Working with and Leading People: Analyzing Team Dynamics and Goals

This report delves into the dynamics of teamwork and leadership within an organization, emphasizing the importance of team coordination for achieving strategic objectives. It uses Tuckman's stages of team development (forming, storming, norming, performing, and adjourning) to assess team evolution. The report highlights the advantages of teamwork, including improved efficiency, enhanced support, and fostered creativity, and discusses the roles of both team leaders and members. It also evaluates the effectiveness of the operations department in achieving goals, using metrics like net profit and return on investment. Furthermore, the report addresses performance monitoring and assessment, including feedback mechanisms, mentoring, and appraisal procedures, with a focus on correcting underperformance and adhering to legal and ethical considerations. Finally, the document provides a case study of an employee, Anwar, assessing his development needs and evaluating the success of interventions aimed at improving his behavior and performance. The report concludes that a collaborative approach is essential for teams to meet their objectives and that addressing conflicts positively enhances overall team performance.

Running head: WORKING WITH & LEADING PEOPLE
WORKING WITH & LEADING PEOPLE: PART 3 & 4
Name of the Student
Name of the University
Author’s Note

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Task 3
3.0 Introduction
The objectives that an organisation set as a part of the strategic management decisions is
achieved with the contribution from the people associated with the company. Every company has
various departments or groups based on the scale of operation and number of people working for
the company. These teams coordinate with each other in order to achieve the objectives of the
company (Raes et al. 2015). However, within the team it is very important to have understanding
and coordination as well. Every team has their own objectives and goals, which cumulatively
leads to the success of the company. A team is a group of people working towards achieving a
similar goal. Team is a term that is associated with sports but in a business organisation the
dynamics of team plays an important role as well. The team that will be assessed is operations
department of a company. According to Tuckman (1965), there are five stages involved in
building a team: forming, storming, norming, and performing are the stages explained first and
later he added another concept to the list adjourning.
Forming is the first step; this explains the process by which a group of people start working
together. There are mixed emotions among the individuals regarding this step. The people are
mostly anxious and polite.
Storming is the process by which a group of people start working together and get in to a phase
where there is struggle for acceptance among the people. This stage is characterized by
challenges and conflicts.

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Norming is the process by which the team resolves the differences and conflicts and moves
towards appreciation among each other. There is a sense of development of togetherness and
understanding at this stage (Levine and Moreland 2014).
Performing, at this stage the team has a bond and performs towards achieving the objectives of
the business.
Adjourning it is the stage where the team is in a position to dissolve, the reason for this stage
can vary from one organisation to another for example during a phase of restructuring of the
company or due to the failure of the team to achieve the objectives (Seck and Helton 2014).
3.1 Advantages of working as a team
Performance and efficiency improvement: The efficiency of an individual increases when they
are associated with a team as there are people who support and guide each other to perform the
day to day activities.
Support and guidance: A team is led by a leader: a manager or a supervisor according to the
structure of the company, the major role of the leader is to provide the people of the team
guidance and support in order to improve individual as well as the performance of the team. The
person who leads the team is an experienced individual and therefore should have knowledge
regarding the same (Costa et al. 2014).
Develop a sense of belongingness: It is important for an individual to feel important and feel
associated with an organisation. Being a part of a team drives this emotion. This in turn helps the
person to be productive and therefore help the company to achieve its objectives.

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Promoting creativity: Innovation helps a company to stay relevant in the dynamics of the
industry. A team helps in fostering creativity among the people by providing an individual with
like-minded people and space to focus the thought process. With the help of the team members
and the support of the supervisors creativity and innovation seeks encouragement and scope of
development (Costa et al. 2014).
Greater perspective: working as a team offers wider perspective of issues and conflicts that the
team has to face on a daily basis. As a number of people are involved each can come up with a
solution to a problem from a different perspective.
Flexibility: As a team gap in skills of one person can be fulfilled by another thus providing the
team with flexibility and positive approach to versatility within the team. While working in an
organization there can be situations which are unpredictable in such cases it is important for the
teams to be flexible (Fausing et al. 2013).
3.2 Working as a team
Role of a team leader
As a leader the most important role is to support and guide the people, but along with this
guidance it is also important to participate in the task with the team. For example, when there is a
conflict (missing deadline due to misunderstanding) in the team until and unless the leader has
active participation in understanding and developing the tasks he or she will not be able to
resolve the conflict (Costa et al. 2014).
Effective communication is a large part of the being a leader as they are the medium of
communication in between the higher management and the employees. Assuming the conflict

