SUMMATIVE ASSESSMENT BSBWORD502 LEAD AND MANAGE TEAM

SUMMATIVE ASSESSMENT
BSBWORD502 LEAD AND MANAGE TEAM EFFECTIVENESS
This Assessment summary is to be completed by the VTI Assessor and is to be used as the final
record of this student’s competence
Student Name:
Student ID No:
Unit Code: BSBWOR502
Unit title: Lead and manage team effectiveness
Assessment Task Outline
Result
S - Satisfactory
NS – Not Satisfactory
Assessment Task 1 o Student Notes, Policies and
procedures, PowerPoint presentation,
Performance plans
o Observable Behaviours Assessor
Checklist
S / NS
Assessment Task 2 o Knowledge Evidence
o Assessor Knowledge Evidence
Checklist
S / NS
Final Assessment
Result for this unit
C = Competent NC = Not Yet
Competent
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Table of Contents
1.0 Assessment Task 1.....................................................................................................................3
1.1 Activity 1. Establishing team performance............................................................................3
Activity 2: Develop and facilitate team cohesion........................................................................4
Activity 3: Attached PowerPoint Presentation.............................................................................6
Activity 4......................................................................................................................................6
2.0 Assessment Task 2.....................................................................................................................8
2.1 Question 1: Explain how group dynamics can support or hinder team performance............8
Question 2: Outline strategies that can support team cohesion, participation and performance. 8
Question 3: Explain strategies for gaining consensus................................................................10
Question 4: Explain the issue resolution strategies....................................................................11
References......................................................................................................................................12
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1.0 Assessment Task 1
1.1 Activity 1. Establishing team performance
JKL Industries need to facilitate a number of techniques and processes such as to enhance its
productivity. The organization need to adopt appropriate team working techniques such that the
business problems can be identified and attended to (Garrison, Wakefield, Xu and Kim, 2010,
pg.27-48). The organization needs to adopt leadership techniques and strategies such that team
cohesion and work outcomes can be facilitated. Teams can be encouraged to foster a shared
understanding of purpose, roles, and responsibilities. The organization is already facing several
internal challenges related to communication and pay related dissatisfaction amongst its
employees. In order to attend to the problems exiting a leadership technique and strategies has to
be accommodated, this would involve consulting the team members for establishing a common
understanding regarding the team purpose, roles, responsibilities, and accountabilities as per the
goals of the organization, its plans, and objectives.
A leader needs to be appointed who will be working with teams, assign individual roles and
responsibilities to members. A leader will need to visualize organizational goals, objectives, and
plans and then assign them to individual team members (Forsyth, 2018). Thus, within teams will
be established a common understanding of team purpose, roles, responsibilities, and
accountabilities. The leader would encourage team cohesion such that the team is able to strive
towards a common goal and subsequently attain a work outcome. The team members have to
understand a shared purpose and roles. Each team will be provided with performance plans such
that they are able to achieve their expected outcomes, key performance indicators (KPI) and
goals for work teams. As for example, the human resource department will be entrusted with the
responsibility to recruit and select an appropriate and an adequate number of staffs for the
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operations department, finance department and other departments. The operations department
will have the responsibility to carry out various roles at the Company. As the goal of the
organization is to attain customer satisfaction and aim at continuous improvisation through
managing efficiency, the performance outcome and KPIs will be continuously improvised. An
example of the improvisation includes the financial department aiming at continuously
increasing profitability and reducing costs, the HR department aiming at reducing expenses in
recruitment, selection or induction and training procedures and so on.
While working in teams, there can arise conflicts which need to be resolved. The leader will need
to adopt a negotiation process for the purpose of resolving team conflicts. The negotiation
process will include listening to all team members opinions and then arriving at a negotiated
outcome. The leader will provide feedback continuously to individual team members and
encourage values and reward others. The act of rewarding and encouraging value will help
model desired behaviors and practices amongst team members. However, the team members will
be supported at various times during a meeting such as to enable them to meet expected
outcomes.
Activity 2: Develop and facilitate team cohesion
JKL Industries is aiming at changing their work practices by adapting to various changes. In
order to facilitate the process, policies and procedures need to be developed so as to ensure that
the team members take responsibility for their work and are also able to assist others in their
roles and responsibilities. The policies and procedures will allow addressing issues faced earlier
and then resolve performance issues (Mach, Dolan and Tzafrir, 2010, pg.771-794). This will
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include the process of feedback and rewarding and valuing team efforts and contributions made.
The process will ensure that the issues, concerns, and problems identified are recognized and
addressed. The organization has several policies for a code of ethics, governance, health and
safety, workplace harassment, victimization and bullying policy, anti-discrimination and equal
opportunity policy, privacy policy, record keeping policy and so on, however, there are no
policies yet in regards to allocating responsibilities to team members. The following policy for
the organization needs to be implemented which includes;
Performance Policy
 Members of the team are expected to assume roles and responsibilities on the basis of
their skills and capabilities present.
