Team Effectiveness And Lead Manage

Hi Author, I am attaching four files as follows: 1) Notes : This is the class notes provided by the trainer in the class. 2) BSBWOR502 online Study guide 3) BSBWOR502 Assessment Tasks_Appendix : This is link with the assessment 4) BSBWOR502 Assessment Tasks : This is the assessment : All the assessment should be done in this coversheet and the writing in red are the notes given by the trainer. Please be advised that Task 3 should be in a Report form. Thank you Kind Regards,

Running head: LEAD AND MANAGE TEAM EFFECTIVENESS
Lead and Manage team effectiveness
Name of the Student
Name of the University
Author Note

1LEAD AND MANAGE TEAM EFFECTIVENESS
Table of Content
1. In consultation with the assessor........................................................................................2
2. Preparing to work with the team........................................................................................2
3. In team meeting, consulting to establish ground rules for teamwork................................7
5. Discuss and determine team goals and how goals can be achieved...................................8
6. Assigning and agreeing on responsibilities to achieve goals.............................................8
7. Determining and agreeing on specific duties to support team members with assigned
responsibilities......................................................................................................................10
8. Developing an individual performance plan in consultation with team to achieve team
goals.....................................................................................................................................11
9. Ensuring that each team member completes the third-party to provide evidence on team
performance..........................................................................................................................14
Task 2:......................................................................................................................................15
Task 3:......................................................................................................................................17
Introduction..........................................................................................................................17
a) Describing how I maintained an open communication process between stakeholders. . .17
b). Describing how I initiated and maintained the communication process so that outside
input contribute to team performance..................................................................................18
C). i). Group behaviour to build team cohesion...................................................................19
Reference..................................................................................................................................21

2LEAD AND MANAGE TEAM EFFECTIVENESS
Task 1: Assessment 1
1. In consultation with the assessor
a. Forming the team
In order to implement the e-commerce activities for the organization Apparel Brands
Pty Ltd, a separate team needs to be formed and thereby, considering the purpose, e-
commerce strategy development team has been established with 10 members. Each member
in team holds respective set of skills. For example, three members hold technology skills –
such as designing the website, networking, data administration, and portal management,
while three members of the team will supervise the marketing needs. Another two members
will work on the production selection activities such as which particular items can be
marketed online and other two members will only supervise the team. One of the supervisors
will look after the IT team and another member look after the marketing members.
2. Preparing to work with the team
b). Team objectives
 To develop the e-commerce site for the brand Apparel Brands Pty Ltd
 To initiate online selling of the clothing brands effectively by November 20202
 To derive profit of 10% in the quarter of the launch
When developing the team objectives and performance goals for each team member
 Before setting the performance goals and objective for each team member, there has
been a mutual meeting between team members and supervisors
 In the meeting, it has been discussed who can do what and based on the agreed duties
and responsibilities, performance goals have been set

3LEAD AND MANAGE TEAM EFFECTIVENESS
 For marketing individuals, performance goals are on the basis of the sales and
products demands which would be received through the portal
b. Consider several ideas for policies to ensure team members take responsibility for
own work.
a).
 Digital marketing strategy such as promoting the product items in different social
media platforms like Facebook , Twitter and YouTube
 Business to Business and Business to Consumers strategy
 Websites traffic generation strategy
 Customer Relationship Management Strategy
The supervisors of the organization needs to identify whether the team members of the e-
commerce initiative has these broad set of skills.
b.) Several Strategies to ensure each team member has input into the following process
 Each team member would be given daily responsibility such as IT members would
perform their own activities such as coding, designing, competitors loophole’s in their
websites. IT team members and marketing team employees would separately perform
their own activities. For example, marketing team members would directly deals with
the customers –such as performing online survey to learn customers’ taste and
preferences, market trends, etc. Thus,
 At the end of each month, the supervisor would check whether the online responses
are collected properly and IT reports will be checked whether customer views are
there in the social media.
c). Considering team goals and how team can achieve goals

