The entire experience of working in team was full of learning. Being a part of HR team of organization has provided a practical exposure to real problems and in making a team effective.
The most significant thing which I understand after this exercise is that building a team is simple but making a team effective is very difficult.
A team comprise of different members who are brought under same umbrella for a common purpose.
An effective team in my view is one in which each member takes responsibility of his/her activities and contributes equally towards accomplishment of set objectives.
I have realized that managing a team in a crucial task to be performed by team head. I have also got an insight into what problems occurs in managing a team.
For instance, there are many situations when there are differences in the opinion of members. In such conditions, arriving at a consensus requires proper rationale for convincing other members of the team.
One more important thing required in building an effective team is proper allocation of resources.
A team must be aptly equipped to perform all activities accurately and as per plan. It is the duty of team leader to assess the requirement of team prior to actual requirement. I have also realized that there are many situations when conflicts arise in a team.
For resolving such conflicts team leader has a crucial role to play. Team effectiveness is also affected by distribution of work. It means that allocating the work to the right person for a synchronized effect.
Similarly, communication also plays a vital role in making a team effective (Haas, 2010).
The entire learning about effective team has cleared much of my doubts, like earlier I use to think that working individually is better than working in team as one has the complete control over activities when working individually.
But, now I understand that team provides better results through division of work, sharing of responsibility, strong relationship among members.
The assessment of my learning also made it clear to me that working in a team in an organization different from working in some sports team etc. The goal of a team in an organization is in line with the aims of the organization.
The activities of a team are governed by policies of companies as well as other rules and regulations of the organization.
I have also understand that sum total of individual effort in a team is more than individual sum of performance of each employee. Besides working in a team also reduces risk associated with the work.
The assignment has improved my confidence as well as my writing skills a lot. I have learned how to write in responsible manner and connected way. Earlier, I use to hesitate in working in groups and a kind of introvert personality.
But, now I feel that I am ready to work in teams to contribute my best for improving performance of team.
The practical exposure that I have gained through this exercise will be very helpful for me in my future employment.
At first, now I know the advantage of working in a team which will improve the effectiveness of team for which I will work in future. I will use technique like conflict resolution, team management, resource allocation etc. for making team which could produce better results for the organization.
These skills I believe are quite effective and useful in dealing with different operational issues that affects the performance orientation programs for the company.
It also forms an essential part of the strategic management process that helps in developing and introducing the best process that is being used for handling the challenging works, at the workplace.
Leaders integrate the team, and contribute in making a team effective. Team motivation, along with a good communication process is used to build the team spirit and in discussing the related challenge that impacts the operational works.
I realized the fact that a good communication method enables the managers and the leaders to identify the related issue and to solve the problem in an effective manner.
In an effective communication management process, I ensure that the members adopt or follow a reliable method to discuss about the operational issues.
The effective communication process, allows the managers to easily discuss the product related issues and to find a satiable solution to deal with the challenges (Braiker, 2004).
Leaders motivate the team, and for this the members need to adopt a reliable method to communicate about the process that is followed to execute the works. In a communication process, the leader ensures to put across the points to be discussed in a clear and precise manner.
It assists in determining the challenges faced while implementing the communication process, needed to improve the overall performances.
I believe in adopting verbal and formal communication method. In the verbal communication process, I have worked on selecting the right words while indulging in to verbal communication process.
Action plans are implemented with the help of an effective communication process that assists in dealing with various challenges.
The other method used for the communication process is the non-verbal process which is usually done in the written format.
While communicating with the members, I ensure to discuss the relevant points and present an accurate point which will be understood to the other part.
As a leader it is relevant to understand the relevance of including the right points while communicating with the team members and the managers. Unless the points are listed done in an accurate manner, it is not possible to convert the exact information.
Leadership skill doesn’t allow the members to choose a vague communication process that might create a wrong impression in the minds of the receiver.
I believe that the leaders need to adopt and follow the communication style, depending upon the station and the audiences.
For instance, while interacting with the staff, the leader has to adopt a directive style, as it will have a direct and essential impact on the members. It also requires the member to indulge into presentation process, where a reliable method is adopted to discuss the details with the designated members.
The characteristics and the relevant interest of the members can be apprehended through an effective communication process and the style adopted by the leader.
While selecting the communication style, the leader has to apprehend the relevance of the information that is being communicated with the member, along with impact of the details on the listeners.
For instance, a direct and strict communication process is adopted while discussing the negative remarks from the customers.
In certain cases, the leaders might also switch over to the authoritative style method, where the staff would get accurate information about the facts. Inspiring style is used while discussing the details of the company performances with the stakeholders. This process is quite essential and the plans to improve the business performances, and its relevance’s can be identified while discussing the relevant details with the clients and the staffs. Through an effective communication process, it is possible to discuss the relevant points and avoid any sort of improper communication methods adopted to solve the issues.
Perceiving people or the impression management allows the subconscious method to influence the work ability of the members. People working in a company differ from each other in terms of attitude, work ability, and potential to deal with the work related issues.
I realized that the people management process was not easy, especially when different types of people had to be integrated together to achieve the productivity decided by the company.
