Teamwork Development, Performance, and Conflict Management Report

This report comprehensively examines the multifaceted aspects of effective teamwork, encompassing characteristics of team development, performance metrics, and the application of various management theories and leadership styles. It delves into the significance of setting clear objectives, defining roles, and fostering open communication within teams. The report explores teamwork theories, including Tuckman's stages of team development and Belbin's team role behavior theory, alongside an analysis of leadership styles such as autocratic, democratic, laissez-faire, and paternalistic approaches. Furthermore, it highlights strategic solutions for building effective teams, emphasizing accountability, communication, negotiation, and delegation. The report also addresses conflict management methods, including accommodation, avoidance, and collaboration, providing a well-rounded understanding of teamwork dynamics and performance management.

Effective team work

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
1.Characteristics of team development and performances..............................................................3
Team work theories and roles.....................................................................................................4
Theory of leadership styles.........................................................................................................5
Effective team building strategic solutions to challenges...........................................................7
Methods of conflict management in teamwork...........................................................................8
2. Understand how to agree performance objective with team........................................................9
Explains links between individual, team and organisational objective.......................................9
Explain factors which influence forward planning in the team................................................10
Explain how to identify areas of individual and team responsibility in achieving objectives.. 11
Explain how to identify and agree aims and objectives to promote a shared vision within own
team...........................................................................................................................................11
3. Be able to manage team performance........................................................................................12
Monitor progress in achieving team objectives........................................................................13
Provide feedback when underperformance is identified...........................................................14
CONCLUSION .............................................................................................................................14
REFERENCE.................................................................................................................................16

INTRODUCTION
Effective team works refers to a group of people which perform well in unity. Effective
team work require setting and communicating clear the objective of team. In this leader need to
ensure that all member of team are working together in order to achieve common goal and
helping out them by proving relevant and timely feedback. Success behind effective functioning
of an organisation is teamwork and leadership management (Tomizawa, Shigeta and Reeves,
2017). A leader has the capability of building a strong team of working towards a common goal
by motivating every individual group member especially in developing small and medium sized
organisations. The following assessment explains different features of teamwork with
application of various management theories & leadership styles. Also how managers do use
multiple conflict methods to ensure better understanding and accountability in organisation is
discussed.
MAIN BODY
1.Characteristics of team development and performances
Setting up of a clear goals and roles: With a clear direction given to a group , objectives
of every individual working as team is clear. This helps all subordinates work effectively in unity
and make decisions according to flexibility of set plans.
Defined roles and procedures: Even though goals are set, there is a possibility that
group members perform their activities individually and not a whole team (Ekmekcioglu,
Aydintan and Celebi, 2018). Manager here need to know what is the procedure to achieve
respective goal of organisation. Based on that identify roles according to skills & competencies
of every team member.
Honest feedback and open communication: Group work effectiveness comes with
proper interaction of leader with teammates in terms of freedom and frequency. The main factor
of communication is freedom of expression where employees are allowed to give their ideas and
opinion freely participating in very activity or decision.
Mutual relationships & accountability: A good relationship among leaders and
subordinates of a team is important for encouraging them to give their best contribution and be
accountable to every success and performance together. Mutual understanding therefore is key
to solving any problem cumulatively.

Risk taking and leadership; Good leader has the skill to take risk and improve with its
team instantly for effective accomplishment of set standards and goals(Febriansyah,
Kusumapradja and Ahmad,2020). Support to employees of group in getting aboard with new
change initiatives is an important element of leadership.
Team work theories and roles
People striving to achieve a common goal is what forms a composition of a team. There
are several stages in building a group for teamwork purposes with help of theories & leadership
roles discussed below:
Tuck man's team development theory : challenges faced by a team
The five stage model explains the phases of building a group with respect to all
challenges, problems faces, plans and output result (Ebrahimi Ghassemi,2019). Improve
performances of group members and team objectives are mentions as follows:
Forming: This stage classifies the behaviour of every individual added in a particular
group. The members here try to understand each other and make efforts to fit-in according to the
expectations of the team.
Storming: At this stage, after formation of groups, individual get to analyse their tasks
and show their self performances encouraging competition in team. Standing up for leadership or
status, may lead to conflicts interpersonally and therefore need to resolve issues regarding every
individual in the group.
Norming: For developing cooperation and mutual understanding in team for completing
group tasks , new norms and policies are formed for everyone to follow and work together
effectively.
Performing: The stage focuses most importantly on performance level of group tasks.
Members here support others in group with good coordination & cooperation building trust
amongst each other towards achievement of a common goal.
Adjourning: As soon as the task for which the team for formed is achieved , the
members are bifurcated into their respective individual roles again breaking up the team called
adjournment.
Belbins team role behaviour theory
While this whole process of forming a group to completion of objective task is done, a
variety of individual behaviours are observed constructing a successful team (Driskell and et.al.,