4LEAD AND MANAGE TEAM EFFECTIVENESS
 To finish developing e-commerce portal for the apparel brand within 8 months
 To generate 15% increase in the overall sales margin through online selling channels
in first six months
 Every team member should achieve 100% of their monthly given activities
 To increase online sales of the apparel brand than offline selling channels
In order to achieve the above stated teams goals, team should follow a collective working
approach and thereby, individual working in the team can exchange and share knowledge
with each other. Moreover, in order to achieve the goals, team members would be provided
with the guidance of managing time and moreover personal responsibilities will be
fragmented into several parts and for each part, there will be separate project time. The
supervisor must ensure that there should not be any ‘backlog statuses of any project.
d). Considering strategies for gaining consensus among your team
There has to a greater level of cooperation and correlation among the individuals in
relation to development. Each team member has to work with an open-mind possibility and
thereby, new ideas can be developed. Supervisors of the team have to motivate its members
by communicating with them on a regular basis. Supervisors of the team should develop an
open management communication and thereby, each employee can come up and talk to
respective team leads whenever any guidance is required.
e). Considering group behaviour and how best to present ideas and work effectively
within the group
Team behaviour is mostly reflected on the team unit which consists of two or more
people who on a regular basis can interact to achieve common goals and who can hold
themselves mutually accountable achieving the performance results. However, the team
leaders of the group should focus on the following areas.

5LEAD AND MANAGE TEAM EFFECTIVENESS
Coordination: As put forward by Körner et al. (2015), team coordination is more of a
technique that includes the use of strategies and patterns of behaviour that are fundamentally
focussed on developing integrated actions, knowledge and goals of interdependent members.
For example, each team member has to log in the network in the given shift time and
whenever a team meeting is called, each team member has to be present in the team meeting.
Skill-set: Each team member would be provided with different skill set. For example,
each IT member would perform their respective responsibility – one member would take care
of programming, another member would work in HTML and networking.
Leadership: For better behaviour and ideas to work in, the team should follow a
transformational leadership style. A transformational leader would encourage its team
members and guide them to achieve their persona goals.
Communication: Communication is one of the most effective approach in team
behaviour management. An open communication framework would help to share and
exchange knowledge with each other. Consequently, each member would know what their
responsibilities are.
f).
Assessment 1 – Third-party report for candidate:
Did the candidate propose and agree on strategies for ensuring participation of
team members?
Y
Describe how:
Each candidate has been explained their duties and responsibilities in the team.
Moreover, benefits of working as a team has been highlighted to persuade the members

6LEAD AND MANAGE TEAM EFFECTIVENESS
Did the candidate help develop policy and procedures to ensure team
members take responsibility for own work?
Y /
Describe how:
On the basis of the agreemebt made with the members, policy and procedures have been
discussed and developed
Did the candidate work with group to determine common understanding of
organisational requirements and team goals?
Y /
Describe how:
As the communication method has been arranged, each member agreed on working as a
group
Did the candidate work with group to determine and agree on specific duties to
support team members with assigned responsibilities?
Y
List the candidate’s support duties:
Each team member work on a specified shift-timing to work collaborately and thereby
duties and responsibilities are explained accordingly
Did the candidate demonstrate knowledge of group behaviour and how to gain
consensus and work within groups to enhance team effectiveness?
Y
Describe how the candidate demonstrated this knowledge in their interactions with the
team:
Working as a team and sharing and exchange of knowledge have made it easy to notice

7LEAD AND MANAGE TEAM EFFECTIVENESS
the team behaviour
Team member/observer’s name: Signature and date:
Candidate’s name: Signature and date:
Table 1: Review Report
g. Preparing to take notes to provide evidence of team meeting
 Collection of notes that candidates have written during the team meeting session
 Taking notes of questions asked by the members during the team meeting
 Presentation has been prepared as the rebuttal
3. In team meeting, consulting to establish ground rules for teamwork
a).
 Providing a Road Map for success
 Recognising good work
 Establishing two-way communication for each team members
 Developing a good sense of purpose so that each member work in the same and
desired direction
b). Know thyself: The team supervisor needs to create a high-level of teamwork which
should start with the understanding who the individuals are and how the individuals
operate

8LEAD AND MANAGE TEAM EFFECTIVENESS
 Be in constant conversation: Team members and supervisors have to be in a
constant conversation which include listening, talking and reflecting at the time when
they start working in the project (Costa, Passos and Bakker 2014)
 Give Context: Team supervisors should always create a context for communication
and this should be a habit and thereby suitable business decisions should be made.
This should be about providing a bigger picture and letting the team knows exactly
what the team is supposed to do
5. Discuss and determine team goals and how goals can be achieved
Team goals:
 Show willingness to learn the best way to effectively manage personal feelings and
emotions while working with others in the team
 Each team members should learn to receive and give constructive and allow to be
constructive
How it can be achieved:
In order to achieve the above stated goals, the team leaders or the supervisors should
gratitude to employees by effectively enjoying the efforts. Moreover, team supervisors must
have to facilitate sharing ideas. Moreover, there should be a greater level of team engagement
to share their thoughts and solutions for the projects that are ongoing or in progress (Fidalgo-
Blanco et al. 2015).
6. Assigning and agreeing on responsibilities to achieve goals.
a). Determining outcomes, outputs and KPIs for each team member
Determining agreed
responsibilities
Quality Standards Performance or Quality
measurement