The information required for regulating the process and to control the details had to be planned through the social interaction process. Through the impression management, the leaders developed the skills of the staffs and introduced a new process that would motivate the team spirit.
It was relevant for the members to understand the related issues and communicate the best process that is being used to deal with the related challenges (Kidder, 2003).
Through the impression management process I could analyze the expectations of the members, and develop plans to improve the overall productivity for the company.
The goal settings were possible, as the team had the information about the type of the works to be done for the accomplishment of the tasks.
With accurate details about the client expectations, it was possible to understand the challenges and optimize the chances of selecting the right method to solve the related challenges. In the impression management process, the staff is motivated to present the relevant image in an accurate manner.
This enables the members to remain motivated related to self-presentation process.
The strategic changes are introduced to match self-image and understand the challenges faced while introducing the relevant process to implement an accurate process.
It is also possible to match the audience expectations, which is required to develop and introduce new processes to solve the major issues faced while executing the works.
In the impression management process, perception of the management is examined in developing a relevant social interaction process. This enables the managers to design the right process to deal with the internal problem faced by the staff and the managers to handle and solve the critical issues.
With an effective measure, the managers develop a reliable method that would be used to improve the overall performances required for the company.
Perception management enables the managers to examine the related challenges faced while dealing with various challenges in the execution of the works. Team spirit and the ability of the managers are examined, through the impression management process.
The perception of the people is clearly discussed with the other members, and accurate measures are implemented to increase the overall business performances.
Through the perception management process, the managers, decide the right process to analyze the critical issues and deal with the related issues. People management becomes quite easy and effective, with this theory.
It is relevant for the managers and the staffs to understand the importance of the impression management to develop and solve the related issues.
It assists in solving the related challenges especially related to handling the complained works, including dealing with the operational challenges.
Through the perception process, the managers could follow the ethical standards that assist in dealing with various related issues.
In this process, the mangers can identify the related issue and develop an improved process to implement the changes that assists in solving different related issues.
Managers plan an important role in defining the roles and in introducing the changes, relevant to handle the critical work that resists the members to work in an effective manner.
Philosophy of ethical values and processes are used for systematizing the flow of the information and to protect the wrong conduct of the works. Ethical values are quite important to define the right process that will be used to increase the work productivity.
Staffs don’t pay attention to the ethical values as it improves the quality of the works, and enables the members to avoid any sort of wrong presentation of the facts.
The philosophy of the ethical values is used to define the process that is followed by the members to avoid the wrong doing and increase the value of the performances.
For this the management and the HR department had to define the code of ethical and its value to increase the overall performances. Through this method, the members and the managers examine the related challenges involved with the work execution process.
Ethical values and its importance to the company cannot be overlooked by the management.
It assists the managers to examine the related challenges that restrict the members to deal with various issues involved with the execution of the works (Rank et al., 2009).
The ethical values are essential to improve the operational works, and the relevance of the policies is communicated with the execution of the works.
In the ethical value, and the need to introduce the better method to improve the internal work condition and the staff performances are examined.
The process is defined, and its importance is defined, and it is committed with the staff and the managers. It is the most important part of the work execution and the policy formation are communicated with the managers.
As an important part of the HR management, I realized that the ethical values and its process were not communicated effectively with the members and the staffs.
It created a major challenge amongst the members in understands the relevance of the policies and in developing the best methods to handle the critical works.
I assisted the management to identify the gap prevailing with the present ethical values and recommended the better changes that were required to deal with the relevant challenges.
It improved my understanding about the ethical standards and the processes that were supposed to be followed by the management and the staffs in ethically executing the works.
I was also involved in the developmental program that worked on identifying the issues faced by the staffs, in executing the ethical standards. It was the most challenging part of the works as different staffs had various challenges.
For getting the maxim information, it was relevant for the management to identity the issues and in implementing new process that helped in overcoming the related challenges.
The processes were defined and accurate measures that would be used for handling the related challenges that restated the members to work effectively.
I recommended neutral ethical standards that were applicable to different members.
By implementing the new policies, it was possible to motivate the staffs to adopt the right method to overcome the possible challenges that affected the performances.
In the policy formation method, I analyzed the challenges faced by the management in implementing the policy and recommended the better methods that could be used to overcome the related challenges.
This was the most essential part of the work that encouraged me to overcome the related issues and in adopting the best methods to deal with various issues.
I believe that the ethos values and its execution was the most important part of the policy formation and execution process. It enabled the managers to deal with the relate disuse and solve the related problem.
Braiker, B. (2004). Who’s Pulling Your Strings ? How to Break The Cycle of Manipulation.
Haas, M. R. (2010). “The Double-Edged Swords of Autonomy and External Knowledge: Analyzing Team Effectiveness in a Multinational Organization“. Academy of Management Journal. 53 (5): 989–1008.
Kidder, R (2003). How Good People Make Tough Choices: Resolving the Diliemmas of Ethical Living. New York: Harper Collins. p. 63.
Rank, J.; Nelson, N.E.; Allen, T.D.; Xian, X. (2009). “Leadership predictors of innovation and task performance: Subordinates’ self-esteem and self-presentation as moderators”. Journal of Occupational and Organizational Psychology. 82 (3): 465–489.