Please Follow All Instructions Carefully And Answer All Ques

Please Follow All Insructions Carefully And Answer All Questions

You have just attended a manager's meeting about establishing self-directed, high-performing teams. The company is concerned because some of the managers are having success building self-directed, high-performing teams while others are not. A discussion occurred that identified the characteristics of the successful team building elements and compared them to those managers that have not been successful. This is a situation where those who are struggling need to learn from those who are doing well.

The discussions included identifying what could be going wrong and what steps might be taken for success. You have been asked to write a research report that summarizes the meeting and offers some recommendations that might be helpful to those managers who are struggling. Specifically, your report must include: Identification of the difficulties the managers may be having in establishing self-directed, high-performing teams Identification of the successful characteristic of establishing self-directed, high-performing teams Recommendations for success A designed plan that might help guide the struggling managers and improve negotiation and conflict resolution skills Use the Library and Internet to research this topic. Present your findings as a 5-7 pages (body of paper) formatted in APA style. Submitting your assignment in APA format means, at a minimum, you will need the following: Title page: Remember the running head and title in all capital letters. Abstract: This is a summary of your paper, not an introduction. Begin writing in third-person voice. Body: The body of your paper begins on the page following the title page and abstract page, and it must be double-spaced between paragraphs.

The typeface should be 12-pt. Times Roman or 12-pt. Courier in regular black type. Do not use color, bold type, or italics except as required for APA level headings and references. The deliverable length of the body of your paper for this assignment is 5-7 pages. In-text academic citations to support your decisions and analysis are required. A variety of academic sources is encouraged. Reference page: References that align with your in-text academic sources are listed on the final page of your paper. The references must be in APA format using appropriate spacing, hang indention, italics, and upper- and lower-case usage as appropriate for the type of resource used. Remember, the reference page is not a bibliography, but it is a further listing of the abbreviated in-text citations used in the paper. Every referenced item must have a corresponding in-text citation.

Paper For Above instruction

Introduction

In today’s competitive business environment, the formation of self-directed, high-performing teams has become an essential strategy for organizations seeking to enhance productivity, innovation, and employee engagement. However, despite the recognized benefits, many managers face difficulties in establishing and maintaining such teams. This report summarizes insights from a recent managerial meeting, highlighting both the challenges encountered by some managers and the success factors demonstrated by others. It further provides actionable recommendations and a structured plan aimed at assisting struggling managers in developing effective self-directed teams, with a particular focus on negotiation and conflict resolution skills.

Challenges Faced by Managers in Building Self-Directed Teams

Managers struggling to establish high-performing self-directed teams often encounter several barriers. One primary challenge is inadequate delegation, where managers either retain too much control or fail to empower team members effectively (Hoch & Dulebohn, 2017). This reluctance or inability to delegate fosters dependency rather than independence, impairing team autonomy. Additionally, a lack of clarity surrounding team roles and goals leads to confusion and misalignment, reducing overall team cohesion (Gillet et al., 2019). Poor communication channels also pose significant hurdles, resulting in misunderstandings and erosion of trust among team members (Edmondson & Lei, 2014). Furthermore, some managers lack the skills to facilitate conflict resolution, which is pivotal for maintaining a collaborative environment (Jehn & Mannix, 2001). These challenges often stem from insufficient training in leadership development and limited understanding of team dynamics.

Characteristics of Successful Self-Directed, High-Performing Teams

Successful self-directed teams share several distinctive characteristics that foster autonomy and excellence. Autonomy is fundamental; these teams operate with minimal oversight, making independent decisions aligned with organizational objectives (Laloux, 2014). Effective communication is another hallmark—team members openly share information and provide constructive feedback, which cultivates trust and transparency (Mayer & Davis, 1999). Clear goal-setting and role clarity enable team members to understand their responsibilities and how their contributions impact overall success (Katzenbach & Smith, 2015). A culture of accountability ensures that each member takes ownership of their tasks, promoting motivation and high performance (Wageman et al., 2008). Moreover, high-performing teams leverage diverse skills and perspectives, enhancing creativity and problem-solving capabilities (Shaw et al., 2011). Strong leadership within the team, characterized by facilitative and coaching behaviors rather than micromanagement, supports sustained high performance (Pearce & Conger, 2003).

Recommendations for Building Self-Directed, High-Performing Teams

To overcome challenges and replicate the success of model teams, managers should adopt specific strategies. First, fostering a culture of empowerment involves training managers to delegate authority and responsibility effectively while providing necessary resources and support (Zenger & Folkman, 2019). Second, establishing clear communication protocols encourages openness and active listening, vital for building trust (Cameron & Quinn, 2011). Setting SMART (Specific, Measurable, Achievable, Relevant, Time-bound) goals aligns team efforts and clarifies expectations (Doran, 1981). Third, implementing conflict resolution training enables managers and team members to address disputes constructively, preventing escalation and preserving team cohesion (Rahim, 2017). Additionally, adopting team-building activities focused on collaboration and problem-solving enhances cohesion (Kozlowski & Ilgen, 2006). Leadership development programs that emphasize facilitative leadership, emotional intelligence, and coaching skills equip managers to better support self-directed teams (Goleman, 1998).

Structured Plan for Developing Negotiation and Conflict Resolution Skills

A practical plan to improve negotiation and conflict resolution skills involves several phases. Initially, managers should participate in targeted workshops that teach negotiation tactics, active listening, and emotional intelligence (Fisher, Ury, & Patton, 2011). The training should be complemented with role-playing exercises simulating real team conflicts to build confidence and competence. Second, establishing peer coaching groups allows managers to share experiences, discuss challenges, and practice skills in a supportive environment (Eraut, 2004). Third, incorporating feedback mechanisms, such as 360-degree reviews, provides ongoing insights into negotiation and conflict management behaviors (Levy & Pappas, 2019). Finally, managers must be encouraged to apply learned skills consistently and reflect on their experiences, perhaps through journaling or debriefing sessions, to internalize strategies and improve effectiveness over time (Kolb & Kolb, 2009). Continual reinforcement through refresher courses and coaching ensures that these skills remain sharp and adaptable to evolving team dynamics.

Conclusion

Establishing self-directed, high-performing teams presents both opportunities and challenges. While some managers excel in fostering such teams, others struggle due to barriers like poor delegation, unclear roles, and ineffective communication. Success hinges on characteristics such as autonomy, trust, clarity, accountability, and diversity. To assist struggling managers, organizations should implement targeted strategies emphasizing empowerment, communication, conflict management, and leadership development. A structured plan focusing on negotiation and conflict resolution skill-building is vital for creating resilient, collaborative teams capable of sustained high performance. By adopting these recommendations, managers can cultivate environments where self-directed teams thrive, ultimately leading to organizational growth and innovation.

References

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• Gillet, N., Vallerand, R. J., & Lafrenière, M. K. (2019). On the advantages of a self-determined motivation for team functioning. Motivation and Emotion, 43(4), 496-510.
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• Katzenbach, J. R., & Smith, D. K. (2015). The Wisdom of Teams: Creating the High-Performance Organization. Harvard Business Review Press.
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