Group to Team Performance Issues

Paper Summary:

This paper discusses how groups of individuals can become highly effective team members within a team environment. Particularly discussed are group demographics in terms of interpersonal conflict. Also discussed is the role team management plays in developing team performance and character. Finally, the observation that working individuals can no longer be competitive in the highly globalized environment in which most organizations now find themselves is made.

Outline:
Group Management for Performance
Group Demographics & Interpersonal Conflicts
Conclusion

From the Paper:

"Perhaps one of the most important aspects of team management is knowing and having a cognizant understanding of what factors are involved in the ultimate success of a team prior to beginning the selection process for team members: "...factors that lead to successful team outcomes: clear goals, appropriate leadership, organizational support, suitable tasks, and accountability"(May, 2003). These are all measures that can be taken and decided prior to considering the composition of a team. These factors are important to not only have in mind but to have completely accounted for prior to selecting team members because they actually prevent and/or solve many common issues that arise during a project involving teams and team work. Formulating clear goals allows team members to conceptualize exactly what is being asked of them, while assigning appropriate leadership provides team members with a reliable outlet to address concerns and issues. Additionally, assigning the appropriate organizational support informs the team and its management structure that the organization and executive management is fully behind the project and that the team is not destined to failure for lack of resource commitment. Further, provisioning of suitable tasks ensures that the project will progress as necessary and that the task will be more easily assigned to the appropriate team members once team selection begins. The follow-up and accountability of these tasks ensures that team members are being held accountable to perform adequately and equally within the context of the project."

Sample of Sources Used:

• Alper Steve, Dean Tjosvold & Kenneth Law. (2000). Conflict Management, Efficacy and Performance in Organizational Teams. Personnel Psychology. 53.
• May, Gary L. (2003). Group Dynamics for Teams. The Journal of Business Communication 40, no. 3: 241+.
• Muir, Clive. (2004). Learning Soft Skills at Work: An Interview with Annalee Luhman. Business Communication Quarterly 67, no. 1: 95+.
• Van Der Vegt, Gerben, Ben Emans & Evert Van De Vliert. (2001). Patterns of Interdependence in Work Teams: A Two-Level Investigation of the Relations with Job and Team Satisfaction. Personnel Psychology. 54.

More papers on Group to Team Performance Issues:

• Term Paper # 94115 : "High Performance Teams"
• Article Review # 109038 : "Article Review: Self-Managing Service Teams"
• Research Paper # 49902 : "Work Teams"

APA Citation:

MLA Citation: