BST193 Leadership and Personal Development Assignment Sample
Here’s the best sample of BST193 Leadership and Personal Development Assignment, written by the expert.
Introduction
The study relates to the analysis of theory and application of leadership and personal development and at the same time, personal insights will help in analyzing the study. The purpose of study is to link analysis of theory and insights of personal development. The theory of team working and existing practices of team and group development is linked to understand the implications of personal development. This study is conducted due to increasing importance of leadership and personal development in current scenario. It has become an ubiquitous part in personal and professional life and bringing effective team, group of skilled individuals and being effective at work is equally important for success. The team members need to work well as a team to achieve the purposes. Therefore, this study is being conducted to understand the important aspects of team working and development so that teamwork can be improved in considerable manner. The different studies related to team working and personal development has been studied to understand the practical implications and at the same time, the personal insights provided in the study helps in linking the theory and practices within the related field. With the increasing use of teams in organization, the study has mainly focused in the role of leadership and personal development for achieving better success. The study have summarized theory and practices to provide an integrated view of team leadership with the help of existing theories and practical implications within the study and also, identified the areas of future research.
Career Aspirations
In context to team working and personal development, career aspirations and plan is very important to be considered so as to understand the details of relevant sector, roles and responsibilities of job, structure of the career and other details related to career. The career aspirations can be related to family business, own venture, corporate venturing, job etc. My career aspiration is to get a police officer job or gain a medium position in the police department in any suburb locations. I have grown up in suburbs and understand these kind of locations in well manner. I am residing in city area for studies but very excited to move back to suburb areas as a police officer and quite excited to move to new life. I hope to investigate the field of police department and apply for job in the FBI. I am looking forward to gain major skills, experience and knowledge for working as a police officer. The personal style need to be evaluated for understanding personal skills, knowledge and experience. I am evaluated as an organized, meticulous and provide more attention to detail. Also, I am loyal and responsible to take up this work and can work effectively as a police officer. The qualities of FBI agent include the qualities of organized, meticulous and attention to detail because failure in these skills can result in overlooking of important clues. The personality mosaic is also tested to evaluate the interests of people. I have major interests in investigating fields and enterprising areas. It is indicated that these type of people include logical, insightful, persistent, analysis, thinking skills and persistent. Again, these skills and interests are very helpful in this career as a police officer or FBI agent because this job requires keen ability to analyze different situations and an active mind.
To prepare as a police officer, I am working very hard to increase my domain knowledge and soft skills such as communication, attention to detail and investigations. These skills, knowledge and experience helps in founding a successful development of career. And at the same time, my background in military school helped in my personal development throughout the career phase. I have learnt good work ethics, internal discipline, assertiveness and ability to work with team of different backgrounds. The training in police department will help in further development of my skills and also provide insight to new areas and improve myself as a successful police officer. From the police department job, I will be learning maximum possible skills and also, provide opportunities for several jobs in the relevant department and enforcement fields.
Importance of effective team working for future career success
The effectiveness of teamwork is extremely important for future success of career because it provides better possibilities to work with different skills and different people. The team work at the work place provides ability to be familiar with different people and learn to work together as a team for achievement of common objectives. The teamwork is vital for success of work place and achievement of goals. It is important to understand important elements for development and encouragement of teamwork and growth. The primary factor is delegation of responsibility under which the strengths and weaknesses of individual members are evaluated and the tasks are divided according to respective proficiency (Bradley, 2007). The team efficiency is also a very important factor as the systems need to be developed for completing the tasks in quick and efficient manner. The teamwork leads to better productivity, more revenues for the company. The team is aware of individual abilities and work effectively. The strong team environment leads to better mechanism of support for all members of the team and encourage trust among members of the team.
Critical Analysis on Group Behavior and High Performance Teams
The different studies related to teamwork, group behavior and performance of teams have been analyzed to understand different perspectives, examples and key considerations within the research. The team members can be categorized in two groups i.e. Team work processes and task work processes. The task work represents the work of team and the team work is related to their coordination with each other. The task work includes technical competencies execution in the specific domain and on the contrary, the team work is related to interdependent behavioral processes and range of interaction within the team (Harris, 2006). The team work is evaluated on the basis of performance, outcomes, satisfaction of team members etc. For example, the team work can be considered as seamless communication between surgeon, nurses and specialist doctors because the synergy between them is more important than their technical competencies. The respective skills are valued but more important is their collaborative adjustments (Vries, 2009).. Another example can be of flight crew and air plane pilot because the system and weather problems need to be communicated to pilots in timely manner in addition to the technical skills of aviation. The research indicates that the effectiveness of team work is positively related to the group cohesion, team performance, satisfaction of team members and collective efficacy.
The assortment of studies and researches indicate that team work is conceptualized with multiple models and theories. According to Fisher (2009), many frameworks are related to team work and there are many models that overlap each other and have considerable differences. They are related to different dimensions of team work and conceptualized as specific labels. However, it is agreed commonly that team work comprises of measurable behavior and multiple observations. In general, the models of team work is related to the behavior and functions to the regulation of team performance and keeping the team together (Luca, 2010).. Both the components coincide with each other within the team. It is important to recognize various reviews and studies to address the concerns of teamwork in effective manner. The teamwork, group behavior and performance are studied in many studies but these studies are limited on limited sample and characteristics of intervention (Flynn, 2010). For example, some studies or reviews are conducted for specific type of teams or for particular context. And other studies are limited for specific training programs of strategies for narrow strategies of team work. These studies have used the combination of team work theory and practices for achieving the final outcomes. The studies mainly indicates that group behavior and team work leads to high performance of teams.
Team is the basic structure for development of work place and high performance teams are deployed for achieving business objectives. The major link between group behavior and high team performance is the team development and cohesiveness. The major benefits of team work is the ideas and contribution by different team members (Wageman, 2007).. The cohesiveness is a common characteristics for all members of the team and also considered as effective in achievement of goals. Therefore, cohesion in the work place is a significant factor for success in long run. It is important to consider that development of team takes time and follows identifiable stages within the journey of team development. The four stages of team development are recognized to overcome the challenges within the work place.
The first stage of team development is forming stage that represents the beginning and shared among all members of the team. The relationship are developed in this phase. In next stage of storming, the arguments are made related to strategy, leadership and goals. The team leadership is imperative in this stage. The norming phase is third stage in which the trust is gained among team members and the communications are made instantly without any hesitations. After successful norming stage, performing stage takes place (Oliver, 2010).. The team members have significant bond among each other and subsequently perform better as a team. The leader need to keep the motivation of team, clarifies the goals and purposes and address all important concerns within the team. At the same time, cohesiveness is considered as an important factor for increased performance of team.
The team members need to be quite cohesive for achieving high performance. The cohesive team focusses on processes and not individuals. They respect everyone in the team, commit to strategies and decisions of team, and creates accountability among the team (Johnson, 2008).. The cohesive teams also have high level of morale because of increased communication level, friendly environment, committed contribution of team members and loyalty in the decision making process.
It is important to be noted that previous reviews and reports are pooled to understand the relationship between group behavior, effective team work and high performance of teams (Scarnati, 2007). The review of studies have assessed the impact of group behavior and team work on high performance of teams. The overall purpose of study is to understand the importance of teamwork for enhancing the performance and achieving goals at the workplace.
Analysis of your Existing Practice
The existing practices analysis help in better understanding of practical implications and application of theories in practical life. The examples of teams in which I have been involved are provided for understanding the team work concepts through work experiences and group work. The theory of team work have clarified that it boosts the performance of team (Vygotsky, 2008). and also, enhance the reflection by drawing the results within the study. Team work have been standardized in current scenario and mostly, it prepares in completing the projects at work place. Most of the corporate leaders feel that problems are very complex and require a team to resolve the issues and provide feasible solutions (Francis, 2009).. The team meetings are conducted to analyze the problem and situation and then after, the collaboration of leaders help in creative thinking, problem solving for achievement of positive outcomes.
My recent experience related to team work is in the current job. I was working in mail order company and I was working in order processing team and liaising with customers for handling and resolving their problems and addressing the queries. The administration handles the work load and the overall work requires lot of customer contacts. Recently, manager of company have taken a decision to hire new team member for better customer experience even if the member does not have much administrative experience (Tarricone, 2010). The manager expects that new team member should not need any help in dealing with customers on telephone. Now, it was very obvious that the team member have expertise in customer handling but at the same time, the member was struggling for administrative works. I was very senior member of team and therefore, my manager asked me to support the new team member and take him under my wing to solve her administrative difficulties (Critchley, 2006). After several days, I have taken him in my wing while conducting all types of work and let him check all the work I do before he takes her daily duties. He have learnt very quickly and within some more time, he was doing all his jobs perfectly and became one of the inevitable members of team.
Another team work experience is my job in a busy pub where I was working as a bar staff and an active player of the team. I have suggested that the responsibilities will be shared between two people in the beginning of shift and for the same reason, we have understood the duties and responsibilities of each other (Wageman, 2007). However, it is not possible to predict the flow of work in different shifts and day to day routine. It was very clear that some people were very busy at work while others were under the pressure. I was known to the fact that there are considerable lapses in customer servicing and complaints and I have made sure to keep a close watch on the busiest areas. I have fulfilled assigned tasks and also, supported all my colleagues in proactive manner so that the work does not fall behind at the work place (Smith, 2006). I have also felt sometimes and I am under pressure and asked help from other team members and they supported me to complete the tasks on time.
There are many other examples and practical implications that clarifies the relationship between teamwork and high performance of teams. The teamwork means to accomplish the objectives with collaborative efforts. It ensures the effective team operations and achievement of business objectives. The teamwork really helps in embarking the frame around actions of the team. Th proactive attitude is important for identification of team members and further support is required for better development of team. The team work have been appreciated aa soon as all members of the team is engaged in the assigned tasks and processes for achievement of objectives. Once the work is started, the support is required among the team. The joint projects are conducted with the group work and tasks are allocated among team members. The contribution of different members and discussion of roles are done before initiating the project (Flynn, 2010). The good team work accepts help rather than just offering it. Therefore, it is important to act responsibly as a member of the team and demonstrate effective team working skills in addition to the technical skills.