 All members of the team are expected to assume team roles and strive towards a common
goal and objective as defined by the team leader.
 Members are expected to communicate and provide inputs regarding at various times to
the team for the benefit of the team and assists other members for performing their tasks
and roles.
 Members will need to work in a cohesive manner with one another and provide team
performance. They are supposed to avoid all possible conflicts. In cases of conflicts, team
members need to hear the point of view of other members and resolve the matter as
quickly as possible.
 Feedback is a positive procedure and team members need to provide continuous feedback
to the team. All members of the team need to encourage receiving and providing
feedback to one another, and this process needs to be valued.
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 Team members need to reward one another on team efforts and contributions that are
made into the team.
 In cases of issues, concerns, and problems arising from any team members, such needs to
be resolved in an adequate manner and attended to.
 Team success needs to be celebrated in case the team is able to achieve an outcome or
complete a project.
Activity 3: Attached PowerPoint Presentation
Activity 4
An organization's stakeholder needs to make a contribution to work processes such that the
organization is able to function in an appropriate manner. The internal stakeholders include
employees within an organization, managers, directors, shareholders and so on. Undertaking
liaison with stakeholders will allow undertaking team performance plans such that goals and
objectives within a team can be defined and adapted (Ogunlana, 2010, pg. 228-236). The
individual teams within each department need to work along with one another so as to achieve
the ultimate goal and objective of the organization. In order to facilitate a two-way flow of
information amongst the team and management which is essential for tea performance, a method
has to be undertaken. Such a method includes making arrangements for formal meetings,
undertaking regular discussions, communicating progress through emails, undertaking telephonic
conversations and so on. The management needs to communicate to the team on a regular basis
regarding the goals, objectives and the direction towards which the organization is headed. It will
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allow keeping transparent the team’s understanding and also assists individuals in a team to
design their performance plans. In the case of discourse, necessary corrective actions need to be
accommodated to resolve issues, concerns, and problems that are raised by internal or external
stakeholders. Conflict is often regarded as a healthy sign and in cases of conflicts, the team needs
to adopt procedures for resolving the same and arriving at a suitable solution. Internal
stakeholders issues can easily be resolved, however in resolving external stakeholder issues can
be resolved by undertaking a meeting taking into various internal stakeholder within the
organization.
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2.0 Assessment Task 2
2.1 Question 1: Explain how group dynamics can support or hinder team
performance
Team dynamics is an integral part of working life and impacts on various aspects of the
organization. It directly impacts the profitability of the organization, enhances staff retention
rates, enhances individual and team performances, increases company repute amongst various
other factors. Group dynamics have been considered to be an integral factor which can support or
hinder team performance (Morgeson, DeRue, and Karam, 2010, pg. 5-39). Businesses depend
upon their employees by investing a significant amount of time, efforts and money on them.
While having a pool of talent within the workplace is considered a valuable asset, the talented
individuals need to work together such that the end goals can be met. Team dynamics have the
capability to work together and produce great outcomes. Poor team dynamics often ends with
substandard products or often no products at all. A negative team dynamics can be the cause for
unhappiness and leading to higher staff turnover. On the contrary positive team, dynamics can
create great performance and enhance profitability.
Question 2: Outline strategies that can support team cohesion, participation and
performance
Strategies need to be developed such that team cohesion, participation, and performance can be
achieved (Evans and Dion, 2012, pg. 690-701). Managers working within teams need to ensure
that the team members are able to perform in a cohesive manner and achieve performance
outcomes, which can be attained through the following strategies;
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 Establishing a mission: Prior to selecting a team, it becomes important that the team's
mission is selected. Selecting an appropriate mission allows undertaking team cohesion,
participation, and performance, as all members of the team work towards it. Adopting team diversity: Individual team members need to work together toward the
accomplishment of a common goal. Selecting a team with diverse skills and experience
allows achieving the mission in a better manner. A diverse team ensures that no group
representation is heavily weighted thus ensuring greater participation, cohesion, and
performance. Practicing teamwork: The team members need to practice teamwork for the purpose of
accomplishing a goal. Individuals within a team need to work together and practice
important tasks together so as to be able to achieve cohesion and performance. Utilization of individual strengths: A team can work in a cohesive manner with
participation when the strengths of individual members are utilized effectively. When
individual strengths are utilized in the accomplishment of goals, then members can be
held accountable and responsible. Communicating effectively: There must be a steady flow of communication amongst team
members to ensure their working in a cohesive manner through participation Tung, H.L.
and (Chang, 2011, pg.43-60). Communication allows attaining performance outcomes
amongst team members to be achieved. Providing feedback: Feedback is a crucial process that needs to be obtained once
teamwork is completed. Feedback within the team encourages participation as well as
performance outcomes.
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 Asking for feedback: Members of a team need to ask for feedback such that they can
work in a cohesive manner and achieve performance outcomes. Celebrating success: Once a team is able to complete a project successfully, it becomes
integral to provide recognition for groups members and appreciate them. This act
promotes team cohesion and participation as well.
