Lead And Manage A Team Essay Example for Free

Lead And Manage A Team Essay 1.1 -Explain the features of effective team performance The features of effective team performance is set up through positive leadership, this is something which is developed and nurtured. An effective team will work together, be focused and all the time supporting each other along the way to achieve and reach goals. For a team to be effective, each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aware of the skills or weakness within the team and be able to provide support were necessary and also utilise their strengths. Training and support will enable staff to improve performance, develop confidence and lift spirit within the team. A leader should encourage any conflicts to be resolved through healthy, professional confrontation and willingly and openly negotiate necessary changes. Effective leaders are a bit like cheerleaders for the team, they encourage and support members who are committed and actively with their teams and engage those members who aren’t participating. 1.2 -Identify the challenges experienced by developing teams Lack of Diverse Skills and Interests: If a team consists of members with similar skills and interests, the purpose of the team may not be achieved. Consider the scope of the project before selecting team members to determine which skills and interests best serve the team. Choose team members who have a range of different skill sets and interests. Read more:  Explain the Features of Effective Team Performance Poor Communication When individuals work as part of a team, communication is a key. If a team member treats his role as an independent one, communication suffers. If the team leader doesnt communicate with the team members, the office suffers. Hold team meetings to discuss expectations. Ask team members about their successes and challenges to gauge the level of communication. Supervisions are key as they are often a good tool to set objectives and measure success. Role Confusion Even though a team works together to achieve a goal, each person needs to know his specific role within the team. Otherwise, role confusion results. When team members lack an understanding of their specific roles or choose not to follow through with their roles, the team cannot develop as a cohesive and well-functioning unit. As a branch manager it is important that i ensure that i develop specific, well-defined roles for each team member. Explain each role, in detail, to each team member to avoid confusion. Monitor team members to make sure they adhere to their assigned role. 1.3 -Identify the challenges experienced by established teams Conflict Conflict can occur in work place for all sorts of reasons, however it can often occur in established teams. Often established teams can become quite friendly and personal issues can interfere or cause problems within the working environment, it is important for me as the branch manager that these are indentified and dealt with sooner rather than later as often it can become difficult to manage if it escalates. Norming Tuckman model refers to Forming – Storming – Norming and performing, Experienced teams can often get stuck in norming which is where everything becomes stagnant and just ticks over day to day. Day to day tasks are complete but nothing above and beyond, as the branch manager its my role to get the team from this stage to performing, this can be done through regular team meetings, supervisions. 1.4 -Explain how challenges to effective team performance can be overcome Working as a part of a team can be challenging depending on different personalities and working styles, however it can be just as rewarding, tasks can get completed quicker and the working environment can be fun and enjoyable. If not managed effectively the team will not function and there are some basic things to bare in mind. Clear job roles Regular team meetings Regular supervisions/appraisals Team building days All staff are aware of what we are working towards Manage performance effectively 1.5 -Analyse how different management styles may influence outcomes of team performance There are many management styles and i believe having one particular type all the time wont work, i find myself more of a democratic which is: Democratic style, the manager allows the employees to take part in decision-making: therefore everything is agreed upon by the majority. The communication is extensive in both directions (from employees to leaders and vice versa). This style can be particularly useful when complex decisions need to be made that require a range of specialist skills: for example, when a new ICT system needs to be put in place, and the upper management of the business is computer-illiterate. From the overall business’s point of view, job satisfaction and quality of work will improve, and participatory contributions from subordinates will be much higher. However, the decision-making process could be severely slowed down unless decision processes are streamlined. The