STR 581 Capstone Final Examination, Part One 1. Because practical considerations make job tryouts for all candidates infeasible, it is necessary to __________ the relative level of job performance for each candidate on the basis of available information. • predict • accept • assign • abandon 2. Some studies indicate the best approach for transformational change may have the chief executive officer create an atmosphere for change • but let others decide how to initiate change • and begin establishing a vision • but carefully set limits for the program • and establish a reward system 3. Which of the following is a desirable strategy for managers aiming to reduce the negative consequences
In each of the collaboration project development stages, members have to cope with incomplete information and rely on input from other participants in the network. Members of project alliance might be competitors in other projects or have different priorities due to other deadlines. Project participants can also be confronted with clients who are directly engaged in the innovation and development process, as each project tends to be critical to the clients business function, performance and profitability. As a consequence of these factors innovation performance is a project alliance that requires high degrees of creativity, flexibility, low formalization, ongoing communication, and project structures that allow feedback loops from later to early
Investing feedback in developing team cohesion is vital for the teams dynamics to work, because it inhibits or enables employees to be more productive. Feedback maintains focus for team cohesion, builds strong relationships and trust for the team 3. Teams can actually work against each other if they are not managed well. How can you ensure that the teams within your organisation work
The idea of whether trust is assumed or earned in a team setting depends largely on the individual team members. Their past experiences, cultural influences and personal preferences greatly influence their willingness or ability to automatically trust new team members or to force those new team members to earn trust. According to organizational effectiveness consultant, Erik Granered, “..trust is universally understood as a concept in all cultures. But it is not earned in the same way.” For example, an American may be more inclined to automatically trust a new team member while individuals from France or Italy may be much more reluctant to trust initially and then eventually warm up after the new member has proven themselves to be trustworthy. These are broad generalizations and one must keep in mind that all cultures are rapidly evolving and continuously influencing one another throughout their ongoing interactions (Granered, 2006).
In other words, it means that individual work might bring success but it has brief limitations unlike teamwork, which offers the opportunity of labor and tasks division with a qualified specialization and effectiveness. However, a business team is not easily or simply made up. It has to go through a developmental process. This essay will discuss the various stages a group of individuals may go through when becoming a team. Besides, it will emphasised the importance of conflicts generated during the stages and ultimately, it will outline the possible ways in which these conflicts can be over come.
Different literatures have stated that, work environment in most cases concentrates on individual and personal objectives, with regard and recognition singling out the achievements that individual employees have attained. "How to create effective teams is a challenge in every organization.” In other words, team building also means the processes that are used in the selection and of teams from scratch. Team Building Exercise and Purpose The exercises involved in team building consists of a variety of tasks that are designed with the aim of developing group members as well as their capability of working together effectively and efficiently. There exist several
Autocratic leadership Is a more traditional and classical approach to management relying upon threats and punishment to influence its employees. – something which Beardwell and Holden (2001) would call a "hard" approach to leadership. This method, according to UT (2001) is effective for many reasons; • When there is limited time to make a decision • When there are new and untrained employees who do not know how to perform certain tasks • When effective supervision can be provided only by orders and instruction • When employees do not respond to other leadership styles • When work must be integrated with other departments Mintzberg (1979) described situations in which an autocratic style was most applicable. Entrepreneurial organisations are normally smaller businesses which develop from the ideas and entrepreneurial spirit of one person. This person is responsible for their organisation and makes all the decisions – the characteristics of an autocrat.
Individual assignment: Personality and Team Effectiveness Today, every type and size of organization is committing substantial resources to team-based initiatives. Their purpose is similar: to improve the organization (Bauer & Bauer, 2005). However, while working in a team, different personalities have to be dealt with. But how do personalities of team members affect team performance? In this report, the relationship between team member personalities and team effectiveness will be examined.
Avoid insincere weaknesses that are clearly strengths disguised as weaknesses. Statements like: “my driven nature sometimes leads others to dislike working with me because I am always the strongest member of the team” certainly exhibits a weakness in interpersonal skills. The candidate may have intended communicate a strong work ethic and willingness to take on additional responsibility with such a “weakness” but the attempt can easily backfire. Overall, honesty and self-awareness will be noted and appreciated in the process whatever your strengths or weaknesses may be. If you have difficulty knowing your own strengths and weaknesses, it can help to read through past performance reviews at work, think about projects where you were particularly successful and speak with your colleagues and friends about what their perception.
• Delegate the situation to someone else. All of these responses are nonproductive. Some of them are actually destructive. This is why learning to manage conflict is so important. EFFECT ON WORK RELATIONSHIPS The workplace is a system of relationships.