Lead and Management Team Effect: Course Name Assignment

This assignment delves into the multifaceted aspects of leadership and management within a team context. It begins by differentiating between a group and a team, emphasizing the importance of shared purpose, goals, and commitment. The document underscores the necessity of establishing a clear team purpose and vision, highlighting how a well-defined plan fosters cohesion and commitment. It provides practical insights into leadership strategies, such as defining team roles, sharing company vision, and developing performance plans. Furthermore, the assignment analyzes the mission and vision statements of Coca-Cola, evaluating their effectiveness. It emphasizes the significance of encouraging participation, providing feedback, and fostering team cohesion. The concept of self-managed teams is introduced, along with an exploration of Belbin team roles and their impact on team performance, including a case study illustrating the benefits of using Belbin's model to resolve team conflicts. Finally, the assignment addresses a performance management scenario, offering a detailed approach to handling an underperforming team member, emphasizing empathy, communication, and the importance of finding solutions to address the underlying issues.

Running head: Lead and Management Team Effect
Lead and Management Team Effect
Name of the Student
Name of the University
Author Note

1LEAD AND MANAGEMENT TEAM EFFECT
Answer1: A group is a compilation of individuals who coordinate their own efforts while a
team comprises of a group of individuals who share a common purpose of the team and a
plethora of challenging goals. They are united by team spirit, a unified vision of the team and
commitment towards achieving the goals of the team and towards each other. This commitment
towards each other also creates a sense of accountability, which leads to a strong bond between
members of a team and leads to a strong motivation to perform (Block, 2018).
Answer2: It is important to establish a clear team purpose because one cannot build a team if
one lacks a clear purpose and goals. A definite plan outlining the various purposes, goals,
objectives and values binds a group together and transform the group into a team. Coming
together to develop that plan builds consensus, understanding and commitment (Forsyth, 2018).
As the leader of a team, one uses the plan to set varied expectations for individuals and the team
as a whole.
Answer3: If I was appointed as the leader for a newly established team, I would ensure that all
members of the team knew what they had to achieve by talking to the team members about their
respective functions and the goals of the team as a whole. I would share the vision of my
company with them, share the mission statement of the company and enlighten them about the
goals and objectives of the company (Forsyth, 2018). I would define the team roles in line with
the various organizational roles, objectives and plans; I would work with my team members to
establish an understanding of team roles, purposes, accountabilities and responsibilities. I would
also develop performance plans for every member of the team.
Answer 4: The Mission of the Coca-Cola Company is to refresh the world in mind, body and
spirit, to inspire moments of optimism and happiness through their actions and brands, to create

2LEAD AND MANAGEMENT TEAM EFFECT
value and make a difference. The mission statement of Coca-Cola is truly effective because their
advertisements reflect hope, optimism and happiness and their beverage quenches the thirst. It is
also available in various sizes and is value for money. The vision of the Coca-Cola Company
includes inspiring each another to be the best by ensuring a great place to work, offering a wide
variety of beverages that satisfy an individual’s wants and desires, building a positive
relationship with partners based on mutual loyalty, being a global responsible citizen and being
an effective organization (De Mooij 2018).
Answer 5: It is important to encourage participation in the planning, decision-making and
operational aspects of the team’s work important for developing team cohesion because by doing
so every member feels that he or she is part of the team. Every individual and member of the
team feel included which results in bonding and leads to team cohesion. It also fosters team spirit
and strengthens the team bond. Feedback plays an important role because it makes one aware of
the areas that one needs to improve. It makes one aware of one’s mistakes and helps to rectify it.
Employees can also get motivated to perform better if one asks for their feedback because they
feel appreciated and valued. Feedback can help to improve the performance of the team members
as well. Feedback is a tool for continued learning and is important in an organization in order to
develop and improve relationships, stay united to one’s goals, develop products, improve
services and improve relationships.
Answer 6: A self-managed team refers to a semi-autonomous, self-organized group of
employees whose members plan, perform daily activities and duties under no supervision or bare
minimum amount of supervision. A self-managed team is accountable and is responsible for
producing every aspect of a product and delivering a service. A self-managed team carries out

