Discuss about the Developing Management Capability.
The group is collection of individuals, sharing similar views and ideas on a particular topic. The groupwork which the members of the group perform helps them to work, yet the success evidence and most importantly the current group applicability to the theories of the group are minimal.
Group work has many reasons for which it is to be used, it helps to manage a large, developing special skills and appropriate working strategies, to stimulate an efficient working environment etc, and it is also considered as a leading path to achieve greater efficiency and an effective work place.One of the key questions that arise is, does the group work really helps in the success of the organization.
A team is a considered as a small number of people having a common goal and purpose, with the complementary skill and approaches, holding themselves mutually. The team is considered to be very importantin the working as well as the academic environments. The strategies used in the team work is said to be a helping hand in the success of the team.
The group has one head while, team can have more than one head.Responsibility is not shared amongst the group members but the team members share responsibility. As per the author Lizzio& Wilson (2006), the idea of effective group working is to develop an environment and culture where the members of the group take time in developing an effective group at the beginning of any work of the group, Fisher, Hunter &Macrosson (2017).
As per the author, Thamain (2004) the team work is the symbiotic process that leads to a much better result, which is greater than the integration of the performance of the individual. The author describes an effective team as the one which produces the high quality results and
Waite &Davis( 2006), suggest that the,the capacity a team has for the accomplishment of the objectives or the goals of the organization is said to be the team effectiveness. Incredible results can be achieved by the effective team, the unnecessary disruption such as failed delivery and strategic failure can be caused, if the team is not working. The strength and weakness of the team working should be known, it is important for the personal and the career development.
In context with Hinsz, Park &Sjomeling(2004),improving team effectiveness; the productivity of the team can be increased by the team members working effectively. A team is said to be successful team if the members in the team understand their role well in the team and also take an initiative to understand their teammates properly. The team comprise responsible member who work in a fashion similar to the requirements of the work. They should work in collaborative fashion, an effective team should have the ability to agree on the new ideas and concepts, equally divide the work and use different strategic plans.
Forming the Right Team: formation of the right team begins at the very first step by selecting the right team member.Appropriate team member help in making a strong team, good teammates will always work very effectively and being flexible of the other work strategies, understand to compromise and work effectively.Grawitch, Block & Ratner (2005), presents a view that, the team members should know their work very properly and should not have any personal or professional conflict with each other in the team they strive to work. Strife within the group can decrease productivity, whereas a work environment where teammates are amicable toward one another has the potential for increased productivity.
In the views of Grawitch, Block & Ratner (2005), providing the appropriate direction; for the team to flourish well, be effective and increase its productivity, it is very important that the team has a proper project direction from its supervisors. The appropriate direction should be provided by the good manager for the project the team is working on, he/she should provide the detailed information and instruction about the goals, the measurements and the timeline of the completion of the task. According to the nature of the assignment, the manager should designate the specific task to the individual member of the team.
As per the views of Volet& Mansfield (2006), the group and team are very commonly used team in the organization, many people do not know the difference between these two. The two or more members, performing the independent jobs with the individual accountability and rewards, have a clear view and a common goal. Some of the examples of groups in an organization are: ethical group, trade unions, the airline flight crew, the friendship circles etc. Cartney and Rouse (2006), suggest that the groups are made on the basis of the common interest, beliefs and experience the same common principles and fields, the groups are of two kinds; The formal group: these groups are made by the management in the organization for performing a specific task and the informal group: these groups are formed naturally in an organization, to satisfy the psychological and social needs.
Meredith Belbin had constructed the Belbin team inventory model. The model is still one of the leading when it comes to the construction of a team. According to Belbin“ A team is not a bunch of people who have job titles, but it is a congregation of the individuals, each individual has a role and it is understood by the other members. The members perform very effectively in the roles that may be most natural to them”.
The model ESCI makes the difference between a highly effective and an average leader. The model is beneficial from the 360 degree view into the behaviors differentiating the outstanding view of the average performers. The ESCI model helps the managers and the professionals to create a competitive advantage for the firm by the proper innovation, increment in the performance and the teamwork, ensuring the right time and the resources that are used effectively for building motivation and trust (Andrusyk, &Andrusyk, 2003).
The individual preferences depend on the capability they have. The preference helps to analyze the strength and the development needs.
The managers use the mode for the selection, promotion, salary decisions etc (Andrusyk, &Andrusyk, 2003).
The big five personality factor has five domains that defines the personality of the human and account for the individual differences. The five personality traits are:
The people having the capability of learning new things and enjoying the new experiences have the tendency of scoring high in openness. It includes the traits like being imaginative and insight and have a wider variety of the interests. People having conscientiousness of high degree are reliable and prompt, the traits that the individual’sposses are being organized, methodic and thorough (Cavallera, Passerini; Pepe, 2013).
The individuals with the extraversion trait get the energy by interacting from the outside world, while the introverts get the energy from within themselves, the traits that they have are, talkative, energetic and assertive. Individuals with the high agreeableness are friendly, compassionate and cooperative. And the ones with the low agreeableness are distant and are kind and sympathetic (Clark, 2007).
