Module3 Quiz: Team Effectiveness
Module3 Quiz: Team Effectiveness
Thedirector should figure out the mechanisms of enhancing the controlwithin the team since he cannot instill discipline to team members.This can be achieved in two ways. First, the director should ensurethat the contribution of each member becomes visible (Delmar, 2012).For example, a task can be subdivided into smaller tasks and eachmember take up a work on a peace of before presenting it to the team.This will ensure that the absence of a team member affects theprogress of the entire team, which means that the pressure forconsistent participation will come from the team members themselves.Secondly, the director should facilitate the team-level reward inorder to motivate team members and increase pressure on team members.
Theteam size should not be too small or too large in order to maintainefficiency. However, there is no standard formula to determine thesize of a team. The manager should be guided by several factors(including goals of the team, roles, level of cohesiveness, andnumber of functions) when forming a representative team that will beable to deliver to the expectations of the organization. This meansthat, although a smaller team is more manageable than a large one,the number of members to be included in the team should not be theonly guiding factors when forming teams.
Thereare three major alternatives that can help in addressing the issue ofan incompetent team leader. First, the team member should make someefforts to enhance the decision making process. This can beaccomplished by engaging an external stakeholder (such as theorganizational leader) or other team members in convincing the teamleader on the significance of adequate planning of the teamactivities. This will at least ensure that the scope of each meetingis relevant and consistent. Secondly, the team member should discusswith other team members on how to self-manage themselves.
Thesecond alternative is more viable and effective because it willrequire less time and efforts to implement. Self-management willrequire input and commitment of the current team members who willensure that the team achieves its goals. The self-managed team willtake advantage of its autonomy to control the work it is expected tocomplete without over-relying on an incompetent team leader (Delmar,2012).
Q.4.Challenges of the team leader
Amongother challenges, the new team leader will face two challenges.First, the team leader will face the challenge of resolving disputesand disagreements among the team members. A diverse group would beexpected to have conflicting views. This will be resolved by trainingthe team members in order to impart them with the sense ofcohesiveness (Delmar, 2012). Secondly, lack of motivation among theteam members is a challenge that might stifle the effectiveness andproductivity of the team. This will be resolved by a team levelreward system where each member will be rewarded for everycontribution they make during the team meetings. Both intrinsic andextrinsic measures will work.
Q.5. Stages of team development
Ateam leader should understand all stages of team development in orderto avoid surprises when leading the team. For example, an uninformedteam leader might consider the second stage of tension anddisagreement among the members as rebellion or an indication that theteam is about to collapse. However, an informed leader will supportthe team members and help it transition to the next stage ofcohesiveness (Delmar, 2012). Knowledge about the stages of teamdevelopment can increase the effectiveness of the team leader becausethe leader will understand the sequence of events. This will help theleader in applying the necessary measures to ensure that the teamtransitions faster to the next stage, thus enhancing the overallefficiency of the team.
Delmar(2012). Teamsand team effectiveness in health services organization.Boston, MA: Cengage Learning.