During The Course Project, You Have Been Analyzing Teams

During The Course Project You Have Been Analyzing Teams Within An Org

During the course project, you have been analyzing teams within an organization (restaurants business) that you chose at the start of the course. Building on your thorough review of the teams in restaurants, identify 4 to 6 challenges (i.e., problems, weaknesses, gaps, threats, opportunities for improvement, etc.) facing one or more of the teams and organization you have chosen for the final project (I have included a paper on the teams). Then, based on the knowledge you gained in teams, create a complete action plan to address the challenges you identified. Make sure you include the main concepts of the course (networking, building relationships, designing A TEAM, and dealing with conflict among teams) and present your intervention action plan.

Consider the following questions as you are planning to make a sustainable difference in the team and organization:

– What are the challenges that exist?

– What systemic changes are required to make a sustainable difference for addressing those challenges?

– What benefit would the team/organization realize from the changes?

– How would these systematic changes align with the overall organization design?

– What are some potential consequences or impacts to the people involved? How would you reduce any negative impacts?

– What are the action steps for the change process?

– How would you lead this change process?

– What internal team dynamics would you apply?

Be sure the action plan presents systemic solutions to address the team’s challenges and that your plan is clear, concise, and time bound.

Assume you are the person in charge; you have the power to make the changes, or you are making the presentation to the executive board. Your paper must be 5 pages in length, not including the title page and reference page, and must include at least five scholarly (peer-reviewed) sources.

Paper For Above instruction

Effective team management within organizations is crucial for operational success, particularly in dynamic environments such as the restaurant industry. Building on previous analyses of team functioning within a selected restaurant organization, this paper identifies key challenges faced by these teams and proposes a comprehensive action plan to address them systematically. The primary goal is to facilitate sustainable improvements that enhance team cohesion, performance, and the overall organizational effectiveness. The challenges identified include communication breakdowns, inadequate conflict resolution mechanisms, lack of clear role definitions, poor leadership development, and insufficient team diversity and inclusion. Addressing these issues requires systematic changes aligned with the organization’s strategic objectives and designed to promote a culture of continuous improvement.

The first challenge, communication breakdowns, undermines effective collaboration and decision-making. To remediate this, implementing structured communication protocols, fostering transparent information sharing, and utilizing collaborative technologies are essential. These systemic changes would improve clarity and reduce misunderstandings, enabling teams to respond swiftly to operational needs. This aligns with the organization’s design by emphasizing open communication channels integral to effective team dynamics. Consequently, the organization benefits from increased productivity and enhanced employee engagement.

Secondly, conflict resolution mechanisms are often insufficient, leading to unresolved disputes that hamper team cohesion. Developing formal conflict management training and establishing clear procedures for addressing disputes can mitigate this issue. These systemic modifications cultivate an environment of trust and respect, essential for innovative problem-solving and cohesive teamwork. The benefits include higher morale, reduced turnover, and better conflict handling—aligning with organizational goals of stability and growth.

Third, ambiguity in role definitions often results in overlapping responsibilities, confusion, and task neglect. Clarifying roles through detailed job descriptions and regular team role reviews ensures accountability and fosters ownership of tasks. This systemic change promotes efficiency and clarity, aligning with the organizational structure that relies on well-defined roles for operational excellence. It also boosts individual accountability and reduces intra-team friction, contributing to a more productive working environment.

Fourth, leadership development gaps impact team performance, especially in fast-paced settings like restaurants. Investing in leadership training programs focusing on emotional intelligence, transformational leadership, and delegation skills can address this challenge. These systemic investments will create a pipeline of competent leaders who can motivate teams and manage conflicts effectively. The organization benefits from sustained leadership capacity, which underpins long-term strategic initiatives.

Finally, fostering diversity and inclusion enhances creativity and problem-solving within teams. Implementing inclusive recruitment practices, cultural competency training, and diversity-focused team-building activities are systemic changes that improve team dynamics. A diverse workforce broadens perspectives and drives innovation, directly impacting customer satisfaction and organizational reputation. These initiatives must be integrated into the organization's policies to ensure sustainability and alignment with global best practices in diversity management.

The proposed action plan encompasses multiple phases including assessment, planning, implementation, and evaluation. Initially, a thorough needs assessment will identify specific team dynamics and gaps. Subsequently, targeted training programs, new communication protocols, and role clarifications will be implemented over a six-month period. Leadership will be directly involved in overseeing these changes, employing a participative approach to ensure buy-in and commitment from team members. Regular feedback and performance metrics will be used to monitor progress and adjust strategies as needed.

Leading this change requires strong communication, emotional intelligence, and a focus on collaborative goal setting. Leaders must model the desired behaviors and foster an environment where continuous learning and adaptation are prioritized. Internal team dynamics such as trust, openness, and shared vision will be emphasized throughout the process.

In conclusion, addressing the identified challenges through systemic, strategic interventions can significantly enhance team functioning and organizational performance. These solutions promote sustainability by embedding new practices into the organizational culture and structure. Implementing such a comprehensive action plan ensures that the organization adapts effectively to changing circumstances and maintains a competitive edge in the restaurant industry.

References

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• Long, L., & Mauch, S. (2020). Building effective teams in the hospitality industry. Journal of Hospitality & Tourism Research, 44(2), 182-198.
• Robbins, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
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• Schneider, B., & Barsoux, J.-L. (2019). Managing across cultures. Harvard Business Review Press.
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