2017). Organisations follows Bel bins team role behaviours to appoint individuals their
responsible work stated as:
Team-worker: Cooperates with other team members showing versatility of work and
represents themselves on behalf of whole group.
Investigator of resource: Idea generator of the group helping all other to explore new
opportunities and develop a strong network internally and outside the organisation.
Coordinator: A person mature enough to bind the whole group into one by delegating
tasks to each one and appreciating them individually for their contribution (Febriansyah,
Kusumapradja and Ahmad,2020).
Plant: The problem solver of the group that takes the initiative of decision making in
unconventional manner by unique thinking and creative skills.
Monitoring evaluator: The one who has a practical reason to every work done and
therefore thinks logically for providing impartial judgements in a team.
Research specialist: This role has self-reliant and dedicated workers in group who
posses in-depth knowledge of particular work area or field.
Theory of leadership styles
Directing all these role members in a proper direction requires a leader to practice
different leadership styles for proper functioning of activities performed by team workers
explained as:
Autocratic leadership: This form of authoritarian style is practised in organisation that
exercises centralized power (Dodge and et.al., 2020).The top management is the decision maker
of all plans and functions running in the business. Sometimes such leadership create a negative
impact on others working in group having no authority to give their own ideas and opinions but
to follow their leader blindly. Also benefits of this style is clear directions and command over
work performances with close supervision.
Democratic leadership: This style involves participation of both leaders and
subordinates in decision making and processes of team work. Rather than forcing members to
work in fear or supervision, this style promotes high motivation and morale of members in team
with some powers given to them. Also this helps in eliminating grievances and employee
turnover or absenteeism.

Laissez-faire leadership: This is a free-rein style where there is very little interference of
top authority in group work performances. The team leaders give tasks to its superordinates to
complete it on time within their own potential and decision making. Members of group have the
right to take initiatives and assign task to the other group individuals freely.
Paternalistic leadership: This leadership follows family relationship style with
paternalism denoting to “father “ as head of the family (Colman and et.al.,2019). The leader as
head here maintains relationship with group by providing them with good working environment
and benefits having a protective gesture towards them. Out of gratitude, the members of group
give their best performances assuming to be a part of family.
Trait theory of leadership
According to many researchers for practising leadership , a leader should posses
following traits to lead their followers in performing teamwork activities of an organisation:
Motivation: A desire to lead others in a group activity for achievement of organisational
goals and objectives (Fox and et.al.,2018). Motivating team members can be in both forms
mental or physical benefits like incentives, appraisals and awards on excellent work.
Efforts in goal achievement: The ambition of a leader to take the initiative of
completing group tasks on tie with energy and enthusiasm.
Integrity and loyalty: This trait of a leader allows everyone performing in team become
reliable on his trustworthy decisions. Leader portrays a clear understanding of every individual
considering every query during teamwork promoting integrity of work.
Cognitive ability and self- confidence: The leaders should be confident of their team
and self decisions. Believe in one self help leader take good cognitive judgements with strong
analytical reasoning and skills.
Knowledge of work performance: Industry and business knowledge is important for the
leader to delegate work to their subordinate working in a team. As experience in a particular field
help them guide new inducted members of group.
Psychological maturity: The leader has to be emotionally stable at any conditions or
challenges faced during achievement of team work tasks. For understanding everyone's state of
mind in group needs maturity of leader psychologically to let others follow his decisions in
future.

Effective team building strategic solutions to challenges
Accountability at workplace comes with improved and systematic performances
eliminating high time consumption and distracting wasteful activities. When people in a team are
answerable to each other , trust builds up leading to good results and productivity (Brock and
et.al., 2017).Team work accountability motivate them to value their work.
Trust in group activities is built by defining duty of every person involved in group work.
Clarification of job description at the time of recruitment only help manager know their
perspective towards team goals in future. Therefore for honest and accountable teams, strategies
are adopted to achieve dreamwork such as:
Effective communication: While performing a teamwork, it sometimes become difficult
different personality clashes among individual preferences and ideas. The task of leader is to
clearly define and relate one another work towards a common goal with the help of effective
communication and expression.
Negotiation ability: Bargaining a decision motivate employees and create a sense of
confidence in their ability for the betterment of organisation resulting in a successful negotiation
(Guttenberg, 2020).Therefore, leader allows every individual have faith in themselves and also
help detect loop holes in current working environment.
Joint working with professionals: Specialists with good experience and in-depth
knowledge contribute a lot in teamwork through joint planning of setting objectives, designing of
procedures, discovering new opportunities from current trends and train other employees
working gain learnings from them.
Delegation and sharing of tasks: As a leader, one has the responsibility to become
answerable to the higher authority for their work in any organisation. Therefore it becomes
difficult for the leader alone handle all operations and maintain groups by evaluating every
individual performance. For such situations, leader may either share the work or delegate
authority to their trusted members of the group who can be held responsible for given duties to
them.
Assertiveness: The strategy of being assertive shows positive behaviour of a team
member towards roles and responsibilities in group work. This help every member of team in
controlling anger and coping with stress levels.

