Team Management Key features

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Team Management

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Key features of an effective team performance
In order or develop an effective team, individuals must sharing a common aim that requires the
jobs and skills for each team member. Effective team performance helps in solving complex
problems and making better decisions and releasing more creativity. For effective team
performance, the key features are required to be involved in achieving the goals and objectives.
It includes setting the clear objectives. It includes to mutually agree on the aims and objectives.
For the clear objectives, the mission and objectives are required to be reviewed and require to
produce a user-friendly team plan (Yang, 2014). Balanced roles are required to be considered as
it requires to analyze the roles and discussion is required for developing the roles. Opportunities
are required to be provided for development like job rotation, leadership, delegation as well as
project work (Parke, et al., 2014). Good communication is required to be considered for meeting
the productive and different methods of communication are considered. For effective team
performance, appropriate leadership is required for assessing the staged of team development
and adopting effective leadership styles.
To manage the performance of the team it is essential to consider the context, composition,
process and work design. For managing the team performance I would like to follow the process
which includes the purpose, selection, support, monitor and recognition.
Compare models for linking the roles
In the case of team roles, the model is required for linking the individual roles and developing
team performance. the major five team roles help in evaluating the contributions of members.
Berlin has defined the 8 different team roles and Peter honey has introduced the 5 team roles
which are leader, challenger, doer, thinker and supporter. Team roles of berlin include the
resource investigator, team worker, co-ordinator, plant, monitor-evaluation, specialist,
implementer and shaper (Lloyd-Walker, et al., 2014).
Stages of team development
In team development, four stages are involved which are forming, storming, norming and
performing. It includes the process of learning and working together effectively. At the stage of
forming, the period of orientation and getting acquainted is included. At this stage, uncertainty is

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high as people because the roles and responsibilities of individuals are not clear. At the stage of
storming, conflict and competition are more and team performance decreases because of
conflicts. In the norming stage, the consensus is developed regarding the leader and role of
individuals. The issues are resolved in this stage with a sense of cohesion and the generation of
unity begins. In the performing stage, the corporation is established and the team becomes
mature, organized and well-functioning (Jackson, et al., 2015).
Barriers in team development
In team development, various barriers are faced by the team which includes when an individual
is not clear about the goals, roles, and responsibilities in the team help in creating problems in
building a team. When in the team, communication is poor it is considered a barrier in building
an effective team and team development Lack of discipline and punctuality is a barrier in the
team (Kimensu, 2011).
In order to overcome the barriers of team development, simple tools and techniques are required.
Team building and making a clear structure of the team helps the team in working together.
Mentoring is beneficial for overcoming the barriers.
Group norms of team development
Group norms affects the development of the team with the help of individual ideas. Every
individual has their own rules and ideas and behavior which causes the conflict in a team
environment (Kimensu, 2011).
Differentiate between destructive and beneficial conflict
When the conflict occurs it results in the values, actions, desires and general interests. Conflicts
can occur in groups or individuals which can be internally or externally and which cause
frustration as well as anger. In a team, conflict resolution helps in generating positive results. It
helps in generating open debate and leads to creating positive outcomes. Destructive conflict
mainly results from narrowly defined goals to producing negative results. It affects individuals as
they become less flexible as well as suffer from defeats (Folger, et al., 2015).
Methods to eliminate or deal with conflict