Assignment Rubric Unit 8 Assignment Grading Rubric Instructo

Assignment Rubricunit 8 Assignment Grading Rubric Instructors Enter

Assignment rubric for Unit 8 instructs students to develop a paper covering three main topics: creating a diverse team with different strengths, methods to improve team dynamics and employee behaviors, and two management techniques to align team behaviors with the company mission. The assignment requires an introduction with a clear topic sentence, discussion of each main topic in separate sections, and a conclusion summarizing the main points. Students must cite sources properly, include a title page, page numbers, and ensure the paper is 3-5 pages long with headers for organization.

Paper For Above instruction

Introduction

Creating a high-performing, cohesive team begins with understanding the importance of diversity, effective team dynamics, and alignment with organizational goals. This paper explores how to assemble a diverse team with varied strengths, methods to improve team interactions and performance, and management techniques to ensure team behaviors support the company's mission. These aspects are critical for fostering an inclusive, motivated, and goal-oriented work environment.

Creating a Diverse Team with Different Strengths

Diversity in the workplace extends beyond demographic differences; it encompasses varied skills, perspectives, and personal traits that contribute to an innovative and resilient team. To create such a team, I would initiate a multifaceted recruitment process that emphasizes not only qualifications but also diverse experiences and problem-solving styles. For example, I would target a range of educational backgrounds, cultural experiences, and professional skills, ensuring that candidates bring unique strengths such as attention to detail, communication skills, and empathy.

A practical approach would involve structured interviews that assess candidates’ interpersonal skills and adaptability, combined with skill-based assessments tailored to specific roles. For instance, to build a team proficient in customer service, I might select candidates with demonstrated empathy and problem-solving capabilities, derived from scenarios where they effectively handled challenging customer interactions. Additionally, implementing diversity training ensures new team members appreciate different perspectives, fostering an inclusive environment that promotes collaboration and innovation.

Research indicates that diverse teams outperform homogeneous ones by bringing multiple viewpoints, fostering creativity, and improving problem-solving capabilities (Page, 2007). The goal is to assemble a team whose collective strengths position the organization for success while reflecting the diverse customer base it serves.

Methods to Improve Team Dynamics and Employee Behaviors

Team dynamics refer to the behavioral relationships and interactions among team members, which directly influence productivity, morale, and overall success. A positive team dynamic is rooted in mutual respect, open communication, trust, and shared goals. To cultivate such an environment, I would establish clear communication channels, encourage feedback, and promote a culture of accountability.

Implementing procedural controls such as team charters, ground rules for interaction, and regular check-ins ensures clarity about roles and expectations. For example, scheduled team meetings that provide a safe space for feedback can enhance openness and address conflicts proactively, preventing misunderstandings from escalating.

Building a culture of trust requires consistent reinforcement of team values, recognition of achievements, and opportunities for professional development. According to Tuckman’s model of group development, teams progress through stages—forming, storming, norming, and performing—highlighting the importance of facilitating positive interactions at each stage (Tuckman, 1965).

Furthermore, behavioral management techniques like reinforcement strategies, conflict resolution protocols, and team-building activities can promote cooperation. For instance, recognizing collaborative efforts through praise or incentives can reinforce desired behaviors and strengthen team cohesion.

Two Management Techniques to Align Team Behaviors to the Company Mission

Aligning team behaviors with organizational mission requires effective management strategies that reinforce shared purpose and motivate employees. Two techniques I would implement include goal cascading and transformational leadership.

Goal cascading involves breaking down the organizational mission into departmental and individual objectives. This ensures every team member understands how their specific responsibilities contribute to the broader company vision. Regularly communicating these links, via team meetings or performance reviews, emphasizes purpose and fosters a sense of ownership among employees.

Transformational leadership inspires and motivates employees by emphasizing vision, intellectual stimulation, and individualized consideration. As a leader, I would model behaviors aligned with the company mission, communicate the vision passionately, and support employee development. By empowering team members through authentic engagement and recognition, I can foster a culture where behaviors naturally align with organizational goals.

Research affirms that transformational leadership positively impacts employee motivation, job satisfaction, and alignment with company values (Bass & Avolio, 1994). When employees understand the "why" behind their work and see leaders embodying the mission, they are more likely to internalize organizational values, leading to cohesive and purposeful team behaviors.

Conclusion

In summary, creating a diverse team involves strategic recruitment and fostering an inclusive environment that values varied strengths. Improving team dynamics requires establishing clear communication, trust, and mutual respect while implementing control systems to guide behaviors. To align team actions with the company's mission, techniques like goal cascading and transformational leadership are essential. These strategies collectively enhance organizational cohesion, drive performance, and cultivate a motivated workforce committed to shared success.

Sources

  • Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. SAGE Publications.
  • Page, S. E. (2007). The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton University Press.
  • Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384–399.
  • Roberson, Q. M. (2006). Disentangling the concepts of diversity and inclusion: Equal opportunity versus a focus on individual differences. Group & Organization Management, 31(2), 212-236.
  • Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of сильных метааналитических обзоров. Psychological Bulletin, 124(2), 262–274.
  • Northouse, P. G. (2018). Leadership: Theory and Practice. Sage publications.
  • Ferguson, M. (2017). Effective team leadership: strategies for success. Leadership & Organization Development Journal, 38(2), 230-245.
  • Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
  • Humphrey, R. H. (2002). The many faces of emotional intelligence. Journal of Organizational Behavior, 23(2), 169-185.
  • Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.

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