Leading Self-Managing Teams Report

Leading Self Managing Teams Report

This week's module covers the role that team leadership has on a team's effectiveness, in terms of motivation, development, building team culture, managing conflict, etc. For this assignment, you will analyze and compare two perspectives regarding leading effective teams. Follow the directions below to write a 3–5 page report. First, read the following two articles regarding teamwork: Resnick, M. L. (2011). Models of team management for global and virtual teams. IIE Annual Conference.Proceedings , (2011), 1–8. libproxy.edmc.edu/docview/?accountid=34899 Carlock, R. S. (2012). Assessment tools for developing and leading effective teams. INSEAD Working Papers Collection, 50 (EFE), 1–23. ?direct=true&db=bth&AN=&site=ehost-live

Directions: In 3–5 pages: Analyze the information presented in the two articles as they relate to the following: Role of leaders and leadership style, Collaboration initiatives and effectiveness, Team motivation and culture. Provide your analysis regarding the two perspectives presented in the articles. Based on your experience and readings, explain which article makes the stronger case for leadership style and teams. Which viewpoint do you support? Justify your opinion and support with professional literature resources. Professional literature may include the Argosy University online library, relevant textbooks, peer-reviewed journal articles, and websites created by professional organizations, agencies, or institutions (.edu, .org, or .gov). Your final product will be in a Microsoft Word document approximately 3–5 pages in length and utilize at least 2 scholarly sources in research (beyond the textbook).

Your paper should be written in a clear, concise, and organized manner; demonstrate ethical scholarship in accurate representation and attribution of sources; and display accurate spelling, grammar, and punctuation. By Sunday, July 16, 2017, deliver your assignment to the M2: Assignment 2 Dropbox.

Paper For Above instruction

Leading teams effectively is essential in today's dynamic and globalized organizational environments. The two articles under review—Resnick (2011) and Carlock (2012)—offer distinct perspectives on the role of leadership in fostering team effectiveness, collaboration, motivation, and culture. Analyzing these perspectives provides valuable insights into leadership styles and their influence on team performance.

Role of Leaders and Leadership Style

Resnick (2011) emphasizes a flexible and adaptive leadership approach, especially pertinent in global and virtual teams. The author advocates for transformational and participative leadership styles that inspire innovation and foster collaboration across diverse cultural contexts. Transformational leaders motivate teams by articulating a compelling vision, encouraging shared goals, and empowering team members (Bass & Avolio, 1994). Conversely, Carlock (2012) suggests a more structured assessment-driven approach, where leadership involves understanding individual team members' strengths, weaknesses, and motivations using specific tools. This perspective leans towards a pragmatic leadership style that adapts based on individual assessments and aims to optimize team dynamics through targeted interventions (Goleman, 2000). While Resnick's approach underscores inspiring and visionary leadership, Carlock emphasizes a data-driven and tailored style that emphasizes diagnosis and personalized development.

Collaboration Initiatives and Effectiveness

Both articles recognize collaboration as a cornerstone of team effectiveness. Resnick (2011) discusses how virtual and global teams require innovative collaboration initiatives, such as leveraging technology platforms and establishing shared norms to bridge geographical and cultural gaps. Effective collaboration, according to Resnick, depends on leaders' ability to foster trust and adaptability. Carlock (2012), on the other hand, focuses on assessment tools that facilitate collaboration by identifying compatibility issues, clarifying roles, and enhancing understanding among team members. The effectiveness of collaboration, from this viewpoint, hinges on informed leadership that employs assessment data to design interventions promoting alignment and synergy (LePine, Erez, & Johnson, 2002). While Resnick stresses leadership-driven cultural change and technological facilitation, Carlock advocates for measurement-based strategies to improve collaborative dynamics.

Team Motivation and Culture

Motivation and culture are intricately linked to leadership approaches. Resnick (2011) highlights transformational leadership as particularly effective in building a positive team culture by aligning individual goals with organizational vision. This style encourages intrinsic motivation and commitment, fostering a shared sense of purpose (Deci & Ryan, 2000). Conversely, Carlock (2012) emphasizes the importance of understanding individual motivational drivers through assessment tools, enabling leaders to tailor motivational strategies. This approach supports the cultivation of a culture that recognizes individual contributions and promotes engagement through personalized incentives and development plans (Herzberg, 1966). Both articles agree that leadership significantly influences motivation and culture; however, Resnick's emphasis on vision and inspiration contrasts with Carlock's data-driven personalization.

Evaluation of Perspectives and Personal Support

After evaluating both articles, I find that Resnick's (2011) perspective offers a more compelling argument for leadership's role in fostering effective teams, especially in complex and dynamic environments. His emphasis on transformational and participative leadership aligns with current research indicating that inspiring and engaging leadership enhances team cohesion, innovation, and adaptability (Bass & Avolio, 1994; Northouse, 2018). While Carlock's assessment-based approach provides valuable tools for targeted development, it appears more prescriptive and limited in addressing broader cultural and motivational factors that influence team success. From my experience, effective leadership requires a balance of vision, inspiration, and understanding, which Resnick's model adequately encompasses. Therefore, I support Resnick's viewpoint, believing that leadership must inspire and empower teams while fostering a shared cultural identity.

Conclusion

In conclusion, both articles contribute valuable insights into team leadership, but Resnick's emphasis on transformational leadership and cultural adaptability resonates more with current leadership theories and practical experiences. Effective team management hinges on inspiring leadership, clear vision, and the ability to navigate diverse cultural contexts. Future leaders should adopt flexible, transformational approaches that motivate, develop, and engage team members while utilizing assessment tools judiciously to tailor interventions. By integrating these strategies, organizations can foster high-performing, motivated, and cohesive teams capable of thriving in today's complex global landscape.

References

• Bass, B. M., & Avolio, B. J. (1994). Improving organizational effectiveness through transformational leadership. Sage Publications.
• Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), 227-268.
• Goleman, D. (2000). Leadership that gets results. Harvard Business Review, 78(2), 78-90.
• Herzberg, F. (1966). Work and the nature of man. World Publishing Company.
• LePine, J. A., Erez, M., & Johnson, D. (2002). The nature of team composition: Distinguishing between type and class. Journal of Applied Psychology, 87(5), 906–917.
• Northouse, P. G. (2018). Leadership: Theory and practice (8th ed.). Sage Publications.
• Resnick, M. L. (2011). Models of team management for global and virtual teams. IIE Annual Conference Proceedings, 1–8. libproxy.edmc.edu/docview/?accountid=34899
• Carlock, R. S. (2012). Assessment tools for developing and leading effective teams. INSEAD Working Papers Collection, 50 (EFE), 1–23. ?direct=true&db=bth&AN=&site=ehost-live