Lead and manage team effectiveness

This report focuses on team dynamics and how it can be effective in organization if team is effectively managed. It also discusses the importance of professional development, operational plan, and dispute resolution process in an organization.

Lead and manage
team effectiveness

Contents
INTRODUCTION.......................................................................................................................................3
MAIN BODY..............................................................................................................................................3
TASK 1.......................................................................................................................................................3
The origins and the concept of the term group dynamics........................................................................3
Three aspects of group dynamics that can have a negative effect on team performance..........................3
Three advantages and three disadvantages of group decision-making.....................................................4
Three team-building techniques...............................................................................................................4
The concept of a team consensus.............................................................................................................4
Four simple steps for resolving a workplace dispute...............................................................................5
Why is it important to have an effective dispute resolution process........................................................5
TASK 3 Professional Development Policies...............................................................................................6
Purpose of professional development policy...........................................................................................6
Scope of professional development policy..............................................................................................6
Types of professional development.........................................................................................................6
Process for identifying professional development needs.........................................................................7
Criteria for determining whether the professional development opportunity is appropriate....................7
Process for documenting and evaluating outcomes.................................................................................7
TASK 4 Rewards and Recognition..............................................................................................................8
Informal and formal staff reward and recognition schemes.....................................................................8
TASK 5 Managing under performance project..........................................................................................10
CONCLUSION.........................................................................................................................................11
REFERENCES..........................................................................................................................................12

INTRODUCTION
This report helps in understanding about effective management of employees in an organization
and this report focuses on team dynamics and how it can be effective in organization if team is
effectively managed. This report helps in understanding how professional development of
individual is important for any organization and how operational plan in an organization can be
effective and efficient while ensuring productivity and profitability.
MAIN BODY
TASK 1
The origins and the concept of the term group dynamics
The group is defined as a collection of three or more individuals. The word "dynamics"
originated from the Latin word "dynamo," which means "force." As a result, “work groups is
focused with both the interplay of pressures between group mates in a social environment.” The
collective's behavioral and attitudinal traits are referred to as social behavior. It is indeed difficult
to detect a community having a pleasant vibe. Group members have faith in each other and,
come together to make a conclusion, and then ensure accountability for getting stuff done.
Furthermore, experts also discovered that even when members of a group get a favorable
interaction, they are roughly twice as innovative as the ordinary unit.
Three aspects of group dynamics that can have a negative effect on team performance
The loss of faith, continual fighting, harassing comments and insulting remarks directed at all
other team mates, including relatively poor team success are all indicators of unfavorable social
behavior. During team dynamics, management is extremely important. The competent leader will
be able to effectively handle a variety of personal characteristics, resolve internal disagreements,
and maintain their or her team focused on the mission. Extreme obedience to authority alludes to
group members whom, no despite whatever, always concur only with group's leader. Learning
how to work in a social setting has many advantages, one of which is gaining access to a wide
variety of viewpoints.

Three advantages and three disadvantages of group decision-making
 Personal involvement and curiosity in various opinions and theories. Members who are
pleasant and supportive.
 Becoming deafeningly quiet in argument.
 Societal Demands is a communal input of thoughts and creating a group. Importance for
specific concepts
 Making choices in a democratic fashion and as against strategic goals
 There is a wealth of details and this threat element remains unclear.
 Thoughts of experts making some important decisions
 Electoral Process has hastened the decision-making process
 Additional useful information and their leadership deny involvement.
 Participation level and Excessive Utilization Power
 Motivates participants to take action and Very Costly
Three team-building techniques
It's indeed simpler to commit to just the squad's mutual interests because we all understand their
roles. For help your employees be a much more integrated entity, it is indeed critical to express
not just to why so group is already in existence, and also what function every team member
brings inside the wider context. Every group working together to accomplish greater than any
other of them would individually, all in the name of a common vision and goal. Create a group
code of ethics or set of principles. Standards are interested, and establishing areas of agreement
throughout a disagreement can help your team withstand every storm. Devise a schedule which
promotes and supports the variety of a membership' thoughts, thoughts, and ideas, but instead of
concentrating on choice.
The concept of a team consensus
Collective decision allows everybody to participate in resolving the issue or response which
benefits the whole community. This aids in the creation of a sense of belonging across both the
measurement model and structural model. If you've been on even a panel, you're familiar with
for this method of reaching a decision.
Make a time and location for the discussion which is comfortable and convenient to everybody.
Outline the methodology and objectives. Allow everybody else in the group to voice personal