9LEAD AND MANAGE TEAM EFFECTIVENESS
 Each team members
and Supervisor will
take care of portal
handling in which
members would
generate the entire
portal including
website maintenance,
suppliers’ network,
and delivery of the
items. Each of the
tasks would be done
by respective team
member and here IT
supervise would
track the progress of
the activities
 Customer feedback
would be taken to
learn whether e-
commerce site is
easy to handle and
use
 Whether the features
of the website are
relevant to the
product items
 Whether the payment
methods are easy to
process
 Customer feedback
 Changes in the
revenue ( if there is
an increase in the
revenue)
Table 2: Performance measurement
b).
Before distributing the agreed responsibilities and performance measurement standards, it
has been ensured that all individuals in the team receive an equal amount of work and
responsibilities and this has been done on the basis of the feedback given by the individual.

10LEAD AND MANAGE TEAM EFFECTIVENESS
7. Determining and agreeing on specific duties to support team members with
assigned responsibilities
Firstly, leaders should take regular feedback from its team members in relation to the
progress of the work. The leaders should definitely encourage the team members to help each
other in the team (Lindsjørn et al. 2016). The leader in the team should create a positive
ambience at the workplace. As the core duties of the team, the team leader should take the
initiative of bring the team member closer.

11LEAD AND MANAGE TEAM EFFECTIVENESS
8. Developing an individual performance plan in consultation with team to
achieve team goals

12LEAD AND MANAGE TEAM EFFECTIVENESS
Action 1 Action 2 Action 3
Description  To provide
technology
based skills
training for the
development
and
maintenance of
the e-
commerce
portal
 Each team
member will be
provided with
separate
monthly
project
activities
 To evaluate the
performance of
each member
on a short-term
basis
 Training method
would be in the
hall room of the
office
 Project status
would be
checked on a
daily basis
 Six months of
time would be
taken for the
periodical
evaluation
 Taking the
test of each
member to
learn the
progress
 Based on the
status of
performance,
appropriate
feedback
would be
given back to
the members

13LEAD AND MANAGE TEAM EFFECTIVENESS

14LEAD AND MANAGE TEAM EFFECTIVENESS
Dependencies Supervisors, Human
Resource managers,
trainers and employees
Supervisors, Human
Resource managers,
trainers and employees
Supervisors, Human
Resource managers,
trainers and
employees
Timeline 03.05.2020- 20.04.2020 01.05.2020 -31.05.2020- 30.06.2020-
05.09.2020
Responsibility The team leads may
want to review new
documents that provide
information on the role
AND/OR plans which
relates wider workplace
During the discussion the
team leads may want to
influence the discussion:
 Develop an
honest
communication
going on
 Being Respectful
 Taking a positive
approach and
focus on the
future
 To have a
realistic and
reasonable
expectation of
each activity
Resources Papers documents,
laptop, MS-Excel, pen,
Papers documents,
laptop, MS-Excel, pen,
Papers documents,
laptop, MS-Excel,

15LEAD AND MANAGE TEAM EFFECTIVENESS
Projector, Screen, White
Board and an allocated
room
Projector, Screen, White
Board and an allocated
room
pen, Projector, Screen,
White Board and an
allocated room
Review dates 21.04.2020 01.06.2020 10.09.2020
Measurement:
KPI; Outcome
To use SMART Gaols
criteria for measurement
Separate KPI
Table 3: Performance plan
9. Ensuring that each team member completes the third-party to provide
evidence on team performance
 In order to ensure that team members complete the third party report, the team
executives have observed the daily progress of the work in relation to whether the
individuals are working as per the given duties and activities

