Leadership & Management: Strategies for Effective Teamwork & Culture

This report explores strategies for improving teamwork within diverse workplace cultures. It analyzes characteristics of effective project teams, including communication, expertise recognition, and task allocation, alongside positive and negative synergies like collaboration and cultural differences. The report discusses techniques for ensuring cooperation, such as establishing leadership and fostering strong relationships. It delves into organizational culture theories, like Handy's and Schein's models, and examines the impact of workplace culture on team performance. Furthermore, it identifies techniques for improving workplace culture and strategies for effective team engagement. The importance of project reviews and stakeholder feedback is highlighted, concluding with a project review based on scope, cost, execution, risk management, and deliverables.

Running head: LEADERSHIP AND MANAGEMENT
Leadership and Management
Name of the Student
Name of the University
Author Note

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Executive Summary:
The paper is dedicated in describing the strategies that can be used to make sure that any
organization be able to improve their team work while facing diverse workplace culture. The
paper analyses four different characteristics of effective project team along with the positive
and negative synergies. Along with that, the paper discusses six techniques for ensuring
cooperation in a project team. In addition to this, the paper provides two different theories to
boost the discussion of the positive workplace culture. Apart from that, the paper elaborates
two positive and negative impact that the workplace culture has on the performances of a
project team. The paper is able to identify and assesses four different techniques for
improving the workplace culture. Apartfrom that, the paper is able to discuss four strategies
for the effective team engagement. In addition to this, the paper produces the relevancy of
reviewing a project and identifies the probable learning outcomes as well. Apart from this,
the paper produces the importance of the key stakeholders’ feedback on the reviews of the
project. At the end part, the paper provides the review of a project on the basis of the scope,
cost, execution, risk management and deliverables.

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Table of Contents
Introduction:...............................................................................................................................3
Task 1:........................................................................................................................................3
Task 2:........................................................................................................................................7
Task 3:......................................................................................................................................11
Conclusion:..............................................................................................................................13
References:...............................................................................................................................15

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Introduction:
Teamwork is significantly important in the modern business context. The
organizations are observed to notably improve their performances with effective team work
(Weller, Boyd & Cumin, 2014). The paper is focused in the elaboration of the strategies that
can be utilised to make sure that any organization be able to improve their team work while
facing diverse workplace culture. The paper describes four characteristics of effective project
team along with the positive and negative synergies. In addition to this, the paper provides six
techniques for ensuring cooperation in a project team. Apart from this, the paper produces
two different theories to support the discussion of the positive workplace culture. Along with
that, the paper provides two positive and negative impact that the workplace culture has on
the performances of a project team. The paper is able to identify and discuss four different
techniques for improving the workplace culture. Along with that, the paper is able to discuss
four strategies for the effective team engagement. In addition to this, the paper produces the
relevancy of reviewing a project and identifies the probable learning outcomes as well. Apart
from this, the paper produces the importance of the key stakeholders’ feedback on the
reviews of the project. At the end part, the paper provides the review of a project on the basis
of the scope, cost, execution, risk management and deliverables.
Task 1:
1.1
The four characteristics that are much needed for an effective team are the creation of
a common goal and the communication of that among the members of the team, recognition
of the expertise and the management of the talents, the effective task allocation and open and
clear communication (Josiah Arnatt &Beyerlein, 2014).

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Creation and Communication of the Common Goal:
The effectiveness of the team is observed to be dependent on the creation of a
common goal and the communication of that goal among the members of the team. The
creation of the goal needs to be conducted through the participation of all the members of the
team as the participation of the members in the formation of the objective has the potential to
increase their involvement with the project. Along with that, the communication of the
common objective will always be a key aspect of an effective team. The confusion regarding
the objective among the members of the team has the potential to decrease the success and
effective of the project team (Nancarrow et al., 2013). Hence, in order to form an effective
team, the communication of the common objective among the members of the team is
significantly important.
Recognition of the Expertise and the Talent Management:
An effective team consists of many of the efficient members. The major focus of
those members are in providing quality for the improvement of the overall quality of the
team. In such cases, the motivation becomes significantly important. Majority of the efficient
members are observed to feel motivated with the recognition of the good work that they
conduct. It is seen to increase the responsibility of the members and the involvement of them
with the team (Cappelli & Keller, 2014). Hence in order to retain the efficient members
inside the team and increase the effectiveness of the team, the recognition of the expertise
becomes significantly important.
Effective Task Allocation:
The effectiveness of the team is seen to be significantly dependent on the proper and
appropriate task allocation. It is observed that the increased number of faults from the part of

