Discussion On Utilizing Assessments Consider The Following ✓ Solved

33 Discussion Utilizing Assessments Consider The Followingyou Are

You are a senior manager tasked to develop a virtual team that will evaluate current business practices. Your boss wants this team assembled quickly and expects a short turnaround on any outcomes. Using some of the concepts and types of assessments described in this chapter, describe how you would quickly assemble this team and how you plan to overcome some of the expected challenges. I do not want to see a simple list, but expect to see analysis and its application within your organization.

Response parameters: Initial posts should be 200 words minimum. Initial posts should include at least two peer-reviewed article/journal/book as a citation (not including the course textbook). Use APA formatting to cite all of your sources.

Paper For Above Instructions

In today's fast-paced business environment, assembling an effective virtual team for evaluating current business practices requires a strategic approach rooted in organizational behavior principles and assessments. As a senior manager, my first step is to identify potential team members with diverse skill sets essential for evaluating business practices. This involves conducting a quick assessment to evaluate employees' competencies and availability for the project.

Utilizing assessments such as the Myers-Briggs Type Indicator (MBTI) can help to understand team dynamics and individual working styles, ensuring a blend of skills and personalities that facilitate collaboration (Robbins & Judge, 2017). Additionally, performance evaluations could offer insights into which employees have demonstrated analytical capabilities and project management skills in past assignments, hence qualifying them for the immediate task at hand.

Once the potential members are identified, a virtual meeting will be scheduled to introduce the project and set clear expectations. Clear communication of goals is vital to overcoming common challenges, such as differing time zones and potential technology-related hurdles. To address these challenges, I would implement tools such as project management software (e.g., Asana or Trello) that not only tracks progress but also enhances collaboration and accountability among team members (Hill, 2020).

Furthermore, to motivate the team and encourage engagement, a feedback mechanism will be established, fostering an environment where team members feel valued and empowered to contribute their insights toward improving business practices. Research suggests that providing regular feedback and recognition boosts team morale and productivity (Hattie & Timperley, 2007). Therefore, I would extend the use of virtual surveys or regular check-ins to gauge engagement and gather feedback.

Another anticipated challenge is the alignment of differing perspectives and approaches of team members from various departments. To mitigate potential conflicts arising from such differences, I would facilitate a session focused on establishing shared objectives and roles within the team. As posited by Katzenbach and Smith (2005), successful teams support one another and leverage their diverse perspectives to achieve common goals, which makes clarity in roles essential.

Moreover, adherence to timelines is crucial in delivering results quickly. Implementing a timeline that includes deadlines for initial assessments and presentations helps maintain focus and accountability. By ensuring that the team is aware of the urgency of the project and is equipped with the necessary resources, we can collaboratively work toward achieving the desired outcomes within the stipulated timeframe (Sullivan, 2019).

In conclusion, developing a virtual team tasked with evaluating business practices involves a deliberate approach to team assembly, clear communication, and effective management of challenges. By utilizing assessments, establishing clear objectives, and maintaining engagement through feedback, the team can be optimized for efficient performance and meaningful outcomes. This process not only addresses immediate organizational needs but also fosters long-term improvements in team collaboration and business practices.

References

• Hattie, J., & Timperley, H. (2007). The Power of Feedback. Review of Educational Research, 77(1), 81-112.
• Hill, L. A. (2020). Becoming a Manager: How New Managers Master the Challenges of Leadership. Harvard Business Review Press.
• Katzenbach, J. R., & Smith, D. K. (2005). The Wisdom of Teams: Creating the High-Performance Organization. Harper Business.
• Robbins, S. P., & Judge, T. A. (2017). Essentials of Organizational Behavior (14th ed.). Pearson Education.
• Sullivan, P. (2019). Project Management Essentials: Your Guide to Getting It Right. Business Expert Press.
• Lepsinger, R., & Lucia, A. (2009). The Art and Science of 360-Degree Feedback. Jossey-Bass.
• Dyer, J. H., & Dyer, W. G. (2013). Team Building: Proven Strategies for Improving Team Performance. John Wiley & Sons.
• Hackman, J. R., & Katz, N. (2010). Group Behavior in Organizations. In S. Zedeck (Ed.), APA Handbook of Industrial and Organizational Psychology. American Psychological Association.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating Training Programs: The Four Levels (3rd ed.). Berrett-Koehler Publishers.
• Pearce, C. L., & Sims, H. P. (2002). Vertical versus Shared Leadership as Predictors of the Effectiveness of Change Management Teams. Group Dynamics: Theory, Research, and Practice, 6(2), 172-197.