thoughts and opinions by going all around group. Record them in a public place where everyone
can see it.
Give enough time for conversation and comments after everyone has spoken. Consider and
evaluate possibilities, as well as answer any questions. Urge those who are more reserved to join.
Two methods that can be used to assist teams to reach consensus
Organized ways for assisting groups in discussing challenges include brainstorm, multi-voting,
and appropriate communication approach. Brainstorming is indeed a safe and easy way for a
team to formulate strategies. This all starts with a guide outlining the issue or subject. Next,
whether in order or as ideas are coming, every member of the team submits a concept, which is
recorded on a whiteboard or a flipping page. Mostly during brainstorming process, group
members must refrain from criticizing or evaluating any ideas. Following the generation of ideas,
each group modifies the listing through seeking clarification, integrating suggestions, and, if
needed, prioritizing suggestions with many to most efficient.
Four simple steps for resolving a workplace dispute
Most companies should first evaluate if a grievance or issue merits a thorough or comprehensive
investigation, or even if the concerns may be resolved with less official, moderated dialogue
amongst the employees engaged. Employers must guarantee that any standard operating
requirements are met in any event. A company should therefore concentrate on determining what
is at the heart of the criticism or dissatisfaction. The employee will almost always feel aggrieved
with some, both, or all psychological, economic, or even career levels. A next task is to
determine the outcome of the research, including whether this will be official, informal, or both.
Why is it important to have an effective dispute resolution process
Procedures for resolving disputes have such a number of benefits. Several resolving conflicts
techniques, for example, are less expensive and speedier than that of the conventional judicial
proceedings. Some procedures can allow the participants concerned to have a larger influence in
how the conflict is resolved, and also more influence and over outcomes. Methods for resolving
disputes have such a number of benefits. Numerous resolving conflicts techniques, for example,
are less expensive and speedier than that of the conventional judicial proceedings. Various
techniques can allow the participants concerned to have a greater influence in how the conflict is

resolved, including more influence so over result. Furthermore, the procedures for resolving
disputes are less formalized.
TASK 3 Professional Development Policies
Purpose of professional development policy
An ability to prepare and achieve success, information, as well as traits that support the
organizations and working department's objectives. An chance to take part in professional
development which will broaden & improve individual competencies and potential for
progression inside the company. To assist people in making operationally feasible regarding
individual Personal Proposed Development goals, notably in monitoring performance on
Library-funded alternative means. Combine education & give managerial assistance for the
development of newly training and education.
Scope of professional development policy
Continuing education involves the provision of training and development opportunities and
programs to help employees expand and enhance their job competencies in connection to
respective duties and responsibilities. Workers' professional practices are underpinned by a
mixture of characteristics, traits, abilities, information, and grasp of moral guidelines, which
allow an individual to execute to a high enough standard inside a specific setting and position.
This process of allowing organizations to manage their futures and participate in educational
activities which will enhance overall career opportunities and result reported or advancement is
referred to as career progression.
Types of professional development
 Taking professional graduate programs, seminars, or conferences.
 Using academic activities to obtain certifications, qualifications, and other qualifications.
 Professional societies support local, regional, national, and global gatherings, seminars,
and training.
 Attending workshops and seminars to deliver articles.
 Acting as either an official, a representative of a council, or a membership of a panel
 Organizing and organizing your organization's activities.

 Technologies, processes, and operations must all be kept up to date.
 Keeping up with the latest advances in your sector.
 Enhancing people skills.
Process for identifying professional development needs
When determine your company's training requirements, one should first establish reasonable
goals with each function. This establishes a standard on which activities are planned. Clear
objectives for staff and react to personal performance occurrences. Utilize concentrated career
education rather than just typical staff questionnaires to promote honest and transparent input.
You can discover holes in company training programs by getting as to what is really happening
on underneath the top. Allowing employees to direct their own self improvement could have a
significant influence on motivation and involvement in the company. Skill development would
be aided by matching personnel with a supervisor.
Criteria for determining whether the professional development opportunity is appropriate
To include a favourable experience for both the athlete and possible colleagues, the teammate's
character should be considered as phase of the experience. It may be difficult to determine on the
day, but if there are any issues, this could necessitate a talk with the athletes' previous managers.
Every year, any Technical Director picks growth mentors. This team manager provides guidance
on any and all elements of related work and regulations once all teamcoaches have been
recruited. Coaching education should be given to each trainer on a regular basis through chain
segments, teaching methods and techniques, and feedback meetings to guarantee that the
sporting director can reach their full potential.
Process for documenting and evaluating outcomes
Professional development necessitates a great amount of time and money. Even if you're a
program manager or a facilitator of PD, business and other partners would like to understand
whether and why their programme is successful (or why not). Test is a process of determining
whether or not your efforts are accomplishing their goals. Your assessment data could be used to
show partners positive outcomes, gain further backing for the efforts, identify specific ways of
improving execution, and make effective decisions as to which actions to maintain or modify in
the future.

