Canterbury College: Leadership in Business - Team Performance

This assignment explores key aspects of leadership in a business context. It begins by defining group dynamics and its importance, then delves into the Team Development Model by Dr. Tuckerman, identifying negative impacts on team performance. The assignment outlines strategies to support team participation and suggests ways to help teams meet performance requirements. It further examines team-building techniques, team consensus, and methods to achieve it. Additionally, the assignment provides steps for resolving workplace issues and emphasizes the importance of an effective dispute resolution strategy. The assignment incorporates references to support the concepts discussed, offering a comprehensive overview of leadership and team management principles.

Running head: LEADERSHIP IN BUSINESS
Leadership in Business
Name of the University:
Name of the Student:
Author Note:

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Leadership in Business
1. What are group dynamics and why they matter for your team?
Group dynamics is a behavioural system and a psychological process that usually take
place within a social group or within the teams in a business environment. This essentially
refers to two or more people involved in an interaction process. These individuals are
characterised with having a common goal and a common identity, and all are abided by and
account to the collective norms (Levi, 2015). It is viewed as one of the essential component
in order for the achievement of success in management or business.
For the purpose of team making and assuring its proper function, group dynamic is
important. The interaction process involved in the system can influence the performance of
the group. It provides job satisfaction and brings out the effect of synergy that doubles the
output (Hovmand, 2014).
2. As a leader, you need to guide the development of your group. Referring to the Team
Development Model by Dr Tuckerman, outline three aspects of group dynamics that
can have a negative effect on team performance.
Dr Bruce Tuckerman had presented Team Development Model for thee group
dynamic that is usually followed by the business houses. It is a four step process that
entails Forming, Norming, Storming, and Performing. The first three steps of the model
are the important ones. The forming refers to the formation of the team, where the leaders
is given the pivotal role, as all the roles and responsibilities are associated with him or her
and the roles and responsibilities of the employees are unclear and undecided. Storming
refers to the process of interaction within the group, where the members of the team are to
keep their personal opinion and their perceptions (Fransen, Weinberger & Kirschner,
2013). Lastly, the Norming process is the one where the members agree upon a single

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point and the role and responsibilities of each of the member are assigned. These three
aspects influence upon the performance of the team as a whole (Turaga, 2013).
3. Explain strategies that can be used to support team participation?
The leaders of an organization must recognise the essentiality of team participation
and therefore, must incorporate certain strategies that will enable them to increase the
team participation. The effective strategies include,
 Being direct, the leaders must be asking for the participation directly, in an active
way stating the need and expectations form the members.
 The leaders must employ certain ground rules to increase and govern the team
participation among the team, and must ensure that all the ideas are encouraged
and respected (Hays, 2014).
 The leaders must push and encourage the team members for their active
participation in the process at the very start of any project.
 Lastly, the most important thing is that the leaders must acknowledge the team
members for their active participation and contribution (Dyer & Dyer, 2013).
4. State three ways that you could support your team to reach their performance
requirements in work.
To reach or achieve the required performance or to produce thee optimum performance, it
is essential for the team members to follow a certain strategy. Therefore, the three
necessary strategies to meet the requirements are,
Making priority measure, that is, the leaders and the members of the team must determine
the most essential measures. A project entails many steps and conducts, but among them
the leaders and the team members must recognise the essential steps (Lucas- Simarro et
al., 2013).

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Leadership in Business
Secondly. These priority measures or steps must be displayed, that is, the leaders and the
members must uphold these essential steps everywhere to clarify their conducts.
Thirdly, the measures, taken by the leaders and the members must be provided the needed
or the required focus, for the successful completion of the same (Rodriguez- Ubinas et al.,
2014).
5. Discuss three team-building techniques, using examples to illustrate your answer.
The leaders include many team building techniques and measures in order to create a
perfect and effective team. Among the many measures, three essential ones are,
Investigating, this essentially refers to understanding the ability and the efficiency of the
team members. This also denotes the cooperation presented among the team. It is
understood that the cooperation among the team is the first step for team building.
Communication, this refers to the communication system and process that is present and
should be included within the team. It is observed that a team can function properly, only
with through a sound communication process within the system (Michie et al., 2013).
Setting goals, is the most important factor for building up a team. A team is essentially
made upon the goals that are included in the orientation of the team. The goals act as the
founding stone of a team, upon which, a team is to be formed.
6. Explain the concept of a team consensus. Outline two methods that can be used to
assist teams to reach consensus.
Team consensus refers to the decision making process of the team. This decision making
process is a group work, where the opinions of each of the individual is important.

