Need Back In 15 Hours: Pleasediscussteam Organization And Le

Need Back In 15 Hours Pleasediscussteam Organization And Leadership I

Need Back In 15 Hours Pleasediscussteam Organization And Leadership I

Discuss team organization and leadership in 175 words. How does a team model impact the organization and leadership of the team? Respond back in 175 words for each statement: STATEMENT 1: The team structure captures how teams are developed, how members interact and also capture team leadership. In order to understand project team organization and leadership, one needs to understand concepts such as size, composition and team identity. The ideal number of people in a team depends on various factors, but having many team members is not beneficial. Preferably half a dozen members with complementary skills who are committed to a common goal and the roles in the team are clearly defined. Team building activities can also help such a team to gain team competencies such as effective decision-making and conflict resolution. It is important to note that not all teams go through the five stages of team development over and over again. In some instances, a team finishes a project and is assigned a different project, therefore, such a team goes straight to norming or performing stage. The project leader should lead the team by fulfilling the different roles and responsibilities required of him through the different stages of a project’s life cycle. During project execution, the project manager has to monitor and control the project to ensure the deliverables will be met. In doing so, the project manager has to liaise with team members, stakeholders and other participants. The right team model eliminates or reduces conflict and commitment issues, it also ensures that team members have the needed skills and this helps the project manager lead the project. The project manager requires both technical and soft skills in leading projects.

STATEMENT 2: In thinking about this question, I having been reflecting on my own experiences as a manager and supervisor. I try to be a very hands on manager and be involved in as many areas of a project as possible. From a team perspective I work from a collaborative mindset. I like to solicit opinions of team members up to a point. And, I use that input up to a point when I am formulating a time table of events for the project. From that point, I tend to break down a project into various parts and farm it out to subgroups who, I think, can handle the particular part of the project that I have assigned them. That's one reason I request input from team members so I can get an idea of where they would feel most comfortable and useful in the overall project. Then, I tend to work with the subgroups but give each of the group leaders a chance to be in charge and as such, learn what it means to be a leader.

Paper For Above instruction

Team organization and leadership are critical components that influence the success and efficiency of projects within any organization. The team model chosen significantly impacts how leadership is delegated, communicated, and enacted, affecting overall team performance and cohesion. Effective team structures facilitate smooth interactions, clarify roles, and promote accountability. For example, smaller teams, typically consisting of six members with diverse yet complementary skills, are often deemed optimal because they are manageable, foster better communication, and encourage collaboration. Their clear roles and shared commitment to objectives help to minimize conflicts and boost productivity. Leadership in such teams should focus on guiding members through different stages of team development—forming, storming, norming, performing, and adjourning—while adapting leadership styles accordingly. The right team model reduces friction and conflict, facilitates decision-making, and enhances motivation, thereby enabling leaders to focus on strategic oversight.

Moreover, a collaborative leadership approach, which involves soliciting input from team members and empowering subgroups to handle specific tasks, can foster a sense of ownership and accountability among members. This method aligns with contemporary leadership theories such as transformational and participative leadership styles. Leaders who delegate authority and encourage team members to take charge of particular segments of a project not only develop leadership skills within the team but also improve problem-solving through diverse perspectives. In my management experience, involving team members early in the planning process and assigning leadership roles to capable subgroup leaders help distribute responsibilities effectively. This approach enhances team cohesion and motivation, ultimately driving project success. Balancing authority with collaboration creates an environment where members feel valued and empowered, promoting higher engagement and better outcomes.

References

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