need for consensus may avoid taking the ‘best’ decision for the business unless it is managed or limited. As stated above this does have its disadvantages as decisions can be slow and staff can become to involved in the managing of the business. Other types of management styles are: Consultative Persuasive Autocratic Chaotic Democratic is more my style but I will step into other styles should the need arise, however democratic style has its pros and cons, not all decisions can be made or involve the team and during these times conflict and anxiety may arise, it also has the potential to blur job role boundaries as staff may feel they are in a higher position than they actually are, I think its important during times staff can not be involved in decisions then other styles of management should explored, being stuck in one style can become predictive and staff may become complacent. A good style of management is also Autocratic this style of management is where the manager makes all the decisions and this can be an assertive style however it can make the staff  feel less involved in the day to day running of the business, it does have it pros – staff can feel well lead and managed with the business under control as the manager can come across confident. I think its important to move between the both styles depending on the situation, for example if you are disciplining someone the a more assertive style would be needed, where as if you are trying to reach targets or setting KPI’s then the democratic style would be more suited as you would involve the whole team and let everyone decide how the KPI’s would be achieved, staff are more likely to achieve targets if they are involved in the process. 1.6a B -Analyse methods of developing and maintaining trust / Accountability Trust develops from consistent actions that show staff you are reliable, cooperative and committed to team success. A sense of confidence in the workplace better allows employees to work together for a common goal. Trust does not always happen naturally, especially if previous actions make the employees question if you are reliable. Take stock of the current level of trust in the workplace, identifying potential roadblocks. An action plan to build positive relationships helps improve the overall work environment for all employees. Remain honest with your employees about both positive and negative aspects of the business. Expect your management team to maintain the same level of honesty with the employees. This sense of integrity makes your employees and colleagues more trusting of your actions Involve all employees in achieving company goals. Be transparent with your companys mission and goals so all employees feel they are a valuable part of obtaining those objectives. Employees who feel management values them are more likely to instil trust in those leaders Value all input from your employees. Encourage employees at all levels to share their ideas for improving the company. Listen with an open mind even if you dont ultimately choose to follow a suggestion made by an employee. Define the duties. Eighty percent of the job is specified by your job description and responsibilities. Twenty percent of your time, however, is spent helping colleagues and clients. Create an atmosphere where everyone bends over backward for the other person. A successful, trusted and well-respected team  member uses words like, absolutely or certainly when asked for help. Look for things that need to be done and do them without being asked! This is the true definition of teamwork. Be clear with prospective employees during the interview process. What are your expectations? Hold your existing employees and new hires to consistent standards, outlined in your policy manual. True teamwork demands that all employees are held to the same standards and, most importantly, do whatever is necessary to take care of the customer! Define your expectations in a workplace policy manual. A personnel policy and workplace manual should cover individual and team responsibilities. If you don’t already have one, or if you have one that needs updating, be sure it includes items such as: Job description Office and working hours Leave time Professional appearance, including body piercing, tattoos and hair color Salary Other benefits Outside employment Probationary periods Performance reviews Absenteeism Discipline Termination Be aware, however, that more important than defining your expectations: You need to be consistent in holding all employees to the same standard or else you will create an atmosphere of favouritism! Outline the time commitment and set aside adequate time for each task. It is not fair to assign or accept a responsibility and then have no time to accomplish the task. Be realistic about the timeframe, and make sure your team members are aware of the deadlines for each project they take on. Be careful to not overload your staff with too many commitments or too many interruptions. They will get discouraged and burned out. Instead, focus on delegating one task at a time, communicating the objective and timeframe clearly. Open the lines of communication by having an open-door policy. Manage by â€Å"walking around.