Direction and strong leadership: Leader with a definite direction plan help the group
bring improvement in poor performances (Harrison, 2017). In a strong leadership , there should
be clear and specific goals set, regular feedback meeting help and time- specification should be
must. The members of group should be free to ask any questions in case of any collaborations
within teams or company.
Methods of conflict management in teamwork
While practising leadership styles, many conflicts arise which should be solved by use of
traditional methods in conflict resolution:
Accommodation: This method showcases a loose-win situation where all team members
encourage each other in a risen conflict raised. Argument of the issue is not very important than
giving everyone in the team a chance to express their views on the topic.
Avoidance: This method indicates a lose-lose situation where both leaders and other
members of the team try to resolve it on their own without making it a time consuming conflict.
By avoiding the issue, they try to cool down the fuss created and resist form making the situation
more worse by discussing it in future. Team members having good understanding and
coordination here are able to take up such solution decision
Compromise: In such a circumstance, one has to win or loose at a time to resolve the
conflict or issue created in the group. A temporary resolution with agreement of all parties help
team members come out of complicated situation of conflicts and focus on teamwork
performances (Agarwal, 2017). Here there may be a possibility that team members with different
backgrounds and perspectives participate in conflict management.
Competition: This method denotes win/lose situation where one with right chance or
power of dominance over other wins the conflict. This happens when defenders of the conflict
fail to prove themselves right and in an emergency requires quick action leading to make the
conflict inappropriate and finally resolved. A healthy competition sometimes also help enterprise
win and gain from it after winning the conflict in an ethical manner.
Collaboration: This is a win-win situation in which all team members commitment is
required to be participative till they reach the end of conflict and finally solution. This method is
a time consuming and difficult process of finding resolution to conflict but has effective results.

When all team workers willingly decide to investigate over the conflict and then put up their own
thoughts to it, then they are benefited with knowing the main cay use of problem consistently
occurring in the organisation.
2. Understand how to agree performance objective with team.
Setting objective helps superiors of company in order to assess the performance of
employees over a period of time and by this the executives form the basis of appraisal. In
relevance to this there are various ways in order to agree the objective with team. In which KPI
consider as first objective factors that can be clearly determines and measures the sales figure
that is done by employees, product output, machine downtime and financial performance. In
order to ensure that objective are useful then entities of company could use SMART system that
make sense a objective need to be specific, measurable, achievable, realist and time based. For
instance, “ To increase sales by 13 percentage over next 12 months” smart objective (Kiweewa
and et.al., 2018).
Further, it has been found that the performance measurement, if the outcomes are not
easily quantified it is important for manger to try a system that scores employees. For example,
manger or senior executive might give them a score in between one to five according to their
performance or level of competences in many areas such as leadership skills, team working,
initiative and flexibility. Another mode is appraisal or competencies instead of objective. These
refers to attitude or qualities of employees that displays and that includes team work,
communication, time management, leadership or problem solving. It needs to agree
competencies of individual that fit in with objective of company. Whichever method is selected
by company, it is important for employees to understand the goal of company and how they can
achieved is vital.
Explains links between individual, team and organisational objective.
Objective or goal refers to path that help company in order to define where organisation
wants to go. In order to reach early and effectively, it is vital to chose best route and review that
whether entities of company are taking company to destination or not as well as assist in
determining the time such as when will company reached to the set goal or their destination. In
context of this the link in between individual, team and organisational objective is refers to a
agreed contract in order to attain common goal within a stipulated time frame. Effective and

