Teamwork Analysis: Structures, Development Stages at Salty Pawz

This report explores suitable team structures for Salty Pawz's expansion, including Chief Programmer, Democratic, and Mixed Control models, detailing their characteristics and potential team member roles. It outlines the five stages of team development: Forming, Storming, Norming, Performing, and Adjourning, explaining the interpersonal dynamics and tasks associated with each stage. The report also addresses the consequences of poor teamwork, such as stagnation, misunderstandings, and lack of coordination, and suggests strategies to foster successful teamwork, emphasizing clear objectives, effective communication, and the importance of goodwill and fair play among team members. This analysis provides a framework for enhancing team performance and organizational progress at Salty Pawz. Desklib provides similar solved assignments for students.

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Structures appropriate for Salty Pawz expansion
The first team structure is the Chief Programmer team, in this structure there is an
overall leader who is tasked with partitioning the tasks into various small activities and then
assigns them to the team members. Wanda can for instance have the chief programmer as one
of the persons here, say the full-time treat baker. His task will be verifying the activities done by
different team members which may comprise of; a part-time web master and a support
technician, a part-time shipping/receiving clerk, a part-time marketing and promotional
manager. He/she would be the source of authority and would also act as a general supervisor
(Clinton, 77).
The second team structure that Wand could adopt is the democratic team structure. As the
name suggests, there should be a manager that provides administrative leadership while some
other identified managers provide technical leadership. In this case for instance, Wanda herself
might be the Manager, and the other identified managers could consist of persons such as the
fulltime sales manager, the fulltime administrative assistance. It is also important to note that
this type of structure leads to higher morale among the team members and also improved job
satisfaction (Driskell, 59).
The other possible team structure that can be adopted by Wand is the mixed control team
organization. As the name suggest, it draws its ideas from the chief programmer organization
and the democratic organization which may include persons like the fulltime sales manager or
the fulltime administrative assistance. It may also consist of two part-time retail clerks. One
part-time book-keeper,one customer service representative and two part-time baking
assistants.It is also important to note that in this structure the chief programmer organization is
the overall leader and democratic organization reports to him (Clinton, 107).
Development stages expected for the new teams
Forming-Here, the personal relations are fully characterized by dependence (Bonner et al,
17).Each group member looks at the leader for guidance. It is a stage that the team members
have a desire of being accepted by the team and need to know that the team is indeed safe. It
majorly involves orientation and the tasks likely to be performed by each member of the group
are identified.
Storming-Usually characterized by a lot of competition and possibly conflicts that are
interpersonal and task related. It can also result to conflicts of leadership, structure authority
and power; some members try to dominate the team while others remain completely silent.

Norming-It’s a stage where interpersonal relationships are characterized by cohesion and
togetherness. The team members are willing to contribute positively towards the team and
collectively building, maintaining and solving of group issues (Raes, 44).
Performing-It is not likely that this stage is reached by each and every team; usually there is a
deep understanding among the members. There is usually unity in the team and every person is
just determined to perfume.
Adjourning-It’s the last stage in team development and it involves the termination of tasks by
each member. It also involves the recognition of each individual’s works and contribution to the
team (Driskell, 99).
Consequences of poor teamwork
One poor team work causes stagnantation in the general progress of an organization. In
our case Salty Pawz progress will generally be hindered and its development will be so slow as a
result of poor teamwork since the individuals will not coordinating so well in their various
teams (Evans & Eys, 18).
Two, poor teamwork causes misunderstanding between the individual members of the team,
this can end up turning into personal rivalry which is not good for Salty Pawz, it can even go to
the extent of tarnishing the business name.
Poor teamwork also results to lack of coordination between the individual members, these
results to poor performance.
Strategies to support successful teamwork
One, the teams should precisely identify their objectives clearly. When each and every
team member knows exactly what they are trying to achieve, it is always much easier to get the
people in the group in the same page to achieve it. Thus can be made possible by ensuring that
the team clearly understands the existence of the team and its reasons to exist. What it is
exactly that the team is set to accomplish (Bonner et al, 22).
Two, communication is very key. For any team to function well, communication is very
paramount. There should be frequent and well organized communications on matters like who
is supposed to do what, how it is supposed to be done and by when it is supposed to be done.
This ensures survival of the team since each member of the team is informed of what they are
supposed to be doing.
The other way of ensuring reproductive teamwork is by instilling the art of goodwill and fair
play among the members of the group. Generally it is believed that members of a certain team

tend to work together if they feel that they can trust one another and they are all being valued
and treated equally as a family (Evans & Eys, 38).
References
Raes, Elisabeth, et al. "An exploratory study of group development and team learning." Human Resource
Development Quarterly 26.1 (2015): 5-30.
Clinton, Robert. The making of a leader: Recognizing the lessons and stages of leadership development.
Tyndale House Publishers, Inc., 2018.
Driskell, Tripp, Eduardo Salas, and James E. Driskell. "Teams in extreme environments: Alterations in
team development and teamwork." Human Resource Management Review(2017).
Bonner, Desmond, et al. "Taxonomy of teams, team tasks, and tutors." Generalized Intelligent Framework
for Tutoring (GIFT) Users Symposium (GIFTSym2). 2015.
Housley, William. Interaction in multidisciplinary teams. Routledge, 2017.
Evans, M. B., and M. A. Eys. "Collective goals and shared tasks: interdependence structure and
perceptions of individual sport team environments." Scandinavian journal of medicine & science in
sports 25.1 (2015): e139-e148.