Conclusion
The key points is concluded in this section and implications for future development of study has been provided for betterment of study. The study have indicated that teamwork is effective for achieving high performance of teams and it has been identified through various studies, theories, models and framework. It is clarified that the attributes of team work plays an important role for determining the success of teams. The results shows that there is a significant relationship between embracement of team work and achievement of high performance of teams. The results also indicate that the key attributes of team work need to be considered by all members of the team to implement the strategies in effective manner. The majority of studies have indicated that the effects of team work on team performance is consistent in the real world settings. The effects of team work on team performance is significant and intact. The examples of team work also indicates that the team work leads to productive outputs only if all members of the team are contributing properly and aiming to achieve common objectives.
Future research can be conducted on implementation of strategies in a methodological ways and ensure that members of the team understand and acknowledges the importance of implementation. Moreover, the implications for best practices can be outlined while designing and implementing the activities of team work.In addition, the previous research on the interventions of team work indicates the improvement of team work results in effective performance of team. The future study can concentrate on ways to improve the team performance and sustain the leadership skills in team members. The combination of different dimensions of team work can also be evaluated to enhance the current knowledge in context to training of team in most efficient and effective manner. However, there are large number of combinations and dimensions in the studies of team work and it is not possible to pursue concurrent analysis. The findings of study suggests that team work interventions are very effective when two or more dimensions are targeted and future research can examine the effects of different combinations of team work dimensions enhance the current knowledge of team work. The objective of team work is to improve the cooperation and coordination of team. The personal insights and contribution of relationship between team work and effective team performance is evident in this study. The insights have reflected the relationship in better manner and indicated that it is quite effective or fostering team performance. The effects of effective team work is evident across various team members and utilization of different methods, theories, models and framework. The team work interventions are very effective and include multiple experiential activities so that team members learn effectively, practice the skills and develop team work in continuous manner.
References
- Bradley, J. H., & Frederic, J. H. (2007). The effect of personality type on team performance. Journal of Management Development, 16(5), p. 337-353.
- Critchley, B., & Case, D. (2006). Teambuilding – At what price and at whose cost? In A.Mumford (Ed.) Handbook of Management Development. Gower Publishing Company Limited, University Press Cambridge
- Fisher, S. G., Hunter, T. A., & Macrosson, W. D. K. (2009). Team or group? Managers’ perceptions of the differences. Journal of Managerial Psychology, 12(4), 232-242.
- Flynn, G. (2010). How do you know if your work teams work? Workforce, 76 (5), May p. 7
- Francis, D., & Young, D. (2009). Improving Work Groups. San Diego, California: University Associates.
- Harris, P. R., & Harris, K. G. (2006). Managing effectively through teams. Team Performance Management: An International Journal, 2(3), 23-36.
- Johnson, P. R., Heimann, V. L., & O’Neill, K. (2008). The wolf pack: team dynamics for the 21st century. Journal of Workplace Learning: Employee Counselling Today, 12(4), 159-164.
- Vries (2009) High-performance teams: Lessons from the Pygmies. Organisational Dynamics, Winter, p. 66-77.
- Luca, J., & Tarricone, P. (2010). Does emotional intelligence affect successful teamwork? Proceedings of the 18th Annual Conference of the Australasian Society for Computers in Learning in Tertiary Education at the ASCILITE, p. 367 – 376, Melbourne: University of Melbourne.
- Oliver, R. (2010). Developing e-learning environments that support knowledge construction in higher education. Presented at the 2nd International We-B Conference, p. 407 – 416.
- Perth, Western Australia. Parker, G. M. (2009). Team Players and Teamwork. San Francisco, CA: Jossey-Bass.
- Scarnati, J. T. (2007). On becoming a team player. Team Performance Management: An International Journal, 7(1/2), 5-10.
- Smith, K. (2006). Cooperative Learning: make groupwork work. New Directions for Teaching and Learning, 67, Fall, pp. 71-82.
- Vygotsky, L. S. (2008). Mind in Society. Cambridge, MA: Harvard University Press.
- Wageman, R. (2007). Critical success factors for creating superb self-managing teams. Organsiational Dynamics, 26 (1), Summer, 49-62.
Appendices
Appendix 1: Personal Development Plan
Name, position, function, location
Development Focus – Improving the current role and potential in role of leadership
Top 3 Strengths – Problem solving, Decision making, Financial acumen, Expertise of function and industry
Top 3 Development Needs – Strategic thinking, Cross functional expertise, Ability to lead the change
Development Actions – Leveraging the strengths and addressing the development needs such as speaking to manage fir high level desires, monthly communications and meetings.
Timing -Next week
Cost – $8-12K
Review – 360 degree assessment for insights of development needs and incorporation of new insights in development plan with review of executive coach.
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