clear objective/ goal make sure that whole team of a company are moving in the same direction
by sharing same vision and commitments for achieving that (Kourtesopoulou and Kriemadis,
2020). It includes monitoring, tracking, involvement along with evaluation of performance of
whole team and their members. Afterwards proving feedback to them for overcoming the gap
that is analysed. With the help of effective team members and highly skilled, experiences team
members it become easy to achieve common goal of company.
Apart from this, it is vital to assigned work and agreed objectives for which manger of
company need to ensure that allocation of task is consistent with the team objective, policies
along with values of company. Mangers of company need to make sure that the objective of
company are prioritised and for this the allocation made the best use of resources such as team
and skills of team numbers. In addition to this it offers opportunity of self development
objective. In context of this, manger of company need to carry out effective communication and
be receptive towards comments in order to provide guidance and lean them for ensuring that they
are on the right path and moving to right direction to meet objective.
Explain factors which influence forward planning in the team.
Forward planning refers to making of plan in which all points that helping in future
circumstances or requirements will take into account. In business environment there are various
factors that influence the operation and function of company in that situation it is essential for
company to look all these factors before implementing any strategies or executing any operation.
Along with operation it also affects the performance of employees. Few points are explained as
follows:
Changes in external environment is major factors that influence the performance of
company along with team members because due to this, mangers of company need to modified
their whole strategies according to the changes and for this it is vital that employees or team
members of company need to be flexible with changes (LI and et.al., 2018).
Changes in laws and regulation: Changes in laws such as tax, environment, health care
etc. affects strategies of company and that indirectly affects the performance of employees as
they need to perform their task according to new rules and regulations. For example a law that is
related with the reduction of carbo foot print may necessitate the review of production or supply
chain management strategies for complying new requirements.

Explain how to identify areas of individual and team responsibility in achieving objectives.
Within a company, manger are agree on objective and work plans of company with
employees and team. Setting of objective and workplace along with agreeing on objective
follows the criteria of SMART and consistent within overall objective & norms of company.
Managers of company decide with their team members with regards to allocation of task
and duties. For which it is important to make sure a effective and best allocation in order to
achieve the common goal of company. Allocation of duties and task to an individual could be
carried out on the basis of various components such as ability, capability, skill, knowledge,
experience and many more (Liebscher,2020). This offers opportunity to them for self
development as well as to represent their skills and make use of that in efficient and effectively
with aim of gaining success and development. Additionally offers opportunity to learn and
develop their role. By one on one and group sessions, mangers assess performance of team and
individual so that they will able to make them clear that why they are monitoring & assessing
their performance. During this mangers encourage and motivate their staff in order to evaluate
the performance wherever possible. By assessing the performance they provide feedback to
employees and tell them where they are lacking after analysing the gap. This help them in
completing the task effectively on time.
Beside that mangers assessing performance of employees in order to make base for
appraisal as well as from they they will able to determine the skills and abilities of individual. By
this they offers them training and development sessions for improving their skills and knowledge
in order to develop themselves. Measuring performance and capabilities of individual become
crucial as it delivers successful results and that distinguish themselves from others
Explain how to identify and agree aims and objectives to promote a shared vision within own
team.
Agreeing objective and work plan with team and individual give opportunity to team
members in order to define their own objective along with work plans. It develops objective and
plans that are consistent with team as well organisational objective. In this it is important to
agree these with all personnel in area of responsibility (Lynch and et.al., 2018). This ensures that
the objective, work plan and schedule are attainable with the organisational constraints as well as
it takes into account all abilities and development needs of staff members.

When leaders understand that the shared direction and values drive team decision then
they are willing to let go of control and let team members assume responsibility. When some
components come together in order to engage and inspire team so that they will able to challenge
themselves and attain their goal by determining their purpose promotes a shared vision within a
team. These can be establishment of mission, clarifying of vision, defining of values and
outlining of objectives. With the help of all these components employees will able to perform
their task in right manner and achieve success in attaining goal.
Mangers of company ensure that the resources that are linked with team is insufficient
then they reach an agreement on re prioritisation of objective and reallocation of resources and
for this inform to team members related to changes in order to minimizes the impacts
(Marcusson,2018). For assessing the performance of team and individuals this information act as
base against clearly defined criteria.
3. Be able to manage team performance
Team performance is defined as level to which a team is able to meet the predefined goal
for example quality, relatability, functionality of results. Team performance can make and break
the business in context of small and start-up business. Mangers of company focus on mechanism
of business and forget that peoples behind that are driving everything. In relevance to this the
performance of individual impose huge impacts on enjoyment of workers. When they are
feeling like they are making progress something important and worthwhile then it develops an
enormous sense of satisfaction along with pleasure in work for all individuals of company
(Mohanty and Mohanty, 2018). Performance of team can be mange by several ways like by
setting clear vision for team members- with the help of this all employees will have clear
guidance about their task and role as well as set standards of excellence, clarify direction,
purpose, inspire enthusiasm, bridge the present & future.
Apart from this, by taking transparent action mangers of company will able to manage
the performance of employees as it related with the taking of weekly or daily meetings but these
are useful they are not very efficient as it tends to take up a lot of time (Oh and et.al., 2019). In
addition to this, by motivating the team culture, the performance of team become high and strong
as well as it bring positivity in each individuals. Performance of team depends on many factors
but fortunately many of them are within control.