3LEAD AND MANAGEMENT TEAM EFFECT
both supporting task as well as technical tasks. A self-managed team is also known as a self-
directed team.
Answer 7: Some of the members of my team were Resource Investigator, Teamworker,
Coordinator, Plant, Monitor Evaluator and Specialist (Twardochleb 2017).
7a: Yes, I had the recommended mix of roles to become a high performing team. The team was
evenly distributed with an equal amount of role types and there were no gaps.
7b: By using the Belbin individual report, individuals had a greater understanding of their
strengths and weaknesses, which leads to communication that is more effective between
managers and colleagues. The Belbin individual report also help one to develop great teams and
understand and improve existing teams and everybody can feel that they are making a difference
in the workplace. The Belbin method had been incorporated into our syllabus in our college as a
way of improving the teamwork abilities of students. The feedback received from the students
was that Belbin is a relevant and meaningful tool and during the teamwork exercises, the
students are very engaged (Twardochleb 2017). They receive a theoretical approach to teamwork
and a language in which they can talk about their own and the strengths and weaknesses of their
friends and classmates. There have been indicators to show that there has been a positive impact
on their ensuing teamwork.
7c: In our organization, two teams that worked in the production department were dependant on
each other. They were facing animosity issues. Due to miscommunication and lack of
understanding, there were continuous disruptions in the workflow which led to conflicts between
the members of the two departments. To resolve the issue, the HR of our organization introduced
Belbin Team Roles to both parties. The teams sat together and understood each other and the

4LEAD AND MANAGEMENT TEAM EFFECT
problems that the other team was facing. After the session the team members easily resolved
issues and engaged in effective communication as the Belbin model created an atmosphere that
was conducive to talking and understanding.
Answer 8. I would call Sue to my office, talk to Sue, and ask her if everything was all right. I
would ask if everything is all right at her home and in office and if she requires any help. Since
this performance issue has happened suddenly, it could be due to external factors like Sue’s
personal life. Given that she was a good hardworking employee, there must have been some
reason that led to her underperforming as an employee. I would be a compassionate and a calm
listener, listen to her problems, and help her find a solution. I would tell her what the company
expects from her and the various repercussions for underperformance. I would offer to train her
again if required and tell her to build team spirit. I will ask her why she is so jittery almost all the
time and if she is getting enough sleep. If I feel that she is on the verge of a nervous breakdown
due to taxing deadlines or some problems at home or in her workplace, then I would request my
senior to grant her leave for a week so that she can relax and come back to the office refreshed
and rejuvenated. I would ask her to speak to a counselor who would help her not only to identify
her problems but also find a solution to them. I would tell her teammates to be a little more
cooperative and sympathetic towards her and be polite, cordial and understanding with her. I
would tell Sue gently yet firmly that her missing deadlines, is having a negative effect on the
work of her colleagues as well and that this needs to stop. I would try to tell her that the aim of
this meeting is to try to find a solution to the problem rather than to vent. This approach will help
her to feel valued and boost her morale. I would ask Sue what motivates her and find out if she
has been recognized and appreciated for all the good work that she has done over the years.

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REFERENCES:
Block, P. (2018). Team development. Work, 3, 3.
De Mooij, M. (2018). Global marketing and advertising: Understanding cultural paradoxes.
SAGE Publications Limited.
Eubanks, D. L., Palanski, M., Olabisi, J., Joinson, A., & Dove, J. (2016). Team dynamics in
virtual, partially distributed teams: Optimal role fulfillment. Computers in human
behavior, 61, 556-568.
Forsyth, D. R. (2018). Group dynamics. Cengage Learning.
Sinek, S., Mead, D., & Docker, P. (2017). Find your why: A practical guide for discovering
purpose for you and your team. Penguin.
Singh, B. J. R., & Kaur, M. P. (2016). Corporate social responsibility in India. International
Journal of Higher Education Research & Development, 1(1).
Twardochleb, M. (2017). Optimal selection of team members according to Belbin’s
theory. Zeszyty Naukowe Akademii Morskiej w Szczecinie.
Venturini, B., Mosso, C. O., & Bellotto, M. (2015). We are diverse but belonging to the same
team: an empirical study on the relationship between diversity and identification. La
camera blu. Rivista di studi di genere, (11).