Team Management Report: Strategies for Team Cohesion and Performance

This report provides a comprehensive analysis of team management principles, focusing on team performance, cohesion, and development strategies. It examines the purpose and goals of work teams, including the alignment of team goals with organizational objectives. The report delves into team roles, responsibilities, and accountabilities, along with strategies for planning, decision-making, and operational efficiency. Furthermore, it explores strategies for fostering team cohesion and participation through incentives, team meetings, and performance reviews. The report also addresses team development stages, consensus-building techniques, and conflict resolution strategies. It highlights various team roles, such as leader, manager, and innovator, and discusses strategies for supporting team members. The content includes an examination of the five stages of team development, strategies to gain team consensus, and effective resolution strategies. The report draws on a range of academic sources to support its findings, offering valuable insights for effective team leadership and management.

RUNNING HEAD: TEAM MANAGEMENT 0
LEAD AND MANAGE TEAM

TEAM MANAGEMENT 1
Table of Contents
ASSESSMENT 1:...........................................................................................................................................1
Assessment 2:..............................................................................................................................................5
References:..................................................................................................................................................8

TEAM MANAGEMENT 2
ASSESSMENT 1:
Team performance plan:
1. purpose and gaols for the work team:
As far as the case study is considered, it has been analysed that the teams have to develop their
gaols and alter the same as per the new requirement of the project that deals with older people.
The purpose of the teams will be to educate and help the new members of the fitness program
that are old and do not have any experience of fitness. It is required by the team to help those
members so that they can get familiar with the environment and take care of their health (Hoch
& Kozlowski, 2014).
Some of the goals of the team should be:
 To provide personal trainings to the older people
 Keep the records of their health issues
 Make their diet and training charts as per their health
 Communicate with them so that they feel motivated
 Help them and educate them about their health
 Identifying their emotional issues and reasons for depression
 Helping them to get out of the same.
(Butler, 2015).
2. Link of above goals to organisational gaols
As per the company’s goals, initially, the company was serving the people less than 3 years of
age but now as the new project demands the company to serve the people above 50 years of age
as well thus it is a big challenge for the company as the workers working there. It has been
analysed that it is required to link the gaols of the teams as well as the organisations so that the
ultimate success can be achieved (Ferrazzi, 2014). The goal of the company is to help those
people above age of 50 to engage in physical fitness activities and keep themselves fit. This
requires the company to educate those people. This is the gaol of the firm as per the new project.

TEAM MANAGEMENT 3
In consideration with the above team gaols, it has been analysed that if the team understand the
requirements of those older people the only they can help them for long term. Thus all the gaols
mentioned above are linked to the organisational gaols of making the new members of the gym
too be fit and fine (Kumar, Deshmukh & Adhish, 2014)
3. Team purpose, roles, responsibilities and accountabilities:
Purpose: The purpose of the teams will be to educate and help the new members of the fitness
program that are old and do not have any experience of fitness.
Roles:
 As a fitness trainer
 Give them diets
 Help them emotionally and physically
 Educate them
 Sharing information not them about their health improvement and issues
(Harkiolakis, 2016).
Responsibilities:
 To take care of the new members
 Talk to them in lunch and after training sessions
 Deal with them and understands their emotional cues
Accountabilities:
 Regarding the diet of the members
 Regarding their health improvements
 Records
4. Alignment of individual roles, goals, responsibilities of team:

TEAM MANAGEMENT 4
The team members have to play the role of the teacher as well as the care taker. As far as their
gaols are concerned, it is required them to improve the health of the individual who are
registering into the gym. It is their responsibility to keep the record of their health issues and the
level of improvement their achieving (Dimick, 2015). The whole team has to divide the
responsibilities so that each and every task can be completed efficiently.
5. Expected outputs:
 Improved heath of the new joiners
 People are more informed about their health
 Team members are engaging with the older people as well
6. KPI’s:
 BMI of the new joiners
 Improved knowledge about the health
 Better and improved their health
 Better diet
 Self-encouraged to become fit
(Northouse, 2015).
Strategies for planning, decision making and operations:
 Proper delegation of work among the team members
 Proper recording of the data
 Promotion of the new fitness program
 Involvement of team members to make decision
 Sessions for the team members regarding the older people thinking and nature so that
they can better deal with those people
 Better communication and emotional intelligence techniques
(Fairhurst & Connaughton, 2014).