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the members of the team decreases the efficiency of the team. Hence the reduction in the
number of the faults is significantly essential for an effective team. The reduction in the
number of the faults can only be possible with the proper allocation of the task. The tasks are
needed to be allocated to the members of the team on the bases of their expertise to make sure
that the number of faults form the part of the members of the team is limited.
Open and Clear Communication:
In an effective team, the communication needs to be one of the top most priority. Any
sort fear factor or the external influences that decreases the free flowing exchange of
information and the opinion among the members of the team needs to be eliminated
(Kasemsap, 2013). The establishment of a free and fair communication system enables the
team to have a 360 degree evaluation of the activities that they are conducting and that
produces the base of the improvement of the team’s performances and increases the
effectiveness as well.
1.2
a. Positive Synergies:
The positive synergies which are much needed for the development of an effective
team are the collaboration, communication and the team cohesion (Liemhetcharat & Veloso,
2013).
The collaboration among the members of the team is much needed in order to make
sure that the team is able to operate efficiently and increase their performances without sort
of gaps. The improved collaboration among the members of the team enables it to achieve
higher level of performances and at the same time, improves the quality of the performances.

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The establishment of a strong communication helps the team to avoid any sort of
conflict that can take place during the operation of the members of the team. The effective
management of the conflict is significant in increasing the effectiveness and the efficiency of
the team in achieving the common prescribed goal.
The team cohesion is a significantly important factor in the formation of an effective
team. The urge of the members in solving the problems of the other members in the team
increases the bond among the members of the team which plays a crucial role in the team’s
try to improve their performances both in terms of quality and quantity.
Two techniques to develop the positive synergy inside the team will be to identify
common grounds and the establishment of an open and effective communication system.
The identification of the common ground is notably important for the fact that it
avoids any sort of discrepancy in the planning for the implementation of the team objectives.
Along with that, the finding out of the common ground plays a crucial role in the increment
of the effectiveness of the operations of the members of the team (Liemhetcharat & Veloso,
2013).
Along with this, the establishment of the free fair communication will decrease the
gaps in the communication and will manage the conflicts in the best possible manner. The
effective communication among the members of the team significant in the reduction of the
conflict among the members and that is significantly crucial in increasing the efficiency of
the performances of the team. The achievement of the higher efficiency enables the team to
strive forward towards the achievement of the increased production and plays a crucial role in
the increment of the profit.

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b. Negative Synergy:
The three chosen negative synergies are the cultural differences, the lack of trust and
the improper communication of the goals (Rahwan, Michalak & Wooldridge, 2014).
It is significantly possible that a team has one of more individuals belonging to
different cultures and societal values and in that case, the differences among the cultures has
the potential to affect the efficiency of the team in negative manner. The general sources for
the experience of the cultural differences are observed to be in form of the language barriers
or the issues faced in the cultural assimilation. The impact of the cultural differences among
the members of the team is pretty evident with the formation of the conflict which leads to
the decrement in the effectiveness of the team performances.
The absence of the trust among the members of the team is observed to be significant
as it produces notable amount of detrimental impact on the operations of the members. The
absence of the trust among the members will be crucial in creating ineffective situations
which can decrease the precision of the team’s performances. The decrement in the accuracy
has the potential to create notable amount of faults in the operation of the members of the
team.
The improper communication regarding the goals among the members of the team has
the potential to create significant amount of confusion which will be a notable factor in
barring the success of the team. The improper communication of the objectives will lead to
significant amount of conflict among the members of the team and that can decrease the
cohesion of the team as well. Along with that, the absence of effective communication
regarding the objectives of the team has the potential to influence the team and the
performances of it in appropriate way and that is significant in decreasing the effectiveness of
the team work.

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1.3
Six Steps for the development of the rapport and ensuring team performances:
The six steps that are much needed for the development of the rapport and are crucial
in ensuring the cooperation in the team project are:
 Establishment of the leadership.
 Establishment of the effective communication with every members.
 The formation of a strong relationship with the members of the team.
 Identification and solution of the mutual barriers.
 Improvement of the teamwork.
 Setting up of the ground rules (Janićijević, 2013).
Task 2:
2.1
The chosen cultural theories for the organizational culture and the improvement of it,
are Handy’s model of organizational culture and Schein’s model of organization culture.
Schein’s model of organization culture:
Edgar Schein’s model of organizational culture is seen to be divided into three aspects
which are the artefacts and symbols, espoused values and the basic underlying assumptions.
The artefacts and the symbols of the team are the structure and the processes of the
team and it plays a notable role in the improvement of the team’s performances and in
engaging the members of the team (do Carmo Silva & Gomes, 2015). The artefacts and the
symbols of the organization is visible for both the members of the team and the external
parties as well.