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situation regarding a task it is the duty of the leader to maintain a clear exchange of messages in
order to understand the cause of conflict and then aim at finding a solution with the help of the
team in order to get a wider perspective of aspects (Costa et al. 2014).
Role of a team member
The member of a team depending on the job role has the responsibilities that he or she
has to follow. But as a member of the team it is important to interact and bond with the members.
For example, in a situation where there is excess work for the team, the members should
accommodate and work in a fair manner, there should be an understanding so that the gaps of
one can be fulfilled by another. A member of a team takes extra initiatives in order to help the
team (Hurst et al. 2015).
3.3 Review the effectiveness of the team in achieving the goals
The goal of the operations department is to improve the performance and thereby add to
the profitability of the business. The review of the goals can be measure with the help of the
metrics such as net profit of the company as well as the return on investment of the shareholders.
Depending on these aspects it can be said that the goals of the team has been achieved. The
conflict situation among the people gave insight as a leader regarding the ways which can be
incorporated in the operations to improve (Hurst et al. 2015).
Training: in the process of resolving the conflict some of the issues that had been highlighted by
the members was the deficiency of skills, therefore it can be said that training is the process of
self development as well as career development opportunity for an individual, thus it is an
important part of being a member of a team.

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Supervision: It is not only the responsibility of a leader to supervise the team; the members of the
team should also ensure that the work of each other is perfect and improved.
Monitoring: working in an organisation it is important for the company to maintain the records
of the members. This helps in providing proper guidance (Hurst et al. 2015).
3.4 Conclusion
It can be concluded from the above discussion that a building and maintaining a team is
not only the responsibility of the leader rather the whole team is responsible for making the
achieving the goals of the team. Conflicts and challenges are a part and parcel of running a team
and it should be taken in a positive way to understand the dynamics of the team as well as
improve the performance.

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Task 4
4.1 Factors involved in planning the monitoring and assessment of work performance
Feedback
Kevin: The person is ambitious yet has performance issue; there are also several complaints
against him, which should be considered. The retention of such a person can be de-
motivating to a number of other employees.
Ahmed: Has potential to improve as well as have the urge to learn. Personality wise also has
scope of improvement, thus retaining him should be a positive outcome for the company.
Measurement of effective performance: Feedbacks from the team leads during the time of
performance appraisal are the measurement for both the candidates.
Mentoring and counseling:
Kevin: He needs a session with the HR department regarding the No tolerance policies of the
company in case of behavioral issues or any biases.
He also requires a session with the team leader regarding his contribution to the team as a
member of the team
Ahmed: training should be given in order to improve the expertise in terms of computerized
data entry system.
Appraisal procedures

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The appraisal procedure that is followed for both the candidates are Chain Of Command. In
this process the leaders of the team each of them are assigned to review the employee which
is further reviewed by a manager.
Methods of correcting under performance
Firstly the steps that are taken are moving the person to a PIP phase, where the daily tasks of
the person is scrutinized by a supervisor. Feedbacks are shared and in case of three negative
feedbacks the person is terminated.
Legislation
All the members of the organisation are expected to follow the rules and policies of the
company while being associated with the company. The HR department shares all the
policies during the time of hiring and every member should abide by these regulations.
Codes of practice and procedures relating to disciplinary actions and grievances
The company follows a no tolerance policy for certain cases most of these cases are in the
behavioral category. Warnings in from of negative feedbacks are shared with the concerned
person this is followed by termination.
4.2 Development needs of individuals
The person that has been employed is Anwar, He is a sincere individual but is also moody. He
has an argumentative nature which has been escalated before. He is a year old in the organisation
and has excellent skill in terms of technology which is an essential part of his job role. Despite of
his behavioral issues he is popular among the team and also has a reputation for his performance.

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Person’s learning styles: He has to understand his own mistakes in order to learn, if any
correction or issue is imposed on him he does not take it in a positive way.
Individual development needs: He needs counseling and HR face to face sessions so that his
behavioral issues can be highlighted and his performance can be appraised at the same time.
Training requirements: He does not need training for the job role he has been offered.
Methods of evaluation: His productivity marks his performance and the number of escalations
will mark his improvement in behavior.
4.3 Evaluation of the success of the assessment process
A period of six months of observation from the date of the HR session was accounted for
the development of the Anwar. Before the session there were three complaints in a month
recorded against his behavior. And a total of 8 complaints in six months, when this was
communicated to Anwar as expected he was furious. The key here is to communicate effectively
as the company will not like to lose a person who is efficient. Therefore, it was made a point to
highlight his best attributes as well. After six months it is observed that the complaints have
reduced to two. This is an indicator that the assessment and the evaluation process is effective as
there is a positive outcome to the communication.
In the assessment process one of the major attributes to focus upon is communication and
research. Before communicating with a person regarding his behavior assessor should be ready
with correct data points. This is essential to justify the statements are being issued against the
individual.

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