TEAM MANAGEMENT 5
Strategies for supporting team cohesion and participation:
 Incentives and rewards: provision of incentives and rewards on the basis of customer
satisfaction helps to motivate the team members to perform better. This can be on
individual as well as team basis (Santos, Caetano & Tavares, 2015).
 Team meetings: It is required to review the team and conduct the team meetings so that
the outcomes and the team can be analysed.
 Team review: Performance review is the most important thing that needs to be done in
order to make the things better in the team.
 Team motivation: Team can be motivated by different means and thus it is required to
implement such strategies (Mathieu, Tannenbaum, Kukenberger, Donsbach & Alliger,
2015).
Policies and procedures:
 Modelling of desired behaviour and practices: communication and social skill practices
policy is the policy that should be implemented in the company to train the employees in
order to take desired behaviour from the employees (Ruch, Gander, Platt & Hofmann,
2016).
 Reward management policy is the policy that needs to be implemented in order to
motivate the employees.
 Performance review policy: It is the policy that needs to be implemented in order to
review the performance of the employees.
 Team encouragement: It is the policy that needs to be implemented so that the teams that
are working should be encouraged.
 Better communication policies: communication policy should be implemented in order to
make the better information flow (Eubanks, Palanski, Olabisi, Joinson & Dove, 2016).
Assessment 2:
Questions:

TEAM MANAGEMENT 6
1. There are five stages of team development and performance:
 Forming: It is the initial stage of the team in which the team starts developing and
team members start getting acquainted.
 Storming: it is the stage that is related to conflicts and it is considered as the most
critical stage.
 Norming: It is the stage where a kind of unity emerges in the team
 Performing stage: It is the stage where the team knows the roles and
responsibilities and starts doing action.
 Adjourning: It is the stage where almost all the goals of the team are
accomplished (Driskell, Driskell, Burke & Salas, 2017).
2. 3 strategies to gain team consensus:
 Encouraging team: It is the strategy that helps in developing the teams and
encouraging them to perform effectively and communicate with each other.
 Involving team in decision making: it is required to consider the opinion of the team
member’s at the time of among the dictions. This is because it helps in developing the
team morals and makes them feel important.
 Prioritize the things: IT is also required to priorities the things or the gaols that needs
to be achieved by the team. This help the team members to take the decision that
which step should be taken first to achieve the poetized gaols (Oke, Olatunji,
Awodele, Akinola & Kuma-Agbenyo, 2016).
3. Strategies that support team cohesion and participation
 Incentives and rewards: provision of incentives and rewards on the basis of customer
satisfaction helps to motivate the team members to perform better. This can be on
individual as well as team basis.
 Team meetings: It is required to review the team and conduct the team meetings so that
the outcomes and the team can be analysed.
 Team review: Performance review is the most important thing that needs to be done in
order to make the things better in the team.
 Team motivation: Team can be motivated by different means and thus it is required to
implement such strategies (O'Neil & Drillings, 2012).

TEAM MANAGEMENT 7
4. Effective resolution strategies for team:
 Better communication: IT is required to implement the communication strategies.
This helps me resolving the conflict and removes the misunderstandings between the
members of the team.
 Clarify the roles: It is required to clarify the roles and the responsibilities of the team
members so that they can be easily fulfilled by the members of the team.
 Collaborating: It is required to collaborate the members and aligns the individual
gaols with the team gaols. This is because it helps in achieving the team targets as
well as the individual tracts.
5. Some of the roles that have been played by me are discussed below. These roles provide
an opportunity for me to be the role model for other members of the team:
 Leader: I play as the team leader because I always take initiative in the team and
always try to resolve the conflicts amongst the team members. It has been
analysed that I am very much emotional as well as try to understand the emotions
of the team.
 Manager: I am the one who manages all the things in the tea also works as
manager of the team.
 Innovator: I am the on who gives innovative ideas to conduct the tasks in the team
and all people likes me and believe in me.
6. For supporting team members:
 Team meetings: It is required to review the team and conduct the team meetings so that
the outcomes and the team can be analysed.
 Team review: Performance review is the most important thing that needs to be done in
order to make the things better in the team.
 Team motivation: Team can be motivated by different means and thus it is required to
implement such strategies.
 Celebration at the workplace: This helps in developing informal communication between
the team members and makes the environment pressure free to work for the team
members (Chen, Sharma, Edinger, Shapiro & Farh, 2011).