In context with the literature review, the Belbin team inventor works as strength for the individuals in managing of the as:
Weakness
Strength of The Big Five
Weakness
Strength of ESCI
Weakness
The improvements can be done by using the approaches:
Know your team or group better: as a member of the team and group, it is very important to know the guidelines for the development of the team or the group. By this the problems can be improved very easily.
Tackle with the problems as quickly as possible: quick steps should be taken if it has been noticed that, if any of the member in the team or group opts a behavior that may affect the group unhelpfully.
Defining the roles and responsibility
The lack of focus or the direction develops a poor dynamics as the individuals may fail to understand the roles in the groups.
Break down the barriers: use of the team building exercise can help build a strong team. Interacting with the new members those who join the group
Focus on the communication: for a good team it is very important to have a good communication between the groups.
Conclusion
For making an effective skilled full project result, the management is vital in executing the project that the team is responsible for. The development of a group or team has to go through different stages, these stages of development helps to build a strong workforce. A team that is constructive may be motivating and encouraging to the team and the group members. A good leader may play a positive role in creating an environment that would be beneficial for the team.
From the literature review, it is concluded that the team and the group working depends on the factors of the organizational environment, the theories suggest that the effective team and group leads to the better result of the organization. I agree with the ideas and facts that are presented as per the sayings of the author.
References
A longitudinal study of the relationship between personality traits and the annual rate of volume changes in regional gray matter in healthy adults, 2013, Hum Brain Mapp, 34 (12): 3347–53
Andrusyk, D., &Andrusyk, S, 2003, Improving student social skills through the use of cooperative learning strategies.M.A. research project, Saint Xavier University. Abstract accessed from ERIC, July, 2004.
Cartney, P. and Rouse, A, 2006, “The emotional impact of learning in small groups: highlighting the impact on student progression and retention” in Teaching in Higher Education, V11, No 1, pp.79-91.
Cavallera, G.; Passerini, A.; Pepe, A, 2013, “Personality and gender in swimmers in indoor practice at leisure level.”, Social Behaviour and Personality, 41 (4): 693–704.
Cheung, F. M.; Vijver, F. J. R. van de; Leong, F. T. L, 2011, “Toward a new approach to the study of personality in culture”, American Psychologist, 66: 593–603.
Clark L, A, 2007, Assessment and diagnosis of personality disorder: “Perennial issues and an emerging reconceptualization” Annual Review of Psychology, 58:227–257, 246
English, A., Griffith, R. L., & Steelman, L. A, 2004, Team performance: The effect of team conscientiousness and task type. Small Group Research, no.35, p.p 643 – 665.
Grawitch, M.J., Block, E.E., Ratner, J.F, 2005, How are evaluations of positive and negative experiences related to the intensity of affect in workgroups? Group Dynamics: Theory, Research, and Practice, 9, 261-274.
Hinsz, V.B., Park, E.S., Sjomeling, M, 2004, Group interaction sustains positive moods and diminishes negative moods, Paper presented at the annual meeting of the Midwestern Psychological Association, Chicago.
Islam, G., & Zyphur, M .J, 2005, Power, voice, and hierarchy: Exploring the antecedents of speaking up in groups, Group Dynamics, vol. 9, no. 2, p.p 93-103
Klimstra, T, 2012, “Personality traits and educational identity formation in late adolescents: Longitudinal associations and academic progress”. Journal of Youth and Adolescence, 41: 341–356
Komarraju, Meera; Steven J. Karau; Ronald R. Schmeck; Alen Avdic (2 June 2011). “The Big Five Personality traits, learning styles, and academic achievement”. Personality and Individual Difference 51: 472–477.
Lizzio, A. & Wilson, K, 2006, “Enhancing the effectiveness of self-managed learning groups: understanding students’ choices and concerns” in Studies in Higher Education, V31, No 6, pp. 689-703
McCrae, Robert R.; Terracciano, Antonio, 2005, “Personality profiles of cultures: aggregate personality traits”. Journal of Personality and Social Psychology 89 (3): 407–25.
Payne, B.K., Turner, E.M., Smith, D., & Sumter, M, 2006, Improving group work: Voices of students. Education, no.126, p.p 441-448
Poropat, A. E, 2009, A meta-analysis of the ?ve-factor model of personality and academic performance, Psychological Bulletin 135: 322–338.
Stephen G. Fisher, Terri A. Hunter, W.D. Keith Macrosson, 2017, “Team or group? Managers’ perceptions of the differences”, Journal of Managerial Psychology, Vol. 12 Iss: 4, pp.232 – 242
Thamhain, H.J, 2004, Linkages of project environment to performance: Lessons for team leadership. International
Thompson, E.R. (2008). “Development and validation of an international English big-five mini-markers”. Personality and Individual Differences, vol. 45, no (6): 542–548.
Volet, S. & Mansfield, C, 2006, “Group work at University: significance of personal goals in the regulation strategies of students with positive and negative appraisals”, Higher Education Research & Development Journal, V25, No.4, pp. 341-356.
Waite, S. & Davis, B, 2006, “Developing undergraduate research skills in a faculty of education: motivation through collaboration” in Higher Education Research & Development, Vol. 25, No 4, pp. 403-419
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