Analysis of Team Building and Organizational Behavior Report

This report examines organizational behavior, with a specific focus on team building strategies and their impact on team performance. The analysis centers on a case study where a manager, Johnson, faces challenges in team management, particularly within a virtual team setting. The report recommends that Johnson should select team members based on her criteria, focus on cultural dimensions to improve communication, and prioritize communication and cultural differences. It also suggests applying Tuckman's model of team formation, detailing the stages of forming, storming, norming, and performing, and how Johnson should adapt her leadership style in each stage. The report emphasizes the importance of understanding team dynamics, fostering effective communication, and adapting to cultural differences to achieve desired outcomes and enhance team performance in future assignments. The report also provides references to support its findings.

Running head: ORGANIZATIONAL BEHAVIOR
Organizational behavior
Name of the student
Name of the university
Author note

1ORGANIZATIONAL BEHAVIOR
In the current time, team building skill is one of the most important elements to be
considered among the managers. This is due to the reason that the more effective will be the
team bindings, the more will be their productivity and efficiencies. There are number of steps
that should be followed in building a team and according to the case study, Johnson should also
have to do something different in the next time. This will help her to have a more productive and
effective team for her next assignment (Strnadova et al., 2014). It is stated in the case study that
in the first assignment, Johnson was not able to select her team members according to her
criteria; rather she had to accept the team given. Thus, she had to face difficulty in managing the
team. Thus, it is recommended that in the future assignment, she should select the team members
by own. This will enable her to have the team members with right knowledge and skills in the
team. In addition, it is also recommended that Johnson should focus more on cultural dimensions
of the team members (Fapohunda, 2013). This is due to the reason that in the case of virtual
team, it is of higher probability that team members will be from different social and cultural
backgrounds. Hence, effective determination of the cultural dimensions of the team members
will help Johnson to understand the influencing factors for each one of them. This will enable her
to prevent the issue of miscommunication among the team members as happened in the present
assignment (Bassanino, Fernando & Wu, 2014).
It should noted that, Johnson mainly focused on achieving the target within the given
time period. However, in the future assignment, it is recommended that she should first focus on
the communication and cultural differences with the team members due to reason that proper
management of the team members according to their respective cultures and initiating effective
communication process among them will help Johnson to achieve the target outcome in the
desired timeframe (Anders, 2016). This should also be acted differently to what she has done in

2ORGANIZATIONAL BEHAVIOR
the last assignment. It is also recommended that Johnson should follow Tuckman’s model of
team formation. This mode states different stages that will help Johnson to create an ideal team.
According to this model, the first stage is forming that refers to the situation where team
members have just started to work as team and they are not having the idea about what to do and
how to do. In this stage, the level of understanding and cooperation among the team members are
less. Thus, it recommended that after the selection of the team members, she should play the
dominant role in making them aware about their roles and responsibilities. However, in the case
study, it is stated that she initiated to get to know about the team members from their previous
records and got influenced by them (Humphrey & Aime, 2014). Thus, in the future assignments,
Johnson should not get influenced by the previous records of her team members rather she
should play the dominant role from the very initial stage over her team members. This will help
to take the control over the team members and getting them work by her approach.
The next stage is storming that states the timeframe when team members get to know
each other and start to work as team. It is stated by the author that in this stage, the major chance
of conflict gets emerged. This is due to the reason that in this state, team members start to work
in their way and they tend to resist the opinions of others. Thus, it is recommended that Johnson
should be more supportive for her team members rather than being dominant due to the fact that
creating consensus is the most important job for Johnson in this stage (Raes et al., 2015). It is
recommended that she should consider the view and opinion of all the team members in
resolving the conflict in the team.
The next stage is norming that states the creation of positive relationship and cooperation
among the team members. In this stage, team members start to accept the opposite views of

3ORGANIZATIONAL BEHAVIOR
others and constructive feedback is being emerged from the team. It is recommended that this
stage will be determined by the consensus creating skill of Johnson and it is important for her to
maintain the mutual coordination and cooperation among the team members (Cunyat &
Melguizo, 2013). The last stage states the performance of the team. The effectiveness and the
recommended steps will help Johnson to enhance the team performance from the future
assignments.

4ORGANIZATIONAL BEHAVIOR
Reference
Anders, A. (2016). Team communication platforms and emergent social collaboration practices.
International Journal of Business Communication, 53(2), 224-261.
Bassanino, M., Fernando, T., & Wu, K. C. (2014). Can virtual workspaces enhance team
communication and collaboration in design review meetings?. Architectural Engineering
and Design Management, 10(3-4), 200-217.
Cunyat, A., & Melguizo, C. (2013). Effective leadership in teams: a simple model. Applied
Economics Letters, 20(16), 1459-1461.
Fapohunda, T. M. (2013). Towards effective team building in the workplace. International
Journal of Education and Research, 1(4), 1-12.
Humphrey, S. E., & Aime, F. (2014). Team microdynamics: Toward an organizing approach to
teamwork. The Academy of Management Annals, 8(1), 443-503.
Raes, E., Kyndt, E., Decuyper, S., Van den Bossche, P., & Dochy, F. (2015). An exploratory
study of group development and team learning. Human Resource Development
Quarterly, 26(1), 5-30.
Strnadová, I., Cumming, T. M., Knox, M., Parmenter, T., & Welcome to Our Class Research
Group. (2014). Building an Inclusive Research Team: The importance of team building
and skills training. Journal of Applied Research in Intellectual Disabilities, 27(1), 13-22.