16LEAD AND MANAGE TEAM EFFECTIVENESS
Task 2:
2.
It has been ensured that all tasks as developed in the performance plan have been performed
quite effectively as each member was asked to work on their agreed responsibilities. And,
based on that agreed responsibilities, tasks related to performance goals were developed.
4. a)
I must state the fact that developing the team for implementing the e-commerce opportunities
for Apparel Brands Pty Ltd, has been a great experience because I believe that expanding
business and increasing the market share through e-commerce can be a significant and
feasible initiative especially for the clothing brand. However, when reviewing the
performance I have observed that IT members in the team have done an effective job to
develop and design the website for online shopping and the whole process has been
completed within a given period. This is certainly a great achievement but I believe that
marketing team would have done a little matter because there have been many competitors in
the clothing industry but I believe a generic marketing strategy would not defeat the
incumbent players in the e-commerce sector. So, I believe marketing strategy development
initiatives have not been done properly.
b). Communication and collaboration was one of the major issue that I faced during the tasks
implementation. So I believe in the fact that communication is highly necessary because
team’s success depends upon the considerable communication. However, it is worth
mentioning that teamwork significantly contributes to enhancing communication skills
(Härgestam et al. 2013). Collaboration in the team can only come when there is an effective
level of communication in the team.

17LEAD AND MANAGE TEAM EFFECTIVENESS
c). It is inevitable that there can be some amount of conflict on a team with a variety of skills
and talents. However, general issues in the team can be resolved with the ground rules as
discussed above but the process would be taken to address the issues. On the contrary,
brainstorming method would definitely help to resolve the team issues. To implement the
brainstorming process, the team leaders have of the project should invite the new people from
other teams to the brainstorming session. This means that people with different skills set and
experience to help them get out of the rut and observe things in a different way (Vivian,
Falkner and Falkner 2013). This process would give the executives a greater mix of new
perspectives and some sort of contextual knowledge that help to land on the ideas.
d). In the team consultation process, a suitable team meeting agenda has to be developed to
make sure that all issues are resolved and each individual gets the opportunity to speak for or
bring new ideas. In such context, a transformational leadership style should be an effective
idea. This means with the help of transformational leadership style, team member can be
encouraged to employee a suitable resolution for the team issues.
e). After the team meeting for developing the resolution for the team issues, certain notes
including the individuals’ views about the team conflict and issues and claims regarding time
management, lack of communication and collaboration have been noted.

18LEAD AND MANAGE TEAM EFFECTIVENESS
Task 3:
Introduction
This research report provides a detailed overview of the resolutions of the team
performance issues encountered during the e-commerce project development. Before getting
into the resolution, it is in general can be mentioned that some amount of conflicts or issues
can be healthy as long as it is discussed and conclusion is reached. This means clashing
personalities or opposing viewpoints can sometimes actually bring new thoughts and
discussions. In this report, how an open communication process between members and team
supervisors have been implemented, are discussed properly. As communication is found to be
the major issue during the team-working for e-commerce project, it was discussed how the
communication was initiated to receive input from outside for enhancing the team
performance. In the last, a detailed evaluation of team performance along with the corrective
actions is presented in the report.
a) Describing how I maintained an open communication process between
stakeholders
As put forward by Sohmen (2013), one of the most under-appreciated of doing a
project or running a successful business is communication. For team project as the part of
business to be successful, it is important to have a strong communication with the employees.
This is required because if the employees understand the goals effectively and if they feel that
their opinions matter, they are more likely to reach the potentials and enhance the overall
productivity. So, in the e-commerce project development process for Apparel Brands Pty
Ltd, open communication approach was developed and maintained between team supervisors
and team members followed the below provided practices.
Staying on the same page

19LEAD AND MANAGE TEAM EFFECTIVENESS
It is certain that to be staying on the same page with the team supervisor or manager,
one does have to spend a lot of time with the manager and there is no shortcut method for this
(Peralta et al. 2015). During the team-working process, each individual has the free-will to
talk and spend time with the project heads and this helped the individuals to learn more about
project. On the contrary, two project heads during the execution of teamwork responsibilities
would often interact with the team members. Even though the members were required to
spend time with the project head but hence manager’s deliberate involvement helped to learn
the team members.
Demonstrate values: It is certain that management hired the candidate for a reason
and it is very common fact that thereby, the team was instructed to show or add values to the
positions and team. Based on the past experience, it can be mentioned that executives or
managers always want the members not only to agree with but also be interested to speak
about the realities and challenges. Thereby, it was mentioned that each individual gained the
ability to speak with the facts, confidence and suitable suggestions.
Establish clear communication objectives
As put forward by Gonzalez-Mulé et al. (2016), effective communication needs clear
goal-setting and thereby, it is highly important for the organization or a team to understand
the purpose of the communication. Therefore, during the project implementation, initiative, it
was clearly ensured that all communications threads should be about the ongoing project.
Asking for feedback:
It was ensured that all team members are supposed to ask for feedbacks and so that
employees did not feel that their work was not valued as the team managers tend to juggle in
multiple deliverables but employee issues and claims were significantly heard (McEwan et