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Leadership in Business
The leaders of the team include certain methods to ensure a sound consensus or decision
making process within the team. The two effective methods are, therefore,
 Communication is essentially observed to be the key method in building the team
consensus. A sound system of communication prevalent within the team, ensure
that the opinion of each of the members of the team is given proper value and is
further properly acknowledged.
 Enhancing the problem solving skill, I another form, of ensuring team consensus
within the team. It is observed that as the team members are given the opportunity
to embark upon solutions, the consensus of the team is increased and enhanced
(Lamontagne, Routhier & Auger, 2013).
7. Explain four simple steps for resolving a workplace issue.
The workplaces are essentially observed with many issues and problems that are to be
solved by the leaders and the members of the team. Therefore, the simple ways to address
the issues that are prevalent in the workplaces are,
 Identifying the issues: The leaders and the team member must be able to rightly
recognise the issues and the problems that a workplace is observed with.
 Understanding the interests: This refers to recognising the values and interests of
the team members in order to address the issues properly.
 Enlisting the problems, which the organization sis faced with.
 Selecting proper methods and tools to address all these problems, considering the
personal interests of the members (Saundry et al., 2014).
8. Explain why is it important to have an effective dispute resolution strategy?
All the organizations must include an effective resolution strategy in order to address all
the issues. An effective resolution strategy refers to the proper ways of problem

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identification and enhancing the skills of the team members. Therefore, it is important to
include an effective resolution strategy to understand and evaluate the problem correctly
and to empower the team members to address the problems with a correct approach (Noe
et al., 2017). Also, it is important to include a correct resolution strategy as that helps in
coming up with proper solutions, which will not only address the problems that have
arisen, but also, this will also help to address the interests of the team members.

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Leadership in Business
References:
Dyer, W. G., & Dyer, J. H. (2013). Team building: Proven strategies for improving team
performance. John Wiley & Sons.
Fransen, J., Weinberger, A., & Kirschner, P. A. (2013). Team effectiveness and team
development in CSCL. Educational psychologist, 48(1), 9-24.
Hays, J. (2014). Theory U and team performance: presence, participation, and
productivity. In Perspectives on Theory U: Insights from the field (pp. 138-160).
IGI Global.
Hovmand, P. S. (2014). Group model building and community-based system dynamics
process. In Community Based System Dynamics (pp. 17-30). Springer, New York,
NY.
Lamontagne, M. E., Routhier, F., & Auger, C. (2013). Team consensus concerning
important outcomes for augmentative and alternative communication assistive
technologies: A pilot study. Augmentative and Alternative Communication, 29(2),
182-189.
Levi, D. (2015). Group dynamics for teams. Sage Publications.
Lucas-Simarro, J. L., Moreno-Vozmediano, R., Montero, R. S., & Llorente, I. M. (2013).
Scheduling strategies for optimal service deployment across multiple
clouds. Future Generation Computer Systems, 29(6), 1431-1441.
Michie, S., Richardson, M., Johnston, M., Abraham, C., Francis, J., Hardeman, W., ... &
Wood, C. E. (2013). The behavior change technique taxonomy (v1) of 93
hierarchically clustered techniques: building an international consensus for the

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reporting of behavior change interventions. Annals of behavioral medicine, 46(1),
81-95.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Rodriguez-Ubinas, E., Montero, C., Porteros, M., Vega, S., Navarro, I., Castillo-Cagigal,
M., ... & Gutiérrez, A. (2014). Passive design strategies and performance of Net
Energy Plus Houses. Energy and Buildings, 83, 10-22.
Saundry, R. A., Latreille, P., Dickens, L., Irvine, C., Teague, P., Urwin, P., & Wibberley,
G. (2014). Reframing resolution-managing conflict and resolving individual
employment disputes in the contemporary workplace. Acas Policy Discussion
Papers, 1-21.
Turaga, R. (2013). Building trust in teams: A leader's role. IUP Journal of Soft
Skills, 7(2), 13.