What are the three criteria of effective teams, as described in the textbook? How are all three evident in each of the five stages of team development? Provide examples to support your response.

Respond and keep repossess separate do not merge responses. Separate references example references for number one leave it with response number one and so on

1) What are the three criteria of effective teams, as described in the textbook? How are all three evident in each of the five stages of team development? Provide examples to support your response.

2) Dr. Hembree and Class,

What can managers do to address groupthink?

Groupthink is often regarded with a negative undertone because it can lead to the loss of individual creativity, uniqueness, and independent thinking which is the cornerstone of any thriving business. Groupthink can occur in groups of all sizes in any organization. Here are 5 ways that a manager can avoid Groupthink.

1. Build a diverse team.

Avoiding groupthink starts with hiring and promotions from within the organization. While it’s easier to hire and promote people who are like you and think like you, it is important to recognize the benefits of diversity on your leadership team. Successful leaders identify and promote employees who can strengthen their skill sets and add to the team’s chemistry. Manager often need to build a team of coworkers that have a strong rational, professional, and communicative skill set. Most managers forget about the importance of an individual’s personality. When manager recognize diverse personalities and chemistry amongst diverse personalities is the most important things in creating a great team (Gau, n.d.).

2. Intentionally structure meetings.

When structuring a meeting they need to both have a consistent and formatted schedule. This can help avoid Groupthink. When having a meeting it should never be monologued or led by just one individual. If a meeting is boring and does not keep the attention of you audience, the effectiveness of the meeting will mean nothing if individuals are not paying attention (Gau, n.d.).

3. Engage outsiders.

Individuals with a dominant personality will often control the meeting. The manager needs to make sure the voices of others in the meeting are heard. A manager should spend time before the meeting connecting with different individuals and the presenter that they can gain the perspective on the topic of the meeting. By watching others before a meeting will allow a manger to anticipate the outcome and to also make sure that every voice is heard before a decision is made. By doing this is important because in key decision to find out if the group/team is successful or did they fail together (Gau, n.d.).

4. Get unfiltered input.

Management can start this right away by asking the right questions. I order to get unfiltered feedback; a manager needs to ask questions with that in mind. For example, a manager could say, “We have an opening for a new sales director, and I think Jen has extensive sales experience and has shown initiative in the past year. Do you think she is the right person for the job?” Or a manger could say something like, “We need to find someone who has the skills to successfully lead our growing sales force. Who would you recommend and why?” In both cases, the manager is soliciting feedback. Be aware that when you are looking for feedback you might get an answer that you do not like. Asking the question as it is phrased will determine the quality of the response (Gau, n.d.).

5. Expect – even encourage – conflict.

It is important to let individuals know that a disagreement is OK and even a natural part of our culture in some organizations. Management could go as far to say that the organization encourages healthy conflict amongst its leadership team. There is an expectation that our leaders and employees can respectfully challenge one another. Keep this in mind that a team member has the confidence level to accept being challenged (Gau, n.d.).

These are just some suggestions on what a manager can do to avoid having a Groupthink within its organization’s team meetings.

Have a Blessed Day,

Matthew

Reference

Gau, J. (n.d.). Better decision making: 5 ways to avoid groupthink. Marco Net. https://www.marconet.com/leadership/better-decision-making-5-ways-to-avoid-groupthink

3) Hello everyone,

The best team I have been on is a sports team. Sports have a different dynamic than school or work relationships. Even if at those places generally everyone is coming together for the same purpose, in sports in order to actually achieve the rewards of playing you have to work as a team. Sports aren’t individual efforts, but a group effort. Even players who don’t get along or like each other would have to work together in an aspect to win games. Work or school often presents a competition. In school the competition is to get the best grades or to be valedictorian. At work there’s competition for promotions or tips. In school and work even if it’s “not okay” for others to perform at a different level than you, usually their performance doesn’t directly affect your success IE another student failing doesn’t affect your grades, a lousy worker doesn’t usually affect your paycheck – even if either of these can affect your class or workplace thus affecting you. The dynamic on a team is play together, win together. Everyone being able to come together for the greater good of the team even if just for an hour or two is what made it so awesome. A manager can replicate this situation by not showing favoritism or a direct award for “the best.” The best thing a manager can do is set goals for the TEAM or the store. For example: “If the store reaches 90% of sales for the week, I’ll give everyone in the store a $25 gift card” when incentives are for everyone, everyone is more likely to work as a team.

Jody Marcum

4) Dr. Hembree and Class,

What Is Social Loafing?

Social loafing is the perceived psychological phenomenon that team members do less in a group setting. This effects the states that individuals that don’t pull their own weight when they’re judged as part of a group (Martins, 2021).

Why might someone engage in this type of behavior?

People engage in social loafing because they develop a laid-back attitude towards the goal and assigned responsibilities, which makes them invest less effort, hindering the overall progress of the group (Vemuri, 2021).

The Free Ride Effect is when one team member or more exhibits a casual attitude towards the group task, these individuals tend to contribute less to achieving the overall group goals. The free rider effect is the void created by the less productive members has to be filled by extra effort from the remaining teams (Vemuri, 2021).

Sucker Effect happens when even the well-performing group members start to underperform, thanks to the undermining efforts of free riders in the group. The sucker effect occurs when the non-underperforming members subconsciously decide to stop the free riders from taking advantage of their effort. This type of social loafing can cause a steep deterioration in the overall performance of a group or team, thus bringing down the efficiency of an institution they are working for (Vemuri, 2021).

Have a Blessed Day,

Matthew

References

Martins, J. (2021, April 16). Why social loafing is more about clarity than productivity. Asana. https://asana.com/resources/social-loafing

Vemuri, L. (2021, August 11). What is social loafing: Definition, examples & theory. HealthCanal. https://www.healthcanal.com/mental-health-behavior/what-is-social-loafing

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