Analyzing the Team
Last week, you began to analyze your team by considering its level of emotional intelligence (EI). You also considered the communication style of both the team and leader. You will continue analyzing the team and its leaders by using the concepts that we have studied this week. Consider the following categories and answer the questions:
VALUES
What are the common values team members’ shares? How do these common values help the leader?
Are there any shared team values, which, if present hinder the team’s performance? Justify.
Are there any shared values missing which if present would enable higher team performance?
Is the leader a value-based leader? Justify.
What action steps would enhance the shared values of the team?
EI
How would you analyze the leader of the team using the four EI dimensions (self-awareness, self-management, social awareness, and relationship management)?
What competencies does the leader have that are strengths?
What competencies might be lacking or are weaknesses?
Is the team marked by resonance (positive emotions) or dissonance (negative emotions)?
What action steps would help improve the leaders’ EI?
EMPOWERMENT
Is power shared in the group? How?
Do team members feel empowered?
Is the level of empowerment in the group appropriate? Why?
What conditions exist that support team members’ feelings of empowerment?
What conditions exist that if removed could increase team members’ feelings of empowerment?
What action steps could improve empowerment/motivation in the team?
COMMUNICATION
What type of communication occurs in team interactions (i.e., persuasion, information, entertainment, relationship)?
Does the correct type of communication occur or does the wrong type of communication frequently occur?
What type of communication method does the leader use? Does the leader listen, persuade, manipulate, or coerce?
What actions steps could improve team communication?
TEAM DESIGN
How well is the team designed? Is there any category of the team design phases (i.e., task analysis, people, process or procedures) that needs to be re-examined and possible changes made?
Where is the team at in the stages of team development?
What action steps could improve team design or development?
You might need to interview some team members to gather answers. You should do some research by using the South University Online Library or the Internet to help you formulate the necessary action steps. Be sure to include at least three library sources and eight to ten key concepts from the readings. If you are the leader of the team, you should ask members of the team to help you develop answers to the questions.
SUBMISSION DETAILS:
Summarize your answers in a 3- to 4-page Microsoft Word document, using APA style.
Support your responses with examples and research.
Name your document SU_MGT3102_W3_LastName_FirstInitial.doc
Submit the paper to the Submissions Area by the due date assigned.
No Plagiarism!
Must have 3 or more references with citations!
Along with a reference page in APA format!
Thank you!
Here is my last weeks paper to help guide you! If you would like to read it over:
Examining the team
As a leader,he knows himself and can know when his emotions are going out of hand. When the leader is realizing that the matter is going to create and emotional disturbance, he maintains his cool by not speaking at all during that spur of moment. He at times even moves to the opposite direction of where the emotional disturbance causative agent is coming from. If in case, the; leader loses his emotional handle, he is likely the first one to apologize as a way of letting the other group member know that he is indeed regretting his emotional behavior.
How does the team deal with emotions?
The team has together built a team norm. The team norm involves simple things that they do together as a team to help them realize and deal with each other during emotions. The team, therefore, set rules that establish values. Therefore, when one’s value is not accomplished the rest of the group members are inclined to it so that the jump in and give it support. The group also has a perfect way of managing stress. This they do by having a table tennis space where people stretch when they get tired to avoid carrying emotional distress to each other.
Describe the teams’ level of intelligence, is there need for development?
The team is a perfect jell of people with emotional intelligence that do not require the leader to show them what to do. Since they have developed team norms, the team has learnt the art of appreciating every small thing that each member does to make a difference in their emotional intelligent. They have also created a family within themselves where each member knows what is going on the other one’s life so that they know how to deal with the situations of each other before it is bursts into something that they can’t solve.
How the leaders might enhance the teams EI, explain using specific example?
The best way to enhance emotional intelligence is to spark passion. Sparking passion can be done by hiring the right members for the group. This does not involve people with skills and experience; it involves people who have the same belief that the leader of the team shares. They also have the same values. They will therefore easily fit into the culture of the team of the group. A perfect example of spark of emotion includes recognizing the accomplishments and hard work of each member. Having a bendable and engaging work setting where teamwork is valued is important. Making sure that each time the team has a mission that they are working to achieve. This way the team works with passion towards achieving the goals and values that is required (Mathew & Gupta, 2015).
Communication
The leader mostly used persuasive type of communication. He influenced his team member into believing in what they believed in. In his speech,it is frequent to here persuasive words such as please, let us join together. These are words that communicate persuasion. The leaders’ tone and voice is always soft but rather affirmative as a way of persuading the member into rethinking their actions together.
Think of at least two diverse team members in the team and describe their communication style
Jane, one of the team members,prefers aggressive communication. She prefers convincing people using hard and high voice. She likes to engage into arguments, to prove his communication point. Most members of the team think she is simply coercive and a hardliner on her ideas.
Mathew is quite the exact opposite of Jane. He is a persuasive non aggressive communicator. He only speaks when he is asked to. Other members make most of the decisions in the team while he only seconds them.
The dominant communication style among team members is persuasive. The team likes to convince each other into believing the aspect of others before they air them out to the rest thus persuasive communication.
How does the leader communication style affect the members?
The leadership style used by most members is the one they have adopted from their leader. For example, while the leader is using persuasive communications skills so are the members. The communications style used by the leader will be significant for getting feedback from the team. When using persuasive style of communication, the feedback from the members is fast and realistic compared to manipulative (Goleman, 2017).
Philosophy and style
What type of philosophy (theory X or theory Y) is held by other member and the leader in the team?
The team and the leadership believe in servant leadership philosophy compared to ethic leadership. In servant leadership,the priority is given to the member of the team. They believe that it leads to personal development of not only the leader but also the members of the team. While ethic leadership only develops an individual and is not a perfect leadership philosophy for leading a team since decisions are person based (Boies, Fiset & Gill, 2015).
What type of leadership have you implemented as a leader?
The leadership style chosen in this case is Laissez faire. In Laissez faire, each team member is given chance to give an honest opinion. The rest of the team react to the opinion. They afterwards choose the opinion that fits best. The deadlines are provided for each member, and they are left to work at each task at their own pace without pressure until the deadline is reached. This is the best leadership style since being a leader in the team is a function of one among equals (Boies, Fiset & Gill, 2015).
What action steps would help improve the leadership style in the team?
Enhance reflection.
Allow the leaders and even the members of the team time to reflect upon their day and the action they took throughout the day. This can also be achieved through sponsoring a get-away of the team member and the leadership as a way of helping the leader reflects on different course of action (Backmann, Hoegl & Cordery, 2015).
Delegating duties nurtured to different talents
Giving duties to each member is tailored to their talents. This helps the team to achieve the work within the stipulated time. It is also a way of increasing accuracy. As a leader,it needs one to know each one and their capabilities (Backmann, Hoegl & Cordery, 2015).
References:
Boies, K., Fiset, J., & Gill, H. (2015). Communication and trust are key: Unlocking the relationship between leadership and team performance and creativity— the Leadership Quarterly, 26(6), 1080-1094.
Backmann, J., Hoegl, M., & Cordery, J. L. (2015). Soaking it up: Absorptive capacity in inter organizational new product development teams. Journal of Product Innovation Management, 32(6), 861-877.
Mathew, M., & Gupta, K. S. (2015). Transformation leadership: Emotional intelligence. SCMS Journal of Indian Management, 12(2).
Goleman, D. (2017). What Makes a Leader? (Harvard Business Review Classics). Harvard Business Press.
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