†Ã‚  Know the concerns of your team and deal with them head on. Ignoring your staff’s concerns will NOT make them go away! Be positive in your approach and dependable in your attitude. Do not lose your temper. Instead, be reasonable and predicable. If you respond inappropriately, whether out of anger or insult, your team will remember the 10 percent of the time that you were out of control, not the 90 percent of the time that you did well! By following these steps and increasing the accountability of your office staff, you create trust and respect in the workplace. With these changes, your sense of teamwork and trust will grow, while decreasing your levels of stress and conflict 1.6 -Compare methods of addressing conflict within a team Be Aware when conflict occurs Knowing that conflict may and will occur is the first step to resolving it, especially if you know that certain team members may disagree with each other. By recognising that there will be conflict, a manager knows what to expect. Set the Ground Rules At the beginning set some ground rules in your first meeting. Be sure to address what process will be taken to address conflicts, as they are bound to rise and will need to be taken care of before they spiral out of control. Tell team members that everyones ideas are valid and that they shouldnt be dismissed, even if you do not agree with them. Learn About Destructive Conflicts Conflict becomes destructive when no resolution is in sight or the issue cannot be resolved. A psychological model for explaining destructive patterns is the persecutor-victim-rescuer triangle. The persecutor would be the bad-guy or bully in this scenario, but the rescuer is also placing him or herself in a position of superiority over the supposed victim. Stop yourself if you see yourself slipping into any of these roles and also try to recognise it in your team. Stop Conflict when it Happens Conflict should be addressed immediately before it can grow. If a discussion  grows heated during a meeting, do not wait until the next meeting to address the issue. Instead, discuss the issue while in the meeting; even if members disagree, they are still able to see each others points of view. Get the Whole Story Be sure you understand the perspectives of every person involved. Conflicts arise when there are differences of opinion, but also due to miscommunication or misunderstanding. As the manager, you should get all the information you can in regards to the conflict so that you can resolve it efficiently and effectively. Meet for Resolutions If the conflict cant be resolved during the initial meeting, set up a separate meeting with those that are having the conflicts, so that a resolution can be reached without getting the other team members involved and picking sides. Discuss Both Sides of a Perspective Even if you are inclined to agree with one side of the conflict, do not make a final judgment until each person has had their say. Ending a discussion without hearing each person out can escalate the problem. Explain the pros and cons of both ideas, so that both people can consider the opposing view. Make Compromise a Goal Compromising between parties is helpful, as it can allow for both conflicting parties the ability to use their ideas. Most times, points can be combined in order to make a better idea or solution.

All Quite On The Western Front Essay -- essays research papers

â€Å"All Quiet On The Western Front†   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  World War I was a fierce and very disturbing time for many people. During war people will stretch their own personal boundaries and limits just to stay alive. Although every solider was someone’s son, by the end of the war this was not a factor. By thinking of an enemy as less then human, the act of killing someone’s son was a little easier on the minds of each soldier. To everyday people it is apparent that the war changes people, but the extent of the change is not so easy to see. This change is symbolized in the movie, â€Å"All Quiet On The Western Front.†   Ã‚  Ã‚  Ã‚  Ã‚  At the beginning of the movie, Paul Baumer and his friends were excited about the war. Their teacher Mr. Kantorek, had put a theory in their heads that war was a patriotic duty. If you loved and wanted to support your country, then going to war was a must. With this theory in your head, the act of war is a very difficult thing to handle. Paul realized that war was a horrible place to be. Yes you were fighting for your country, but at the same time all of your friends and family were dying around you. In the end was it really worth it? This was the question that ended up on Paul’s mind, and was a question that would not be soon to leave his conscience.   Ã‚  Ã‚  Ã‚  Ã‚  Paul was a good boy. He had a good education, was a non-smoker, and had many friends. His teacher was amazed a...

