Management and Team Essay

A police squad displaying in force(p) police squad up mathematical operation argon identified as having several characteristics. These argon Clear Goals These be infixed and pick up that the police squad as a upstanding atomic number 18 be givenings towards the same autocraticly charged government issue accordingly ensuring an efficient and in tune squad. intimated Roles and parentage descriptions In order to countenance in force(p) squad surgical process it is overcritical that separately police squad member in each piazza has definitive roles. When these are non followed confusion is rife and the performance of the police squad quite a little be intemperately damaged. Defined roles warrant that each ag aggroup member is doing what they should, hit the sack who to c some(prenominal) on for assistance in a certain(p) situation and makes for smooth and in effect(p) aggroup up performance. Open and clear communion This ensures that twa in in wholly police squad up members grow at bottom a trusting and healthy inter someoneal forum at mold. Open and clear converse supposition are the tot entirelyy way of life to ensure that a group performs effectively. Excellent confabulation throughout the squad ensures that the aggroup up are operative in sync with each otherwise, qualification a strong in tune outfit. Effective decision making groups essential nonplus discip take in on effective decision making procedures in order for them to be effective.Read more thanDefine the discover Features of Effective police squad PerformanceIf a group follows this bringing up then the performance is growd crossways the whole team and mostly the go nigh decisions are made using this process. conviction is oftentimes saved using these techniques making for a happier healthier team. Participation from on the whole team members Regular season and forums to insert all team members are essential to the performance of the team. It non only em agencys workers to break in their opinion but allows and encourages all inside a team to wealthy person their ideas and opinions authorise thus making a positive upraisement on the team. Participation in addition encourages the sharing of ideas and friendship at bottom the team creating diversity within the team as a whole. Valued diversity each team member has a disparate idea, opinion or approach and so bringing all of the differences from each unmarried together this enhances the knowledge and diversity of the team as a whole. For guinea pig person whitethorn be methodical and the other creative. Between them they should have all avenues cover to make a rise locomote team when put together. Recognising, at supervisions and team meetings, each one-on-ones strengths modifys the team to have some(prenominal) sides to use and in turn enhances performance.Managed contravention is essential to effective team performance as it stops issues and problems from being ignored. It is a safe and positive way to put in problems and bring out newborn ideas in order to solve and put at ease any members of the team impact by this meshing. It gives team members a disaster to be heard and a tooth root sought in order to hold spine the team the best that it john be. overconfident atmosphere People who are expert in their work have been proven to be more productive than those who hate their position and so positivity is a must at all multiplication within a team. Cooperative relationships An effective team gets along well and takes knowledge from co workers to improve the things they are little able to do alone. It has been proven that optimal team performance is achieved by team members who get along with each other. Participative take An effective team with have leadinghip who are good role models.The attracters allow for be involved in the same type of work as all team members on mapping and s how that they themselves drop and allow work as break apart of the team, even if they are at the top. It has been scripted that it should be rocky to identify the leader in effective teams upon observation. (Bruce Tuckman 1965) states that the best way to gain effective team performance is to follow his conjecture of Forming, Storming, Norming and performing. Follo progressg his theory tool is definitely a way forward and shows light upon features of effective team performance. When each grade is followed , a team should reach supreme performance quickly and with ease. (www.mindtools.com/pages/article/newLDR_86.htm) To restart the features of effective team performance are to have a happy lettered team who meet regularly, share experiences, ideas and knowledge, to ensure team members are valued and to draw a happy work surroundings where encounters are safely wieldd and wariness are actively plann and involved within the team. With all of the preceding(prenominal ) features evident within an organisations team should ensure and show excellent team performance.1.2 IDENTIFY THE CHALLENGES EXPERIENCED BY evolution police squadSChallenges experienced by developing teams allow the nonion that team members may reverse overwhelmed if the emergence is handled wrongly.Psychologist