Discussion Part 1: How To Build Teams In Terms Of
Discusssionpart 1think About How To Build Teams In Terms Of Designin
Discusssion: Part 1: Think about how to build teams in terms of designing the task, selecting the people, and then, managing their relationships. How would you compose a team for completing a course/work project in terms of the three dimensions listed above. How would you incorporate diversity in designing a team? Part 2: Discuss team identity. Why do you feel attached to certain groups and teams but not to others? APA format 300 words, 2-3 references. No plagiarism. Responses: need responses to the attached 3 discussions.150 words each APA format. 1-2 references.
Paper For Above instruction
Building effective teams requires careful consideration of task design, people selection, and relationship management, especially in academic or work settings. When designing a team for a course or project, I would begin by clearly defining the task objectives and determining what skills and competencies are essential for successful completion (Kozlowski & Ilgen, 2006). This ensures that the team’s purpose aligns with individual strengths and promotes productivity.
In selecting team members, I would prioritize diversity to foster creativity and innovation. Diverse teams bring varied perspectives, problem-solving approaches, and cultural experiences, which can enhance project outcomes (Page, 2007). I would aim for a balance of skills, backgrounds, and experiences, actively seeking individuals who complement one another and contribute uniquely to the team’s goals. Effective selection also considers interpersonal skills and the ability to collaborate, which are crucial for maintaining positive relationships.
Managing relationships within the team involves establishing clear communication, setting expectations, and fostering an inclusive environment. Building trust through transparency and shared responsibility encourages cohesion and accountability (Wheelan, 2016). Regular check-ins and conflict resolution mechanisms help sustain a healthy dynamic, ensuring that diversity does not lead to division but rather to constructive dialogue.
Regarding team identity, I feel more attached to groups where I perceive a shared purpose, mutual respect, and good communication. A strong identity develops when members feel valued and understand their contributions’ significance (Tajfel & Turner, 1986). Conversely, lack of clarity or inclusivity can diminish attachment, making team cohesion difficult to maintain. Emotional bonds and shared goals are fundamental to developing a sense of belonging and loyalty within a team.
References:
Kozlowski, S. W. J., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological Science in the Public Interest, 7(3), 77-124.
Page, S. E. (2007). The difference: How the power of diversity creates better groups, firms, schools, and societies. Princeton University Press.
Wheelan, S. A. (2016). Creating effective teams: A guide for members and leaders. Sage Publications.
Tajfel, H., & Turner, J. C. (1986). The social identity theory of intergroup behavior. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (pp. 7-24). Nelson-Hall.
References
- Kozlowski, S. W. J., & Ilgen, D. R. (2006). Enhancing the effectiveness of work groups and teams. Psychological Science in the Public Interest, 7(3), 77-124.
- Page, S. E. (2007). The difference: How the power of diversity creates better groups, firms, schools, and societies. Princeton University Press.
- Wheelan, S. A. (2016). Creating effective teams: A guide for members and leaders. Sage Publications.
- Tajfel, H., & Turner, J. C. (1986). The social identity theory of intergroup behavior. In S. Worchel & W. G. Austin (Eds.), Psychology of intergroup relations (pp. 7-24). Nelson-Hall.