Applying Family Systems Theory to Early Childhood Practice Essay

In this article, Christian (2006) discusses the six characteristics of family systems relevant to early childhood practice. The author believes that teachers have a role in discovering and improving family systems to maximize children’s abilities. Therefore, early childhood teachers should consider these characteristics to help decide the best approach for students. The first characteristic is boundaries. There are two kinds of boundaries, namely disengaged and enmeshed. The first allows children to decide on their own and accept new friends, ideas, etc. but tend to be unattached while the other s from outside of the family. The second is more strict and attached; it supports and guides an individual in making decisions, but usually expects avid conformity with family rules. Considering the strengths and weaknesses of both kinds, the teacher should respect and support family boundaries in order to respond accordingly to needs. The second characteristic is roles. Family roles have a significant effect on students’ behavior. For instance, the eldest child tends to be more mature than others and play as the peacemaker, helper, etc. Teachers should recognize these roles and provide role playing situations where students can get to play other roles. Also, teachers should make families recognize their students’ strengths through writing simple notes. The third is rules. Teachers should know family rules of students in order to avoid confusing them with school rules. For instance, explain why a certain rule works in school but not at home, and vice versa. Teachers should have a positive outlook in striking a balance between both. Also, rules should be stated clearly because unspoken rules could lead to failure to obey them. The fourth characteristic is hierarchy. Families observe a certain hierarchy in the house. This points to the power to decide within a family. Teachers should be sensitive regarding this and observe the effect of family systems of each individual. For example, there are times when a child exercises power over others due to hierarchy experienced at home. Importantly, teachers should vary activities to make students experience a different hierarchy concept. Another characteristic is climate. This is the emotional and physical environment the child has. The role of the teacher is to ensure that the child has a positive climate at home. To do this, they could organize a talk with parents to find out and suggest a better climate parents can offer. Also, the climate in school should allow venue for â€Å"positive feedback and healthy sensory experiences.† The last one is equilibrium. This refers to the sense of balance within the family. Equilibrium should manifest in all aspects, such as health, emotions, activities, finance, etc. It can only be achieved by undergoing changes from time to time. For example, if a family experiences difficulty because of a daughter’s illness, parents cannot be focused only on the ill member. They should devote equal time for their other children who equally need care and attention. As professionals, teachers can guide parents to assess equilibrium in their family. The suggestions the author makes in this article are very significant. Considering the characteristics mentioned might help each family become more well-knit, thus maximizing intellectual and emotional development of the students. To effect this, teachers should have willingness, sincerity, and respect for each student and the family system where they belong. Reference Christian, Linda Garris. (2006). Applying family systems theory to early childhood practice. Retrieved 5 November 2008, from http://journal.naeyc.org/btj/200601/ChristianBTJ.asp

An Overview Of Apollo 11 Mission - Free Essay Example

Sample details Pages: 3 Words: 1006 Downloads: 6 Date added: 2019/08/15 Category Society Essay Level High school Tags: Apollo 11 Essay Did you like this example? Apollo 11 Mission The Apollo Program was initiated in 1963 and was completed in 1972. The purpose of this program was to place a man on the moon, explore the surface of the moon, and develop the ability for man to work in the lunar environment (Loff, P.1). There were seventeen Apollo missions in total, however, only six of the seventeen placed man on the moon. Don’t waste time! Our writers will create an original "An Overview Of Apollo 11 Mission" essay for you Create order Apollo 11 was the first of these missions to accomplish the goal of placing a man on the moon. (National Air and Space Museum) It was a televised event that the world will probably never forget. From the first footstep made by Neil Armstrong to the American flag that was proudly placed on the moons surface; the astronauts of the lunar module Eagle, Neil Armstrong and Buzz Aldrin and Michael Collins changed history as we knew it on July 20, 1969. On July 16, 1969, the world watched as the National Aeronautics and Space Administration (NASA) loaded three astronauts aboard the lunar module Eagle that sat on