Meaningful Feedback. Retrieved 20 May 2017, from https://www.edutopia.org/blog/tips-providing-students-meaningful-feedback-marianne-stenger Wiggins, G. (2012).Seven Keys to Effective Feedback. Retrieved 20 May 2017, from https://www.ascd.org/publications/educational-leadership/sept12/vol70/num01/Seven-Keys-to-Effective-Feedback.aspx