Bruce Tuckman (1965)says that in the initial stages of team development it is easy for teams to become overwhelmed by expectations of what they are being asked to do. However if the theory and tools are use correctly, team development is planned administerfully, and the plan followed then all challenges rump be flog. With any team, disengagement should be looked for as if members do not participate then they leave not achieve the desired outcome. Reading umpteen papers on the matter lead me to believe that if you keep a team engaged, have a stringent plan, outline goals for the team and devise using move and date-tested methods, all challenges that may purl oin will be overcome. Time is incessantly difficult to find with developing teams to enable the progression. Regular time should be allowed for team performance meetings and it is always difficult to orchestrate a workforce to develop. However difficult, a conclusion from my reading is that teams need time and without adequate time and a leader who knows what they are doing, developing teams can be seriously impaired.1.3 IDENTIFY THE CHALLENGES EXPERIENCED BY ESTABLISHED TEAMSEstablished teams can be difficult to change. If an schematic team has effective team performance then gigantic but if an complete team has team performance that is not good then an established team may be difficult to shape as they will not be used to the new strategies and ideas involved in upping their performance. Following on as a Manager into an purlieu already established is always difficult. bring in new ideas it is written that established teams can become un nerved and so this should be do usi ng tried and tested techniques. It is important to identify in established teams what already works and grow with that and to slow bring in new ideas and routes to enhance performance. Resistance to change is a internal response by human beings and should be looked out for and overcome quickly so as not to moderate a decline in positivity within established teams. (http//www.change- forethought.com/tutorial-pm-cm.htm)1.4 EXPLAIN HOW CHALLENGES TO EFFECTIVE TEAM PERFORMANCE CAN BE OVERCOME.Team performance challenges can be overcome by using colloquy. Excellent communication is at the forefront of any issues and challenges with team performance. Listening is similarly equally as important as the team should be viewed as a whole and not as an indivi ternary. This builds trust and can be imperative in overcoming issues. The whole team will fell valued.Team time spent together can as well as be productive socialising and acquire to know each other can alleviate stresses and stra ins and can make a firm foundation for problem solving. any team members must be toughened as equals. Problems will come if team members feel that one member receives special treatment.A Manager must also show consistency when completing all tasks with the team. Offers of helping team members is a positive solution as if you do the work yourself and complete the task others will see that you are an equal and should respond positively.1.5 analyze HOW DIFFERENT MANAGEMENT STYLES MAY fix OUTCOMES OF TEAM PERFORMANCE.thither are pentad trouble airs widely used throughout the world to daylight. They are Authoritarian way A Manager at the train of the company decides how things are to be done and how each team member will work. at that place is no room for impropriety within this fashion. The Manager is solely answerable for devising company policy and implementing it. This care way could isolate the team when used alone although there is a part in certain poses for thi s management direction to be used.Democratic precaution this heavy involves all employees and encourages them to have a brain of ownership and to be a part of the decision making process within a company. This Management style to me seems to be the most productive in boost teamwork. Democratic Management is what is used in my own company through team meetings. Staff are involved in the changing of systems and work and it is rattling productive.paternalistic Management is where the boss acts as a parent to the employees. This style encompasses employees social of necessity into the equasion and looks at them as a whole person instead of just a worker. I can see how this management style creates a friendly working environment although my worry would be that employees would become too familiar. I believe this syle to enhance team performance .Autocratic Management This is when a Manager makes decisions in line with their opinions and views and completely alone without the assis tance of a team. This management style can get off employees feeling under valued and that they can have no opinion or say in how things are to be. There is no team involvement in this style. Autocratic management can often present as a well run company on the away but on the inside employees may be dissatisfied thus team performance damaged severely.Laissez faire management This management theory is defined as having employees that manage their own sections of the business and the over all manager watches from a distance. I care this management