20LEAD AND MANAGE TEAM EFFECTIVENESS
al. 2017). Moreover, it is certain that managers or team managers would always be ready to
provide feedback but members for their own good must have to ask feedbacks.
b). Describing how I initiated and maintained the communication process so that
outside input contribute to team performance
In order to initiate and maintain the communication process, team engagement has not
only been done with the members but the culture of the team also allowed the individuals to
hobnob with the individuals of other team. Especially, during the brainstorming method, team
members were asked to attend the team meeting where individuals from other teams were
also present (Dyer et al. 2013). Hence, the team members most likely to meet with the
individuals who achieved success in group work. It also helped the individuals to know how
other teams have resolved conflict and issues.
However, especially, when it comes to initiating a communication process, it was
ensured that even though the individuals are working as a team for accomplishing the project
success, they can meet and talk to other people in the floor to engage in general chat and
conversation. Thus, during the project, individuals developed a level of comfort zone where
they often visited other teams whenever they are stuck or to take advice. Members from
other teams also came to know the things. Such forms of communication and culture
effectively helped individuals to receive output from other outside during the project
development.
Keeping the supervisors informed: Even though the individuals have maintained an
easy flow of communication in the team and scope for more ideas for enhancement but all
individuals kept the supervisors also in the loop. For example, if any new ideas came in the
middle, supervisors were well informed. This practice helped to build a mutual trust and
integrity. In addition to this, Owens and Hekman (2016) mentioned that managers or

21LEAD AND MANAGE TEAM EFFECTIVENESS
supervisors do not expect surprise and thereby if the individuals keep it informed, the
progress on the major projects through-email, phone calls, the manager or supervisor does not
to micromanage.
Developing a line of open communication:
It is highly important to keep and develop an honest and open communication with
the supervisors of the team and this effectively helped to build transparency and trust in the
relationship. If the communication is not facilitated and easy, team members are most likely
to be affected. It is quite certain that employees need the supervisors to act like a mentor, go –
to person and advocate all in one. As put forward by Daspit et al. (2013), if the individuals
are working under the supervisors that lives and believes in the values of the company. On
the basis of such correlation, it is easy for the supervisor and managers to design rewards and
recognition and this would be further effective for management to rate performance criteria.
C). i). Group behaviour to build team cohesion
Hence, the performance evaluation includes both positive and negative facts though it
is sometimes challenging for managers to group work and it can be a challenge to build
cohesion. Thus, to address these areas, the following points are noted in the evaluation
process.
Establishing mission: This is the most significant factor besides choosing members
for team mission. Hence, the goals of achieving team performance and finishing the project
before the mentioned deadline were set and thereby, it can be added that member selection
and mission are aligned.
Diversity: As put forward by Wang, Waldman and Zhan (2014), diversity is a great
factor in the team development which can significantly affect team performance. As the

22LEAD AND MANAGE TEAM EFFECTIVENESS
individuals were chosen from different cultural backgrounds, diversity was maintained and
this significantly helped to pull from the experience to achieve the ultimate mission.
Practice team work: To keep the pace of work in place, team-building exercise
helped the team to observe how individual team members should work together to achieve
goals. Hence, two supervisors of the team took the lead to both manage both marketing and
IT members.
ii) It can be mentioned that coaching method helped to insist on tasks and performance
because it is specific and concrete. For example, IT head in the team significantly helped the
sub-ordinates how to create search engine optimisation tactics by designing new spreadsheets
for business.
Likewise, mentoring insisted on a productive relationship that led to cultivation of
both professional and personal skills. These skills were found to be easy. According to Lynn
and Kalay (2015), learners or the subordinates in the team may wish to complete a particular
category of task but this nature of relationship can depend upon the development of trust such
as developing self-confidence. By understanding this need, team members and supervisors
developed and achieved a positive work-life balance.
It is worth mentioning that coaching is more of a short-term endeavour, while
mentoring can be a long-term endeavour (Boies, Fiset and Gill 2015). Thus, when working in
the team, there needs to be a greater level of effective relationship between the managers and
employees.
iii) Resolution Technique:
Issues in the team were resolved and acknowledged before it can be managed or
resolved. So the whole team was concerned about the conflict, the issues were clearly
discussed with the members. As a team, the impact of the issues were discussed with all

