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Q1. It is important to consult team members when establishing the team’s perform

Q1. It is important to consult team members when establishing the team’s performance plan that will contribute to organisational goals, plans and objectives. When consulting with the team why is it important for them to have a common understanding of:- Team purpose?- Roles?- Responsibilities?- Accountabilities?(250-350 words)Q2. Explain what a Performance Plan is used for, what it should contain,what it should align with and the types of goals it might include. (200-300 words)Q3. Provide an outline of what you, as team leader, can do to support team members in meeting expected performance outcomes? (200-300 words)Q4. Discuss the benefits of involving team members in planning and decision making. (200-300 words) Q5. Provide reasons why policies and procedures ensure team members take responsibility for their own work and to assist others. (80-160 words)Q6. Explain the role of feedback in encouraging, valuing and rewarding individual and team efforts. Provide some examples of how you can do this. (80-160 words)Q7. Explain the meaning of ‘group dynamics’ and each of the stages. Include in your explanation how group dynamics can support or hinder team performance. (250-350 words)Q8. Explain consensus decision making and provide a strategy that can be used to gain consensus. (300-400 words)Q9. Explain how each of the following options can be used as issue resolution strategiesa. Discussionb. Written Communicationc. Mediationd. Compromisee. Voting(50-100 words each point)ASSESSMENT 2: CASE STUDYInstructions:You are required to complete seven (7) questions based on the case study provided to demonstrate your knowledge across key concepts and variables involved in leading and managing team effectiveness, including a consideration of factors that influence effective communication, team dynamics, an understanding of team consultation and conflict resolution.Case StudyGreg Jones is the manager of 17 employees in the marketing team. The team is multi-skilled and the members can work in various sub-groups or alone, depending on the product they are marketing. The team has worked together for 26 months without any problems and their work has always been of good quality, their project management exceptional, and team morale high.Carly Oh has been employed for many years and is an exceptional team member. Greg has sent Carly to a couple of leadership courses and when a team leader vacancy opened up, Greg encouraged Carly to apply. Carly was successful in her application, much to the sorrow of her team mates, as she would be missed. Carly left the team for her new position. Greg is furious when he goes to his manager and relates the following story:”When Carly left, I made several changes in the team. I shifted a few duties around and hired a new employee named Harry Yusuf.Things seemed to be settling back to normal but this morning all hell broke loose! The team made a major mistake with a high profile client that will cost the company a lot of money. Accusations started flying. A few people blamed the mistake on Harry but three of the guys came to Harry’s defence. Then some of the women accused the guys of being a ‘men’s club’ and not putting the blame where it lay.At this point, I stepped in and told them that if they did not settle down and fix the problem with this client I would replace everyone! They settled down but I could see they were still upset.Then later this afternoon, tempers flared again and some of the other teams even stopped work to watch the commotion. I stepped in and told everyone to calm down and get back to work, standing by to make sure they did, which they did albeit reluctantly. At the end of the day, a couple of the more senior staff members told me that they could not work under such tension and would consider leaving the team and/or the organisation if something was not done about what was happening.This has all happened because I worked to get a promotion for one of my best employees.What can I do? What went wrong? What should I do now?”Greg asks for guidance from his manager about what he thought went wrong and what his next steps should be.Case study instructions:Having considered the above case study: 1. List and explain at least two factors you believe led to the problems in the marketing team and why. (40-80 words each)2. In relation to Tuckman’s Stages of Team Development, to what stage does the marketing team seem to have regressed? Explain the stage in 100 words.3. What conflict resolution strategies could Greg use if issues arise again? (150-200 words) 4. What specific steps can Greg take to help the team through this crisis? Explain in at least 200 words and include the following in your answer:· Mentoring and coaching opportunities· Strategies to address performance issues· Strategies to gain consensus in the team5. Taking the current workplace climate into consideration, create an email to send to the team explaining the importance of reaching team goals. (200-250 words)6. Create an email addressing the conflict the women in the team seem to have with the men in the team in regards to the “men’s club” comment. (200-250 words)7. Research and detail an activity you could complete with Greg’s team that would help build an environment of trust back into the team. You have a budget of $1,000. (150-200 words) ASSESSMENT 3: IMPLEMENTATION PLAN & TEAM POLICYInstructions: this assessment is divided into Part A and Part B. You must complete both parts.Part A. Implementation PlanYou are Greg Jones, the manager of the marketing team, and having reviewed and considered the feedback from your team via the questionnaire (below), you are to create an implementation plan for one of your recommendations for improving team effectiveness and complete the following tasks:1. Detail the recommendation to improve your team’s performance. (250-300 words)2. Develop an action plan that includes five (5) tasks, two (2) expected outcomes, three (3) Key Performance Indicators (KPIs) and three (3) goals3. Explain how you will manage the implementation of the recommendation amongst your team. (200-250 words)4. Explain how you, as the team’s leader, will support your team members with the implementation. (150-200 words).Present your analysis, recommendations and implementation plan in a formal document for your managerPart B. Team Policy and ProcedureYour team completed a team effectiveness questionnaire, the results of which are below. Using the information from the questionnaire create a policy and procedure document that will help your team take ownership of their work outcomes.The policies must:set out the aim of the policyexplain why the policy was developedlist who the policy applies toset out what is acceptable or unacceptable behaviourset out the consequences of not complying with the policyprovide a date when the policy was developed or updatedThe policy and procedure must cover how the members of your team will work towards a common goal and ensure they are aware of their roles and responsibilities when working as a team. Other things to include are:5. How the team will be included in the planning, decision making and operations of the team. (100-150 words)6. How feedback will be given to the team in regards to their input and performance. (100-150 words)7. A complaints and a conflict resolution process. (150-200 words)8. How management will support the team in regards to work performance issues. (100-150 words)9. A communication plan between the team and management, and management and the team. (150-200 words)Your policy and procedure should be reflective of the previous tasks. Your responses must be clear and your team should be able to follow it easily.


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