Teamwork & Leadership: Managing Trust, Networks & Conflict Positively

This report comprehensively addresses various aspects of teamwork and leadership, focusing on building trust, managing networks, and resolving conflicts to achieve positive outcomes. It includes a progress report template for employee tracking, covering technical skills, teamwork, knowledge, leadership, presentation, analytical, and conflict management skills. The report also discusses conducting employee reviews, providing performance feedback, and facilitating consultation processes with employees to address organizational issues. Furthermore, it touches upon recruitment strategies, team-building activities, and methods for guiding and supporting team members. The document also includes strategies for identifying, managing, and resolving intra-project conflicts, particularly those arising between different departments like finance, marketing, and manufacturing. The report emphasizes the importance of apex management support and guidance to prevent future conflicts. Desklib offers a wealth of similar resources for students.

Running head: TEAM WORK
Team Work
Name of the Student:
Name of the University:
Author Note:

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TEAM WORK
Answer 1:
Progress report:
Progress Report of …………………………………..
Designation and department: …………………………………………..
Reporting manager: ……………………………………
Skip level manager: ……………………………………..
Tenure:………………………(months)
For the period: 2018
Criteria One week
score
One month
score
One Quarter
score
Annual
score
Technical skills D1:
D2:
D3:
D4:
D5:
W1:
W2:
W3:
W4:
M1:
M2:
M3:
Q1:
Q2:
Q3:
Q4:
Team work D1:
D2:
D3:
D4:
D5:
W1:
W2:
W3:
W4:
M1:
M2:
M3:
Q1:
Q2:
Q3:
Q4:
Knowledge and skills D1:
D2:
W1:
W2:
M1:
M2:
Q1:
Q2:

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TEAM WORK
D3:
D4:
D5:
W3:
W4:
M3: Q3:
Q4:
Leadership skills D1:
D2:
D3:
D4:
D5:
W1:
W2:
W3:
W4:
M1:
M2:
M3:
Q1:
Q2:
Q3:
Q4:
Presentation power D1:
D2:
D3:
D4:
D5:
W1:
W2:
W3:
W4:
M1:
M2:
M3:
Q1:
Q2:
Q3:
Q4:
Analytical skills D1:
D2:
D3:
D4:
D5:
W1:
W2:
W3:
W4:
M1:
M2:
M3:
Q1:
Q2:
Q3:
Q4:
Conflict management skills D1:
D2:
D3:
D4:
D5:
W1:
W2:
W3:
W4:
M1:
M2:
M3:
Q1:
Q2:
Q3:
Q4:

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TEAM WORK
Total score
Grading as per score:
Good/Average/Excellent/Poo
r
Actions to
be taken:
Assessor 1 Assessor 2 Assessor 3
Signature of manager:
Signature of CEO:
HR Department:
Signature of employee: Received and accepted on………………………
Note:
1. The original should be received by the employee and a signed photocopy should
be handed to the HR department.
2. Ratings: 1 to 5 (very poor to excellent)
3. Yellow area to be filled by the employee only
4. Score area to be filled by the assessors.
5. Red area to be filled by departmental head only
Review of the employee:
The employee under question would be reviewed according to the reports of the progress
report and as per decisions taken by the three assessors. The review would consist of detailed
analysis of the performance of the employee, his achievements and weaknesses. The outcome of
the review would be recognising areas where the employee needs to improve and framing of skill
development programme for him (Dall’Ora et al. 2016).

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TEAM WORK
Giving feedback to the employee:
The employee under the review would be given feedback as per his performance and
ratings as per the progress report. The feedback given to the employee should be kept private and
confidential. The HR department should hand over the original progress report and retain a
photocopy of the same duly signed and received by the employee. The signature and the
receiving date should be clearly mentioned on the photocopy (Chen et al. 2014).
Answer 2:
Meetings:
A meeting should be held with five employees to consult them regarding issues they are
facing within the organisation. They should encouraged to express their opinion on the issues
pointed out and ideas to solve the issues.
Performance reviews:
The performances of the five employees should take place as per the format of the
progress report above. The review of the five employees should be held confidentially and the
assessors would arrive at decisions regarding their weak areas. The employees trained to
strengthen their weak areas as per a set out plan as per the norms of the company.
Employee satisfaction survey:
Employee satisfaction survey form
Date of survey:……………
Employee name:…………………
(To be filled by the surveyed employee)
Questions Yes/No/Maybe/No Comments/Feedback