TASK 4 Rewards and Recognition
Informal and formal staff reward and recognition schemes
Each firm has its own cultural, and that this is a great place to start since any new procedures
must represent the existing attitude and organizational environment if they are to be accepted by
the current personnel. Many businesses will not fall neatly into one of these categories and may
wish to combine structured and unstructured methods. One may now choose how the programme
will function and also what company employees will earn thanks towards the more modern,
personalized recognition schemes which are now accessible. Each day, casual appreciation can
be used to recognise the many ways that employees exceed expectations. This is a genuine way
of handing out impromptu prizes when they're due. It might be that delivering takeout again for
group who remained late to complete a critical assignment. Whenever business is already going
to take up greater private time than it ought to be, providing coupons for just a staff member can
take their companion over to supper. Depending on the organization that would like to
encourage, one may reduce operational costs your acknowledgment incentives. Informal awards
are often more noticeable since they are normally provided less frequently and may be presented
or declared openly as element of a business week. One option to handle casual reward systems is
through mentor referrals, in which employees are allowed to suggest a coworker whom
individuals consider deserved to be acknowledged either their productivity or contribution. It
would occur whenever an employee knows anything they believe should indeed be recognized.
Therefore, while there would have been a proper agreement for all the respondent to follow, it
would have been on an individual basis instead of something the candidate is actively pursuing.
It has a favorable impact on the organization because it generates pleasant feelings within teams
and helps young people feel appreciated and also that their thoughts are heard.
Worker acknowledgment shows that their efforts are appreciated. Acknowledgement ought to be
standard practise in your company for that purpose only. One must addressing a regular part of
your current workplace daily operations activities again for best results. Also, keep in mind that
acknowledgment might be professional or unofficial. Supervisors have discretion over casual
acknowledgment, and should only be given when it is deserved. Personalized casual incentives
ought to be unexpected, quick, effective, and regular. Here are a couple of ideas:

 Gratitude should be expressed in person – A genuine thanks you for just a good job can
be a powerful motivator.
 Personalized message of thanks, including duplicates going to the employee ’s personnel
file and group recognized
 Have used the organization's newspaper to thank a worker, or put a comment on an
online message board to acknowledge achievements.
 For just a good work, benefit from implementing the day off.
 Give individuals greater independence or perhaps more regular assignments of tasks
employees like. Provide flexible work arrangements or job conditions, including such
work arrangements or enabling workers to function at residence or off-site.
 Repair a workstation for one of your employees.
 Promise to coach the staff Attendance in workshops or conventions for process
improvement
 Give a non-cash incentive as a bonus.
Achieving goals, attainable, and verifiable goals, including such boosting revenue, enhancing
organizational, or gaining greater feedback from customers.
Consider the design and function of the project. Decide which achievements would be
acknowledged and how much prizes will indeed be given.
Customize your plan — just provide appropriate incentives for the customer base. Encourage
employees to participate in the scheme selection process, but keep in mind that the emphasis
should be on acknowledgment instead of just incentive.
Actively enhance company loyalty program — Any great reward card relies on communication
skills. Engage alongside the community in a way that reflects the culture of your company.
TASK 5 Managing under performance project
For efficiently control conflicts, one has to be a successful leader. This includes encouraging
staff to communicate discuss process hazard and developing an open dialogue climate in your
unit. Responding to company employees will help to create a more open workplace culture.
Through answering questions and concentrating upon on workers' perceptions of the issue, one

may ensure that you truly comprehend what they are expressing. When staff members are
battling for the workstation beside the windows and one worker needs the heating off while the
other doesn't, the ability to respond quickly to crisis situations is critical. Here are a few
suggestions for working with people who are unable to settle own personal issues.
Recognize that you are in a tough situation. Inside the negotiation process, openness and
programmes offered are critical. Get to know what's going on and be honest about both the
situation. Feel free to express their emotions. Decision problems are frequently accompanied by
sentiments of rage and/or hurt. These feelings must be voiced and recognized before any form of
issue can begin. Identify the scope. Which exactly is the problem you're referring to? And what
were the consequences for job or connections? Is it possible that different way of attracting are
exacerbating the problem? To begin, work with employees individually and as individuals more
about problem.
Understand the specific requirement. One purpose of resolving disputes is to come up with a
solution where everyone can deal about, to not determine who is correct or incorrect. Searching
for requirements initially, but instead of answers, is a great way to come up with bonus
scenarios. When find out how many people desire, one should first figure out whether people
desire the answers they originally established. You've found company requirements after you
comprehend the benefits their solutions provide.
 Identify any common ground, no matter how slight:
 Decide on such a solution to this issue.
 Decide upon on process that will be followed.
 Upon on scariest concerns, everyone agrees.
 Settle on a minor improvement to provide a significant benefit
 Look for ways to meet needs.
CONCLUSION
This report help in concludes about effective resolution of disputes in organization and how
employees can be boosted by formal and informal offerings as well as incentives. Performance

appraisal is concluded as important aspect in any employee performance as it is important for
improving productivity and profitability of any organization.
REFERENCES
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