Mgt 245 Week 4 Managing Effective Teams

After having run through the simulation, what elements of that strategy would you have changed and/or what strategy do you intend to pursue in the group simulation?

After the selection of the effective team members, it is important to analyze the conditions that should be in place before the team is launched; analyze the team processes that unfold as the team begins its work; assess what should happen during the team’s launch, and

 Set limits on what members can do  Teams perform better.  Understand individual strengths and weaknesses  Optimistic role on diversity  Smaller teams are more effective  Effective with just enough people to complete task  Gives an option  Allows to have high and low performing teams  All members must share workload  Delegate responsibility  Allows teamwork

The insights I gained from this simulation was there needs to be constant communication between an administration team. Even though we separated tasks we were still checking up on each other and making sure that tasks were being done. All members were emailing each other and telling them how they were doing with regard to meeting their deadlines and

A number of factors should be considered when aiming to achieve effective team performance, there are responsibilities individually and as a group which contribute to the success of high quality teamwork. As an organisation which provides a service to a large community of vulnerable adults it is essential that the team is managed appropriately; the efforts put in to the work is reflective of the service which the clients receive.

In summary the report recommends the following. A greater awareness of human perception flaws such as the fundamental attribution error, which would promote a more objective view of the simulation and a higher level of group cohesion. Higher levels of goal setting throughout the forming stage of group development and a lessening in the role dominant members of the group played in decision making is recommended. The net result would be higher levels of autonomy and task significance which should promote greater levels of productive conflict. This would result in the avoidance of many of the erroneous judgements made throughout the simulation.

As this is our first time working together as a team, it is no doubt that we require some time to build up the team chemistry in order to work better together. However, there is one thing that speed up this process. In this project, we all share a common goal and vision, which is to score high mark in the simulation exercise. This indirectly becomes a direction for us to head to as a team at the same time, enhancing our team dynamic along the way.

Everest leadership and team multimedia simulation is an attempt to help the participants experience and understand team dynamics and leadership. It requires participants to work as a unit, a cohesive entity, collaborating and communicating essential information in order to make effective decisions that will benefit individuals and the group in achieving their goals. The interactive simulation presents the participants with series of complex and difficult decision-making situations, mimicking real life scenarios facing many organizations.

We used the project process guidelines to play the simulation. Although, there were some limitations by simulation that stopped us from making real decisions but we tried our best to make our decision as close to real situation as possible. In individual rounds we learn how to allocate resources and how to manage our budget and plan ahead. In team simulation we started the pre-play simulation with hiring resources. Based on our experience from individual rounds and the fear to losing highly skilled resources we hired costly and almost all of the resources, knowing that we may increase our unallocated resource expenses. We also hired 3 resources for the marketing job, the reason was that we had so many marketing tasks that we though one or

5.0 Different roles within a team and the impact of..... personality types on a team.........................................8

Through this experience, I learned again that a multitude of potential solutions thought by people on the team is much better than just one or two solutions set forth by the leader. The best possible outcome appears when opinions of all the group members meet together. Instead of simply assigning them what to do and expect them to play well, allowing the team members to assist in decision-making, to increase the team involvement, and finally to motivate them to work harder is the job of a participative leader.

This report aims to examine the issues identified during the simulation with regards to communication, and personal leadership development. The first simulation was completed in a virtual environment, with geographically

The first attempt of simulation was accomplished unsuccessfully, with only 28% of the team goals achieved. The elements of poor result including lack of knowledges with the goals of others, poor communication with new teammates, and do

The purpose of this paper is to identify the criteria needed for making team selections along with the factors to manage a team effectively. Once I have defined the criteria for team making and management, I will elaborate on how an individual 's personality affects the workplace.

The intuitive design of the simulation gives each team member a wide variety of information, distinct goals, and one role. The information is intentionally restricted towards certain individuals due to their roles. The goals are aligned with the roles of group member, the team leader’s goal is to get everyone to the top of summit.