23LEAD AND MANAGE TEAM EFFECTIVENESS
individuals in the team. Eventually, communication helped to talk about the issues and
discuss the strategies for resolution.
Reference
Agwu, D.M.O., 2015. Teamwork and employee performance in the bonny Nigeria liquefied
natural gas plant. Strategic Management Quarterly, 3(4), pp.39-60.
Boies, K., Fiset, J. and Gill, H., 2015. Communication and trust are key: Unlocking the
relationship between leadership and team performance and creativity. The Leadership
Quarterly, 26(6), pp.1080-1094.
Costa, P.L., Passos, A.M. and Bakker, A.B., 2014. Team work engagement: A model of
emergence. Journal of Occupational and Organizational Psychology, 87(2), pp.414-436.
Daspit, J., Tillman, C.J., Boyd, N.G. and Mckee, V., 2013. Cross‐functional team
effectiveness. Team Performance Management: An International Journal.
Dyer Jr, W.G., Dyer, J.H. and Dyer, W.G., 2013. Team building: Proven strategies for
improving team performance. John Wiley & Sons.
Fidalgo-Blanco, Á., Sein-Echaluce, M.L., García-Peñalvo, F.J. and Conde, M.Á., 2015.
Using Learning Analytics to improve teamwork assessment. Computers in Human
Behavior, 47, pp.149-156.
Gonzalez-Mulé, E., Courtright, S.H., DeGeest, D., Seong, J.Y. and Hong, D.S., 2016.
Channeled autonomy: The joint effects of autonomy and feedback on team performance
through organizational goal clarity. Journal of Management, 42(7), pp.2018-2033.
Härgestam, M., Lindkvist, M., Brulin, C., Jacobsson, M. and Hultin, M., 2013.
Communication in interdisciplinary teams: exploring closed-loop communication during in
situ trauma team training. BMJ open, 3(10), p.e003525.

24LEAD AND MANAGE TEAM EFFECTIVENESS
Körner, M., Wirtz, M.A., Bengel, J. and Göritz, A.S., 2015. Relationship of organizational
culture, teamwork and job satisfaction in interprofessional teams. BMC health services
research, 15(1), p.243.
Lindsjørn, Y., Sjøberg, D.I., Dingsøyr, T., Bergersen, G.R. and Dybå, T., 2016. Teamwork
quality and project success in software development: A survey of agile development
teams. Journal of Systems and Software, 122, pp.274-286.
Lynn, G. and Kalay, F., 2015. The effect of vision and role clarity on team
performance. Journal of Business Economics and Finance, 4(3).
McEwan, D., Ruissen, G.R., Eys, M.A., Zumbo, B.D. and Beauchamp, M.R., 2017. The
effectiveness of teamwork training on teamwork behaviors and team performance: a
systematic review and meta-analysis of controlled interventions. PloS one, 12(1).
Owens, B.P. and Hekman, D.R., 2016. How does leader humility influence team
performance? Exploring the mechanisms of contagion and collective promotion
focus. Academy of Management Journal, 59(3), pp.1088-1111.
Peralta, C.F., Lopes, P.N., Gilson, L.L., Lourenco, P.R. and Pais, L., 2015. Innovation
processes and team effectiveness: The role of goal clarity and commitment, and team
affective tone. Journal of Occupational and Organizational Psychology, 88(1), pp.80-107.
Sohmen, V.S., 2013. Leadership and teamwork: Two sides of the same coin. Journal of IT
and Economic Development, 4(2), pp.1-18.
Vivian, R., Falkner, K. and Falkner, N., 2013, November. Analysing computer science
students' teamwork role adoption in an online self-organised teamwork activity.
In Proceedings of the 13th Koli Calling International Conference on Computing Education
Research (pp. 105-114).

25LEAD AND MANAGE TEAM EFFECTIVENESS
Wang, D., Waldman, D.A. and Zhang, Z., 2014. A meta-analysis of shared leadership and
team effectiveness. Journal of applied psychology, 99(2), p.181.

26LEAD AND MANAGE TEAM EFFECTIVENESS