There Are Three Essay Type Questions; Each Response Should B

There Are Three Essay Type Questions Each Response Should Be A Minimu

There are three essay type questions. Each response should be a minimum of 100 words in length. Please be sure to include in-text (parenthetical) citations where required, in APA format. You are required to use at least one outside source to support your viewpoint, and this source can be the textbook. Questions: 1.

Pick a team that you are currently a member of, a prior team in which you were a member, or search the Internet for an example of a real-life team. Be sure to choose one that meets these two criteria: (1) it’s not part of a for-profit business and (2) you can argue it’s highly effective. State the name of your team list its web site and give a brief description of the team to include their mission. 2. Determine the reasons for the team’s effectiveness. (Hint: You might look for web sites sponsored by the group itself, review online news sources for current articles about it, or enter the group’s name in a search engine.) Consider team characteristics and activities, such as role structures, norms, cohesiveness, and conflict management. 3. What can a manager learn from the characteristics and activities of this particular team? How might the factors that contribute to this team’s success be adopted in a business setting?

Paper For Above instruction

For this analysis, I have selected the environmental volunteer group, "Green Earth," which is dedicated to promoting environmental sustainability and community engagement. The organization’s website is https://www.greenearth.org. Green Earth’s mission is to educate and empower communities to adopt sustainable practices, advocate for environmental policies, and participate in conservation efforts. This team operates primarily through local volunteer chapters and partner organizations, emphasizing collaboration and community involvement (Green Earth, 2020). The effectiveness of this team is illustrated by its high volunteer engagement, successful community projects, and ability to influence local policy changes.

Several factors contribute to Green Earth's effectiveness as a team. One key characteristic is its clear role structure, with volunteers assigned to specific roles such as outreach coordinators, event planners, and educators, which promote accountability and purpose. The group also maintains strong norms emphasizing environmental stewardship, mutual respect, and active participation, fostering a cohesive organizational culture (Kozlowski & Bell, 2013). Furthermore, the team demonstrates high levels of cohesiveness through regular meetings, celebratory events, and recognition of members’ contributions, which strengthen social bonds and motivation. Conflict management within the team generally involves open communication and collaborative problem-solving, enhancing resilience and adaptability (Jehn & Mannix, 2001). These attributes collectively enhance the team’s ability to achieve its environmental and community goals efficiently.

From a managerial perspective, observing Green Earth’s characteristics provides valuable insights. Managers can learn the importance of establishing clear roles and responsibilities to ensure accountability and streamline operations. Norms that emphasize shared values and mutual respect can foster a positive organizational culture, crucial for team cohesion (Roberts & O’Reilly, 2019). Moreover, nurturing cohesiveness through social activities and recognition can increase member commitment and productivity. Conflict management strategies that promote open dialogue and collaborative solutions help sustain team morale and adaptability amidst challenges (De Dreu & Weingart, 2003). Incorporating these elements into business teams can improve collaboration, innovation, and overall effectiveness — ultimately driving organizational success and sustainability.

References

• De Dreu, C. K., & Weingart, L. R. (2003). Task versus relationship conflict, team performance, and team member satisfaction: A meta-analysis. Journal of Applied Psychology, 88(4), 741–749.
• Green Earth. (2020). About us. https://www.greenearth.org
• Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238–251.
• Kozlowski, S. W. J., & Bell, B. S. (2013). Work groups and teams in organizations. Handbook of Psychology (2nd ed., pp. 412–440). Wiley.
• Roberts, L. M., & O’Reilly, C. A. (2019). The impact of organizational culture on teams and organizational effectiveness. Organizational Dynamics, 48(3), 100711.