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The espoused values is one of the significant aspects of the model where the
standards, values and the code of conduct of the team increases the ethical and valuable
performances of the members of the team. This increases the ethical conduction of the
members of the team and that becomes crucial in the achievement of the success of the team.
The basic assumptions are the information or the opinions regarding the team and the
performances of it that are already available among the members. This helps the members of
the team to have a predetermined idea of the appropriate culture of the team and act in
accordance to that (Hogan&Coote, 2014). The part is significant in specifying the proactive
conduction of the members of the team in accordance to the responsibility of them in the
team and that includes the allocated tasks.
Handy’s model of organizational culture:
Charles Handy’s model is one of the important contribution to the theories of the
organizational culture with significant specification regarding the various forms of the
culture. The model describes the corporate or the organizational culture in four different types
which are power, role, task and person culture.
The team with the power culture in place has the potential to respond to the events or
changes with significant urgency (Wambugu, 2014). Along with that, the teak which reflects
the power culture is seen to have limited number of individuals who have the power and the
influence of them is spread throughout the organization. However the process is notably
dependent on the continuous success of the individuals at the centre of the team.
The team with the task cultures in place, is much more focused in such a practice
where the members of the team will take the maximum responsibility and the role of each and
every members will be well distributed. The main basis of the teams with the role culture is
seen to be the implementation of the rules. The teams having the role culture is seen to have

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the task and the responsibilities well distributed among the members of the organization.
However, a limited band of the senior management will be present but the teams, practicing
the mentioned culture will be largely dependent on the functionality of the roles and the
participation of the members.
The teams practicing the task culture is seen to be job oriented or project oriented.
The teams with the task culture, is seen to use the matrix or project based structural design.
The leaders of this sort of team are seen to put strong emphasis on getting the job done
(Njoroge &Yazdanifard, 2014). The task culture is seen unify the power of the group in order
to improve the efficiency of the teams and also helps the individuals to identify the
importance of their tasks or operations in the group.
The teams with the person culture are observed to be only focused on the own
interests of the members. The base of this type of culture is seen to be a loose cluster. The
main objective of the operations of the members of this type of team is to make sure that sure
that they assist and serve the individual needs only.
2.2
Impact of the positive workplace culture on the performances of the project team:
The impact that the positive workplace culture is seen to be significant in the form of
the increment in the creativity and increment in the production of the team.
Increment in the creativity:
A strong and efficient workplace culture allows the members of the team to be
creative in their operations. The increment in the presence of the innovation and the creativity
is seen to be well managed while having such a team which has the potential to fight for each
and every aspect of the inclusion of the creativity. The achievement of the positive culture

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inside the team plays a major role in enabling the leader of the team to include the much
needed creativity and the presence of the innovation into the products or the services that they
are responsible for, so that the products or the services produced by the members of the team
be able to align with the ever changing preferences of the customers. The possibility of the
detrimental impacts or the negatives to affect the responsible person for his or her creative
solutions is seemed to be less while having a strong workplace culture.
Increment in the production:
A strong workplace culture will certainly increase the performances of the members
of the team as effectiveness of the culture has the capability to increase the cohesion and the
strength of the team in performing (McCance et al., 2013). This results in the increment of
the production and the performances of the team. Along with that, the increasing team
cohesion to produce the products or the services that are aligned with the needs of the
customers are significant in increasing the sales and the production of the team.
2.3
Negative Consequences of the Workplace culture:
Generation of the Conflict:
The negative consequences of the workplace culture is seen to generate considerable
amount of conflict among the members of the team. Along with that, an ineffective
workplace culture has the capability to frustrate the members of the team. If the workplace
culture is not appropriate, then it will lead to the formation of conflict among the members of
the team and that will hamper the operations of the team (Pilch & Turska, 2015). It is
observed that the team with the notably poor team culture, is largely affected with the
variation in the processes of the operations that the members of the team conduct. As the