Question 3: Explain strategies for gaining consensus
Consultants and facilitators often face the responsibility to work together and create a solution
that can help address issues, meet end objectives and resolve challenges and so on. While there
are various reasons for people disagreeing, there needs to be adopted strategies for gaining
consensus. In order to gain consensus within teams, then there needs to be participation
encouragement (Callow, Smith, Hardy, Arthur and Hardy, 2009, pg. 395-412). Ensuring and
encouraging team participation will make the individual team members think regarding a
problem in an individual manner. This will ensure that each member's point of view is heard and
acknowledged. A multi-voting system has to be present such that each team member provides a
certain number of votes with different weights. The member then goes through the varied options
assigning weight to a solution. This provides encouragement group members to evaluate options
in a more thorough manner. Pinpointing at priorities for varied tasks while being placed within a
group environment becomes difficult to being prioritized. Involving the tea in development of a
solution allows well-supported decisions. A consensus-oriented decision-making model allows
the team to get engaged in developing a solution and undertaking ownership without fearing
judgment.
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Question 4: Explain the issue resolution strategies
When people work within a group, conflict is inevitable. While conflicts are inevitable, there
need to be strategies designed for resolving such conflicts. Workplace conflicts might take place
amongst team members, two or more employees, or between supervisor and team members. In
order to resolve issues arising from conflicts, the conflicts themselves need to be embraced
(Levi, 2015). Embracing conflict allows facing the conflict and not pretending or avoiding as if
nothing has happened. This allows dealing with uncomfortable issues and overcoming bad
feelings in everyday work. Allowing participants of conflicts to talk together for a prolonged
time period helps to resolve conflicts in a better manner. Listening carefully to pay attention to
the person, who is talking allows paying complete attention to the person who is talking. Finding
an agreement by focusing on areas of disagreements will allow resolving the conflicts easily.
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References
Callow, N., Smith, M.J., Hardy, L., Arthur, C.A. and Hardy, J., 2009. Measurement of
transformational leadership and its relationship with team cohesion and performance
level. Journal of Applied Sport Psychology, 21(4), pp.395-412. Accessed from
https://www.tandfonline.com/doi/abs/10.1080/10413200903204754
Evans, C.R. and Dion, K.L., 2012. Group cohesion and performance: A meta-analysis. Small
Group Research, 43(6), pp.690-701. Accessed from
https://journals.sagepub.com/doi/abs/10.1177/1046496412468074
Forsyth, D.R., 2018. Group dynamics. Cengage Learning. Accessed from
https://books.google.co.in/books?
hl=en&lr=&id=Ba9EDwAAQBAJ&oi=fnd&pg=PP1&dq=leadership+and+group+dynamics&ot
s=bFxNzsmCn5&sig=-LD2f3TkgbrJ4Xjv6dCZQMFszng
Garrison, G., Wakefield, R.L., Xu, X. and Kim, S.H., 2010. Globally distributed teams: The
effect of diversity on trust, cohesion and individual performance. ACM SIGMIS Database: the
DATABASE for Advances in Information Systems, 41(3), pp.27-48. Accessed from
https://dl.acm.org/citation.cfm?id=1851178
Levi, D., 2015. Group dynamics for teams. Sage Publications. Accessed from
https://books.google.co.in/books?
hl=en&lr=&id=l3tZDwAAQBAJ&oi=fnd&pg=PT18&dq=leadership+and+group+dynamics&ot
s=Gl9z-b_Wb4&sig=XvqRc0RkuV9Eihu52dUQvrutJYQ#v=onepage&q=leadership%20and
%20group%20dynamics&f=false
Mach, M., Dolan, S. and Tzafrir, S., 2010. The differential effect of team members' trust on team
performance: The mediation role of team cohesion. Journal of Occupational and Organizational
Psychology, 83(3), pp.771-794. Accessed from
https://onlinelibrary.wiley.com/doi/abs/10.1348/096317909X473903
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Morgeson, F.P., DeRue, D.S. and Karam, E.P., 2010. Leadership in teams: A functional
approach to understanding leadership structures and processes. Journal of management, 36(1),
pp.5-39. Accessed from http://journals.sagepub.com/doi/abs/10.1177/0149206309347376
Ogunlana, S.O., 2010. Beyond the ‘iron triangle’: Stakeholder perception of key performance
indicators (KPIs) for large-scale public sector development projects. International journal of
project management, 28(3), pp.228-236. Accessed from
https://www.sciencedirect.com/science/article/abs/pii/S0263786309000623
Tung, H.L. and Chang, Y.H., 2011. Effects of empowering leadership on performance in
management team: Mediating effects of knowledge sharing and team cohesion. Journal of
Chinese Human Resources Management, 2(1), pp.43-60. Accessed from
https://www.emeraldinsight.com/doi/abs/10.1108/20408001111148720
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