This Assignment Assesses The Following Course Outcome Mt340

This Assignment Assesses The Following Course Outcomemt340 2recommen

This assignment assesses the following Course Outcome: MT340-2: Recommend a process for building an effective team. You have been asked to lead a team to solve a problem in your work environment. Write a paper describing how you will proceed. Discuss the process of structuration and some of the challenges that you feel that you might encounter as the group develops. Be sure to include task functions and relationships among the members.

Do you feel that Gersick’s Two Phase Model or Tuckman’s model of group development is a better representation of the process that you will encounter? How will you help the group socialization and develop roles, norms, and the climate? Review complete Unit 5 assignment details and rubric.

Paper For Above instruction

Developing an effective team in the workplace requires a strategic approach grounded in understanding group dynamics and development models. As a team leader tasked with solving a specific problem, I would follow a structured process that incorporates the principles of group structuration, task functions, and relationship development among members.

The process of structuration is essential for establishing a framework within which the team operates. It involves creating shared rules, norms, and roles that guide member interactions and ensure clarity of purpose (Giddens, 1984). Initially, I would facilitate a series of kickoff meetings to define the problem clearly and set common goals. During this phase, establishing open communication channels will be critical to foster trust and transparency. I would encourage team members to express their perspectives and expertise, laying the groundwork for shared understanding.

As the team develops, one of the primary challenges is managing differing personalities, communication styles, and expectations. Conflict may arise due to diverse viewpoints or unclear roles, so I would emphasize the importance of role clarity and task coordination (McGrath, 1991). To address this, I would assign specific task functions aligned with each member’s strengths and provide opportunities for members to establish their roles within the team. This approach promotes accountability and reduces ambiguity, enabling smoother collaboration.

In terms of group development models, I believe Tuckman’s stages—forming, storming, norming, performing, and adjourning—offer a practical framework for understanding team progression (Tuckman & Jensen, 1977). I find this model particularly relevant because it emphasizes the emotional and relational components of team building. During the forming stage, I would focus on orientation and relationship-building activities. As the team transitions into storming, I would facilitate conflict resolution and encourage the airing of differing opinions to develop resilience and shared norms.

Helping the group socialization involves establishing clear roles and responsibilities early. I would promote the development of team norms by involving members in setting behavioral expectations and assigning roles that foster collaboration, such as a facilitator, recorder, or timekeeper. To cultivate a positive climate, I would promote inclusivity, recognition of contributions, and regular feedback sessions. These strategies align with socialization processes that help new members adapt and strengthen team cohesion (Fisher, 1985).

Regarding the choice between Gersick’s Two-Phase Model and Tuckman’s model, I believe Tuckman’s model provides a more comprehensive understanding of the team development process in my context. Gersick’s model suggests that teams undergo significant changes at the Midpoint, which may be less predictable and could be disruptive if not managed effectively (Gersick, 1988). Conversely, Tuckman’s stages offer a clearer, stepwise progression that helps in planning appropriate interventions at each phase, supporting continuous development toward high performance.

In conclusion, leading an effective team involves applying theoretical frameworks like Tuckman’s stages while managing practical challenges such as role clarity and conflict resolution. By fostering open communication, establishing norms, and supporting socialization, I aim to guide the team through its development stages to achieve our common goal efficiently and collaboratively.

References

• Fisher, C. D. (1985). Social psychology of organizations. John Wiley & Sons.
• Giddens, A. (1984). The constitution of society: Outline of the theory of structuration. University of California Press.
• Gersick, C. J. G. (1988). Time and transition in work teams: Toward a new model of group development. Academy of Management Journal, 31(1), 9-41.
• McGrath, J. E. (1991). Groups: Interaction and performance. Prentice-Hall.
• Tuckman, B. W., & Jensen, M. A. C. (1977). Stages of small-group development revisited. Group & Organization Studies, 2(4), 419-427.