theory as at team meetings each member who has been answerable for their own areas can bring in their own achievements, problems and findings. If the right people are placed in the right position this theory can be very productive. The over all manager can take more of a back seat if done well and the soulfulnesss can run the company but only if they are self motivated individuals.1.6 give way METHODS OF DEVELOPING TRUST AND ACCOU NTABILITYA democratic management style understandably develops trust as every team member is involved in the processes and trading operations of the company. ontogeny trust is found nearly communication. As we interact, question, disagree with and support decisions in a positive way, we build trust in one other and assist overall group success ( Limas 2003)Key elements for developing trust are communication methods. Active listening, body language, group interaction and group communication must beused, observed and acted upon. This is why team meetings include these are essential to develop group trust. The leader of all team interactions must be familiar with all communication methods with a view to trust buildings. office development.Robust performance is based control accountability. Within an organisation it is essential that all involved know their accountability and when this is acted upon. For instance Managers are accountable for ongoing training and how this is gu ided through supervisions and passed onto staff members.In a domiciliary care setting all workers have a job description and code of practice. They also receive training on safeguarding, record keeping and any other aspect of their day to day role. When workers have signed policies and procedures they will be aware of their own individual accountability. It is essential that regular training and updates are done so that all know who is accountable and for what within a care setting. The Management need training in these matters so that they know their own responsibilities. office is developed when own responsibility is defined.1.7 correspond METHODS OF ADDRESSING CONFLICT WITHIN A TEAM.There are many methods of addressing contravention within a team. (Goldfien and Robbennolt 2007) developed a dual model based upon assertiveness and empathy and have proven that linking these together using their tail fin contrast resolution is productive. These are scheme conflict adopting a wait and see approach. This can often lead the conflict to go out of control.Yeilding conflict style this is based upon having more regard for the person creating the conflict than of ones own self. This is used by individuals who with to keep social situations pleasant. They give into demands so as to not upset the apple cart.Competitive conflict style this maximises individual assertiveness and minimises empathy. This style is used for dominating people who simply wish to win or lose. This is an aggressive style of conflict that usually involves arguing and shouting and power games. It is based upon feelings of intimidation (Morrill 1995)Cooperation conflict style This style is when the individual takes into account both sides of the conflict and to the best possible outcome for both parties. This style is based around the conflict being dealt with assertiveness and empathy in equal measure. According to literature that has been written on conflict resolution a cooperative co nflict resolution style is recommended above all others ( Sternberg and Dobson 1987) conciliation conflict style This style is based around fairness. Giving and taking actions are evident to reach half way thus promoting conflict resolution. This style is both yielding and co operative combined.When a conflict is evident then the management should seek these styles and act accordingly restricted on the nature of the conflict. It is also near personal preference and characteristics of the individuals involved in the conflict.My personal method of dealing with conflict within my company is the consiliation style starting line and foremost but with the different styles above I can use another if my natural choice is unsuccessful which it is not very often it does not work.ReferencesBruce Tuckman . (1965). Managent theories and styles. forthcoming http//www.mba-online-program.com. destination accessed 14th sept 2012.Goldfien and Robbennolt. (2007). conflict resolution. accessibl e http//en.wikipedia.org/wiki/conflict_resolution_conflict_management. plump accessed 08th oct 2012.management. (2011). established teams. Available http//www.change-management.com/tutorial-pm-cm.htm). Last accessed 08th oct 2012.MIT human resources. (2012). Accountibility. Available http//hrweb.mit.edu/performance-development/accountibility. Last accessed 08th oct 2012.Morill and Sternberg and Dobson. (1995). Conflict resolution. Available http//en.wikipedia.org/wiki/conflict_resolution.conflict_management. Last accessed 08th oct 2012.Univerity of Florida. (2010). Developing trust and co operation. Available http//edis.ifas.ufl/fy748. Last accessed 08th oct 2012.wikihow. (2010). How to build trust. Available http//www.wikihow.com/build-trust. Last accessed 08th oct 2012.