a launch pad at the Kennedy Space Center in Florida. Once launched, the lunar module Eagle raced into space where it made one and a half orbits before getting the ok to head towards the moon. The Apollo 11 mission began and in only four short days the goal of the Apollo mission would come to fruition. Neil Armstrong, the first astronaut to step onto the moons surface, joined NASA in 1962 where he was command pilot on the Gemini VIII mission and later would become the spacecraft commander for Apollo 11. He was an educated man who studied aeronautical engineering at Purdue University on a United States Navy scholarship. Neil served in the Korean War as a pilot who flew combat missions. After joining NASA, Mr. Armstrong served as a test pilot to aircraft that could reach top speeds of four thousand miles per hour, he also serve d as an engineer (Biography.com, P.2). When Neil Armstrong stepped on to the moons surface, the world watched in amazement. America achieved what many thought was impossible. We not only beat Russia to the moon, we were the first to step foot on it and Neil Armstrongs words Thats one small step for man and one giant leap for mankind was forever embedded in history (Dunbar, P.1). Mr. Armstrong would go on to have many more accomplishments in his NASA career before leaving in 1971. Neil passed away at the age of 82, just a few weeks after receiving an open-heart bypass surgery (Biography.com, P.5). Buzz Aldrin was the second man on the moon and he assisted Neil Armstrong with placing the American flag on the moons surface. Like Neil, Buzz was a pilot during the Korean War. He participated in the 1963 Gemini mission and was later chosen for the Apollo 11 mission. Buzz got his pilot experience while serving in the United States Air Force. Buzz held a doctorate degree and laid the groundwork for underwater training techniques to simulate spacewalking. Despite his amazing career, Buzz admitted in his autobiography, Return to Earth, that he battled depression and alcoholism during his time with NASA. Once he obtained sobriety Buzz went on to write several books, appeared on many television shows, he played a small role in the movie Transformers, promoted space exploration by collaborating with Snoop Dogg and Talib Kweli to create a song called Rocket Experience and he inspired Disneys Buzz Lightyear character. Here are a couple interesting facts about Buzz Aldrin, his mothers maiden name was Moon (how ironic) and Buzz once punched a man in the face for saying the moon landing was fake. (who could blame him). Buzz Aldrin is currently 88 years old and doing well. Neil Armstrong, Buzz Aldrin, and Michael Collins left space on July 22, 1969, and returned to Earth on July 24th. They were required to remain in a 21-day quarantine as a precaution against uncertain threats of contagion (National Air and Space Museum, P.2). Once quarantine was complete, a ticker-tape parade was provided for the three astronauts, where New Yorkers dropped a record amount of paper products onto the streets to celebrate and welcome home the returning heroes (National Air and Space Museum, P.3). (NASA, NASA, spaceflight.nasa.gov/gallery/images/apollo/apollo11/html/s70_17433.html) Neil and Buzzs legacy will continue to live on in the history books and in the stories, we share with new generations of space enthusiast. NASA, the astronauts, and the many hundreds of people behind the scenes that work together to make space exploration possible deserve a lot more credit than probably receive. Without these amazing people, we would never know what a moon rock looked like, how a person eats, drinks, sleeps, and works on a space station, or all the beauty our solar system offers. I hope pictures like this, help remind people of the work, dedication, and sacrifices made for good of mankind. google.com/search?biw=640bih=635tbm=ischsa=1ei=IjTMWoGuM4iXjwTCiq6gAwq=NASA- earthoq=NASA- earthgs_l=psy-ab.3..0i7i30k1l10.6138.12449.0.13515.29.26.0.0.0.0.357.3107.4j9j5j1.19.0.01c.1.64.psy-ab..12.8.17660j0i67k1j0i8i30k1.0.OsFMbk0Ls8Q Â  Works Cited Apollo 11 (AS-506).Apollo 11 (AS-506) | National Air and Space Museum, airandspace.si.edu/explore-and-learn/topics/apollo/apollo-program/landing-missions/apollo11.cfm. Buzz Aldrin.Biography.com, AE Networks Television, 16 Mar. 2018, www.biography.com/people/buzz-aldrin-9179894. Dunbar, Brian. July 20, 1969: One Giant Leap For Mankind.NASA, NASA, 19 Feb. 2015, www.nasa.gov/mission_pages/apollo/apollo11.html. Google Search, Google, www.google.com/search?biw=640bih=635tbm=ischsa=1ei=IjTMWoGuM4iXjwTCiq6gAwq=NASA- earthoq=NASA- earthgs_l=psy-ab.3..0i7i30k1l10.6138.12449.0.13515.29.26.0.0.0.0.357.3107.4j9j5j1.19.0.01c.1.64.psy-ab..12.8.17660j0i67k1j0i8i30k1.0.OsFMbk0Ls8Q Loff, Sarah. Apollo 11 Mission Overview.NASA, NASA, 17 Apr. 2015, www.nasa.gov/mission_pages/apollo/missions/apollo11.html. NASA, NASA, spaceflight.nasa.gov/gallery/images/apollo/apollo11/html/s70_17433.html. Neil Armstrong.Biography.com, AE Networks Television, 28 Apr. 2017, www.biography.com/people/neil-armstrong-9188943.