Assignment 2 Learning Assessment System Lasa 1 696312

Assignment 2 Learning Assessment System Assignment Lasa 1 Team Per

Assume, you are the supervisor of a product development team that creates designs for widgets for your company’s ABC product line. After they are approved, the designs are sent to manufacturing. The last set of designs your team submitted to manufacturing were altered to reduce manufacturing costs as mandated by senior management. The widgets were then manufactured using the altered design. Unfortunately, the sales of the widgets are not making the target numbers as published in the sales marketing plan.

Your team believes the poor sales results are because of the changes in design. Additionally, there have been some performance issues with the widgets produced so far. Each time one is found, it is brought to the attention of top management and your team. Your team provides a fix to the design, which is then sent to manufacturing. Management is concerned about the number of performance issues that keep arising week after week.

Your team has regular, weekly meetings to discuss risks, issues, product improvement ideas, and the status of any project work currently underway. These meetings have become unproductive and a waste of time because team members continue to rehash old issues. They believe senior management is to blame for the market failure of your teams’ product. As a result, you are unable to get anything accomplished. One team member is particularly outspoken and has become belligerent in your team meetings.

The team seems unfocused and unwilling to look at root causes for the poor development of designs that do not perform well. Several of the team members are even looking for new jobs because they are afraid they will soon be laid off. Both motivation and morale continue to decline each week. Download and review the Team Performance Report template from the Doc Sharing area. Analyze the case information and fill in the template.

Write a detailed report for senior management addressing the issues you described in the Team Performance Report. Use the filled in template to support your assertions. In your report, include the following: Identify at least one performance issue that could be contributing to the team's poor performance and at least three root causes for the performance issue(s) identified. Develop two specific suggestions for improvements that could positively impact each root cause. You will have six suggestions in all.

Create a communication plan for your performance improvement suggestions for three different audience types in the organization. Include at least one written communication sample piece. Identify as many details as possible that will need to be considered for each audience type. Determine two strategies for motivating/incentivizing employees that would improve performance and morale. Justify your suggestions.

Identify two strategies for developing the team as a whole. Justify your strategies. Give reasons and examples from your selected resources in support of your assertions. Write a 5–6-page paper in Word format. Be sure to include your filled-in Team Performance Report. Apply APA standards to citation of sources.

Paper For Above instruction

The challenge of effective team management in a product development environment requires a comprehensive understanding of team dynamics, root causes of underperformance, and strategic interventions to foster productivity, motivation, and cohesion. The case presented involves a product development team responsible for designing widgets for the ABC product line, which is currently experiencing significant performance issues, declining morale, and unproductive meetings. This paper analyzes these issues, identifies root causes, proposes targeted improvements, and outlines communication and development strategies aligned with scholarly research and best practices.

Performance Issue and Root Causes

One critical performance issue contributing to the team's poor outcomes is the continued recurrence of design faults leading to substandard widget performance. The root causes of this issue are multifaceted: First, inadequate problem analysis hampers effective resolution; second, insufficient communication and collaboration diminish the organization's capacity for holistic solutions; third, a blame-oriented culture discourages open dialogue and innovation. These factors collectively impede the team's ability to address root causes efficiently and to implement sustainable solutions.

Suggestions for Improvement

1. Addressing Inadequate Problem Analysis

• Implement structured problem-solving techniques such as Six Sigma or Root Cause Analysis to systematize issue diagnosis.
• Provide targeted training for team members on analytical methodologies to enhance their troubleshooting capabilities.

2. Enhancing Communication and Collaboration

• Establish cross-functional teams to foster diverse perspectives and joint ownership of solutions.
• Utilize collaborative tools like project management software to facilitate transparent information sharing and real-time updates.

3. Cultivating a Positive Culture

• Implement team-building activities that promote trust, openness, and mutual respect.
• Adopt an apology and learning-based approach to mistakes to reduce blame and encourage accountability.

Communication Plan

For Senior Management

A comprehensive report outlining the identified issues, root causes, and recommended interventions will be prepared. The focus will be on aligning the proposed improvements with organizational goals such as quality enhancement and cost reduction. The language will be formal, data-driven, and solution-oriented to facilitate informed decision-making.

For Team Members

A motivational meeting will be scheduled to communicate changes, emphasizing the importance of their role, recognizing efforts, and conveying a clear path toward improved teamwork. Messages will stress shared responsibility and collective success.

For Customers/Stakeholders

A transparent communication piece, such as a brochure or update email, will describe the steps being taken to improve product quality and reliability, reinforcing the company's commitment to customer satisfaction.

Employee Motivation and Incentive Strategies

1. Recognition programs that celebrate individual and team achievements foster a sense of accomplishment and value.
2. Incentive bonuses tied to performance metrics encourage goal alignment and effort toward quality improvements.

These strategies are justified based on Herzberg's Motivation-Hygiene Theory, which highlights recognition and rewards as key to motivating employees and enhancing morale (Herzberg, 1966).

Team Development Strategies

1. Implement ongoing professional development workshops focused on team skills, problem-solving, and communication to build competence and cohesion.
2. Introduce regular retrospective meetings to reflect on progress, celebrate successes, and identify continuous improvement opportunities—aligning with Agile principles for adaptive team growth (Schwaber & Sutherland, 2020).

These strategies foster a learning environment that encourages adaptability, collaboration, and shared vision, supported by research emphasizing continuous development as critical for team effectiveness (Tuckman, 1965).

Conclusion

Addressing the complex issues within the product development team requires targeted interventions focused on root causes, effective communication, employee motivation, and team development. By implementing structured problem analysis, enhancing communication channels, recognizing achievements, and fostering continuous growth, the organization can reverse declining performance and morale, establishing a resilient, high-performing team capable of delivering quality products and meeting organizational objectives.

References

• Herzberg, F. (1966). Work and the Nature of Man. World Publishing Company.
• Schwaber, K., & Sutherland, J. (2020). The Scrum Guide. Scrum.org.
• Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384–399.
• Johnson, D. W., & Johnson, R. T. (2019). Joining Together: Group Theory and Group Skills. Pearson.
• Locke, E. A., & Latham, G. P. (2002). Building a practically useful theory of goal setting and task motivation: A 35-year odyssey. American Psychologist, 57(9), 705–717.
• Katzenbach, J. R., & Smith, D. K. (2015). The Wisdom of Teams: Creating the High-Performance Organization. Harvard Business Review Press.
• Edmondson, A. C. (2019). The Fearless Organization: Creating Psychological Safety in the Workplace for Learning, Innovation, and Growth. Wiley.
• Salas, E., et al. (2015). Teams and Teamwork in Organizations: Recent Research and Opportunities. Human Resource Management Review, 25(6), 550–563.
• Barker, R. (2018). Leadership and motivation in teams. Journal of Business and Psychology, 33(3), 319–332.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.