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TEAM WORK
comments
Are you satisfied with your current job?
Are you satisfied with your manager?
Are you satisfied with your peers?
Would you like to bring about any
changes within the company?
Do you feel stressed while carrying out
your job responsibilities?
Are you satisfied with your current
compensation?
Note: The survey form should be retained by the HR department only and kept
confidential.
Root cause analysis:
The root cause for the employee dissatisfaction would be pointed out as per feedback
obtained from them. Appropriate actions would be taken to deal with the issues and resolve them
to the extent possible.
Answer 3:
A recruitment drive:
……(name of the company) is a business organisation having presence in the ….(sector) for over
a decade. The company boasts a rich experience of providing superior services to esteemed
clients and guarantee high level of satisfaction. Applications are hereby invited for the following
vacant positions:

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TEAM WORK
Back office executives.
Sales executives.(The candidate should have knowledge of local cultures and language.
Indege
Administration
People belonging to the following categories can also apply for posts wherever applicable.
People with disabilities
Women
Indigenous Australians
Mature workers
Trainees
People from different cultures.
Interested candidates can send CVs at hr@...... (email id) Please mention the category, if
applicable while sending in CVs.
Answer 4:
Team building activity:
The team would consist of six members who would remain connected to each other by a
network like virtual group created specifically for the team work. The team would be led by a
leader who would mobilise the other members in decision making. The leader should ensure that
the integrity and trust of each member is maintained. The leader would be responsible for
maintain smooth communication within the team and if required may adjust his own

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TEAM WORK
communication style to guide and support the different activities of the team (Ahmad et al.
2014).
Answer 5:
Guiding and supporting:
The team leader must guide, support and train the members. The members of the team
should remain in continuous communication using a virtual group created for the purpose. The
team leader should train and advice the team members over the virtual group.
Networking event:
The team leader and team members should remain connected using a virtual group
known as ‘six member group’ on the Google platform. The members would exchange
information about the different activities and seek support and advice of other members.
Six member Group
Hello….
2 mins ago
What is our plan?
10 mins ago
Hi….
20 mins ago
Figure 1. Networking exhibit
(Source: Author)

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TEAM WORK
Follow up of the networking event:
The team leader would follow up with the team members on the outcomes of the team
networking event. The leader would point out to the members who took active part in the
networking. He would also recognise the members who did not take active role in the team work.
The leader and the members would recognise if conflict within the team that has taken place and
carry out a root cause analysis to resolve it. The meeting would also aim to recognise the future
projects which the team can take up (Tijssen 2015).
Answer 6:
Identification of the conflict:
The intra-project conflict would be set against the backdrop of conflict between the
finance department, the marketing department and the manufacturing department. The marketing
department would gain information from the customers regarding the expectations of the
customers. It has communicated the information to the manufacturing department which has in
turn communicated it to the finance department for allocation of money to acquire the raw
materials. The finance department declines to sanction the amount mentioned by the
manufacturing department due to an expensive ongoing project and sanctions a lesser amount.
The manufacturing department feels that the amount is not sufficient while the finance
department does not consider the requisition of the manufacturing department legitimate
compared to the other project. The marketing department is worried that manufacturing
department would not be able to manufacture goods as per clients’ specification which would
result in generation of lower revenue (Folger, Poole and Stutman 2017).

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TEAM WORK
Manage the conflict:
The apex management should manage the conflict by instructing the finance department
to sanction some more amount of money for manufacturing the products. The amount however,
would be less that the amount as per the requisition submitted by the manufacturing department.
However, the amount would be sanctioned only after 50 percent completion of the other ongoing
project (Schwartz 2017).
Resolution of the conflict:
The apex management sanctions the entire amount as per the requisition submitted by the
manufacturing department. It in addition to money, divert some resources from the other project
towards the new project.
Short and long term guidance:
The team leader should approach the apex management for its support in avoidance of
such situations in the future both on long run and short run.

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TEAM WORK
References:
Ahmad, N., Iqbal, N., Javed, K. and Hamad, N., 2014. Impact of organizational commitment and
employee performance on the employee satisfaction. International Journal of Learning,
Teaching and Educational Research, 1(1), pp.84-92.
Chen, X.P., Eberly, M.B., Chiang, T.J., Farh, J.L. and Cheng, B.S., 2014. Affective trust in
Chinese leaders: Linking paternalistic leadership to employee performance. Journal of
management, 40(3), pp.796-819.
Dall’Ora, C., Ball, J., Recio-Saucedo, A. and Griffiths, P., 2016. Characteristics of shift work
and their impact on employee performance and wellbeing: A literature review. International
journal of nursing studies, 57, pp.12-27.
Folger, J., Poole, M.S. and Stutman, R.K., 2017. Working through conflict: Strategies for
relationships, groups, and organizations. Routledge.
Schwartz, M.S., 2017. Corporate social responsibility. Routledge.
Tijssen, R., 2015. Research output and international research cooperation in african flagship
universities. Knowledge production and contradictory functions in African higher education, 1,
p.61.