TEAM MANAGEMENT 8
7. Nine team roles:
Plant: It is the role played by the individual who is creative in nature and develops the
solution for the problems.
Resource investigator: these people are very optimistic and enthusiastic nature.
Co-ordinator: he is the person in the team who manages everything in the team. He
coordinates between the people and has good communication skills.
Shaper: he is the one who shapes everything. He can overcome any obstacles and deal with
the things very easily.
Monitor: He is the one who monitors and evaluate everything and every task. This helps the
team to make improvements in the performance.
Team worker: he is the one who works as the team and develop team spirit. He has good
communication skills and can adjust with anyone in the team.
Implementer: he may not able to me the strategies but has the capability to implement the
same. He has the managerial capabilities to manage the things and implement things easily.
Finisher: he is the one who concludes things. He is the one who finishes the task and
improved the quality of the work.
Specialist: They are the one who are specialist in a single field. They can perform single task
but they perform it very effectively.
(Ruch, Gander, Platt & Hofmann, 2016).
References:
Butler, C. (2015). New challenges for leading teams in global team-based organizations.

TEAM MANAGEMENT 9
Chen, G., Sharma, P. N., Edinger, S. K., Shapiro, D. L., & Farh, J. L. (2011). Motivating and
demotivating forces in teams: cross-level influences of empowering leadership and
relationship conflict. Journal of Applied Psychology, 96(3), 541.
Dimick, J. B. (2015). Leading Teams Effectively: Motivating and Prioritizing Work.
In Leadership in Surgery (pp. 99-106). Springer International Publishing.
Driskell, T., Driskell, J. E., Burke, C. S., & Salas, E. (2017). Team Roles: A Review and
Integration. Small Group Research, 1046496417711529.
Eubanks, D. L., Palanski, M., Olabisi, J., Joinson, A., & Dove, J. (2016). Team dynamics in
virtual, partially distributed teams: Optimal role fulfillment. Computers in Human
Behavior, 61, 556-568.
Fairhurst, G. T., & Connaughton, S. L. (2014). Leadership: A communicative
perspective. Leadership, 10(1), 7-35.
Ferrazzi, K. (2014). Getting virtual teams right. Harvard Business Review, 92(12), 120-123.
Harkiolakis, N. (2016). Leadership Explained: Leading Teams in the 21st Century. Taylor &
Francis.
Hoch, J. E., & Kozlowski, S. W. (2014). Leading virtual teams: Hierarchical leadership,
structural supports, and shared team leadership. Journal of applied psychology, 99(3),
390.
Kumar, S., Deshmukh, V., & Adhish, V. S. (2014). Building and leading teams. Indian
journal of community medicine: official publication of Indian Association of Preventive
& Social Medicine, 39(4), 208.
Mathieu, J. E., Tannenbaum, S. I., Kukenberger, M. R., Donsbach, J. S., & Alliger, G. M.
(2015). Team role experience and orientation: A measure and tests of construct
validity. Group & Organization Management, 40(1), 6-34.
Northouse, P. G. (2015). Leadership: Theory and practice. Sage publications.

TEAM MANAGEMENT 10
Oke, A. E., Olatunji, S. O., Awodele, A. O., Akinola, J. A., & Kuma-Agbenyo, M. (2016).
Importance of team roles composition to success of construction projects. International
Journal of Construction Project Management, 8(2), 141.
O'Neil, H. F., & Drillings, M. (Eds.). (2012). Motivation: Theory and research. Routledge.
Ruch, W., Gander, F., Platt, T., & Hofmann, J. (2016). Team roles: Their relationships to
character strengths and job satisfaction. The Journal of Positive Psychology, 1-10.
Santos, J. P., Caetano, A., & Tavares, S. M. (2015). Is training leaders in functional
leadership a useful tool for improving the performance of leadership functions and team
effectiveness?. The Leadership Quarterly, 26(3), 470-484.