For week three case analysis here are my findings in a new format I created pertaining to the issues with Learning 17 team during their EMBA program at LC University OVERVIEW Learning team 17 is part of Learning teams 30 under two year Executive MBA EMBS at LC University One of the programs is Executive Leadership Residency ELR One of the module under ELR held yearly from September ended prior to Thanksgiving focusing leadership effective teams ethics social responsibility and personal effectiveness Member of this ELR Learning team 17 were Larry Oswald Laszo Rossovich Alessandra Filomene Janet Johnson and Burt Cavendish This project team member s are full time employee from various company professional background culture and a proud father and mother to their childrens This program leads by Dr Tony Green who is also a management department professor BACKGROUND This case study presented an issue of Learning team 17 during course of their ELR project team assignment Their dysfunctional began to develop an early stage till SOLUTION Disrespectful to other team members by assuming all would agree with his decision Several members of a team have personal goal rather than a team goal Larry seems to apply master quantitative decision making They don t share same vision to achieve collective quantitative and personal goal
Some of the pitfalls are some of the team members have different work processes Setting clear idea During orientation set clear tone that each member do don't list for collective and achieving common goal Some member does not have leader quality and makes During orientation although all simulation are generated but Team Coach seems to overlook the distribution of accountability task i e which task best suit for each individual team members Coach can develop rewards measures This have tangible and symbolic effect Team Credibility Some of the team members suggested refers the conflict to the team coach but one of the member Burt suggested that not to refer to Tony Team Coach for the sake of team credibility as other teams seems not having issue working together Because during program orientation and After Action Review AAR all norms projected by the team were excellent and Tony s assessment of the AAR satisfied Communication trust between teams have broken thus no real communication comfortable to each other Can be seen Despite success with case facilitation study team members began having trust communication breakdown Not letting all ideas allowed onto agreement but quantitative only by Larry Enquiry and advocacy approaches Not Met Team members let the first incident passed by Team tried to avoid conflict between each other more serious especially with Larry During Formity seems well norming during processes norms and inequality in decision making that making it as precedent to let one man decision rather as a team decision
Although RESULT CONCLUSION Identifying best successful teamwork Commitment to team success and shared goal Interdependence promote better result as a team rather as an individual Positive interdependence brings out the best from each team members Encourage fellow team members to achieve contribute and learn Interpersonal skills the ability each team members to discuss issues openly trustworthy supportive and show respect to the team and member Openness able to listen to concerns needs of team members valuing their contribution and create effective work environment Open to criticism and have authentic feedback Team composition Must fully aware of each members role each member s expected output Commitment to team processes leadership and accountability Key Description Commitment to team success and shared goal Interdependence promote better result as a team rather as an individual Positive interdependence brings out the best from each team members Encourage fellow team members to achieve contribute and learn Interpersonal skills the ability each team members to discuss issues openly trustworthy supportive and show respect to the team and member Openness able to listen to concerns needs of team members valuing their contribution and create effective work environment
Open to criticism and have authentic feedback Larry has an extraversion of character Team member consist of 1 LaszoDuring team composition although teams were member are diverse and developed good norms but the team coach overlook to recognize member role ability and personality Based on EMBA Program all required team characteristic of diversity were met Diversity All five members came from diverse background of culture experience profession This is a project team based as they are not belongs to the same employer to be categorized as work team Each member has other responsibility work full time personal responsibility towards family This contributed to issues that arose such as one can be contributed to issue when no one knows their role as a member Thus seems Larry is taking charge as a task drive facilitator Deliberation of team work task specific terms of reference not clearly outline One of the team member disrespectful to other members by self appointing himself on making decision for outcome or without discussion agreement from other members
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