Discuss About The Motional Intelligence In Activities Guide.
Healthy and strong closure in any group is very important. It can help the members of the group in functioning, defining their experiences and positively fix the stage for a new group (Kaner, 2014). Following are the closures that a leader can adopt to make decision:
It is a style of decision making where leaders don’t consult with team members while management decisions. This is an active style specifically when changes are moving rapidly and the whole group is expecting for immediate direction. In business firms, leaders use this approach effectively on major financial decisions and in critical situation.
While working with a consumer products manufacturing firm, a task related to research and development of a particular product was assigned to me. A team of four members was given to me to assist in the task. I and my team worked as per the requirements and researched about all aspects. By following command approach I took all the final decision by myself and directed my team to work in that manner. The final report was very appreciated by board of directors of our company. The directive decision taken by me proved beneficial for the whole group (Wysocki, 2010).
This is one of the widely used forms to attain closure in decision making. It is done like a democratic poll. In this process, every member of the team votes and the decision is achieved by following majority rules. This form of closure is effective when the result of the decision marks the entire group. But in a rapid changing business environment, this form is does not work in most efficient way. In a business firm, this form of group decision making can help in shaping the culture when the members are permitted to express their opinion by vote (Hwang & Lin, 2012).
When I was working in a marketing firm as a senior manager, I needed to hire an assistant manager for help. For selecting of assistant manager, I followed voting approach to know the employees willingness and prevent any opposition. All the employees appreciated this step and elected a senior and experienced person as an assistant manager.
It is an approach where leaders are allowed to gather their team and consult the matter with team members to take final decisions. However, right of making final decision lies in the hands of the leader only. This style of decision making is time consuming than others two approaches. If it is used appropriately, it can lead to more nimble, more educated and engaged personnel. It is used when leaders have sufficient time to make their decision on major issue and needs suggestions from employees who can be openly affected by the decisions (Levi, 2015).
I was employed by a telecommunication service provider. I and my team of four members were assigned a task to organise an event to inform customers about the new plans and services. For this purpose I used consultative approach and exchange our ideas with one another. The event took place successfully and liked by the customers and managers too. The event resulted in increasing in our sales and walk-in of customers.
A group is a gathering of individuals who organise their separate determinations. On the other hand, a team is a collection of people who share a lot of puzzling aims and common team objectives. Mutual commitment to the objectives is an essential feature of a team. This mutual understanding and commitment creates combined responsibility which helps to form a durable bond and motivation to accomplish the task (DiTullio, 2010). Following are the ways to develop an efficient team from a group:
This step involves developing the interaction and conversation among the employees. Members of a good team should possess good communications and interpersonal interactions with each other. This will help them to complete the given task more efficiently with the support of one another. The leader should reserve some time for this purpose by organising some socialising activities like playing indoor games, going for a lunch with team members so that they can interact with each other in positive manner (Aldag & Kuzuhara, 2015).
Once I was given a task to managing a product launching event. A group was assigned to me to accomplish the task. Since I and my group were new to each other, I decided to go for a lunch with my group to interact with all of them. This step proved very beneficial because after the casual meeting at lunch, we all were able to communicate with one another.
At this stage a leader should decide the roles and responsibilities of each person within the organisation. Division of labour includes distributing the tasks in the system, assigning their authorities with their responsibilities. In this stage leader needs to make decisions about the expectations from every team member and convey the same to all members. Leaders are also required to suggest the best possible ways to employees to fulfil the tasks assigned to them (Harvard Business Review, 2014).
At this stage, I assigned tasks to the group members according to their specialization. I organised the entire framework and encouraged the members time to time by words or by action.
Sharing of knowledge and information is the sign of a good and efficient team management. After completion the given tasks and all important activities, members may feel to sharing the information with each other in order to achieve the desired results in effective manner. So, it is the responsibility of leaders to create an environment where employees can share information and help to each other (Griffith & Jessica, 2014).
Example:
At this stage I gave permission to my team members to share their knowledge and information after completing their own tasks. This step resulted in completing all the requirements of organising the events before time.
This is the stage where a group is almost converted into a team. All is need is just to work together to attain the desired results with the cooperation of all members. At this stage members are well known to each other and wishes to help each other. All group members work together following the principle of “one for all and all for one” (Sawyer, 2017).
After all preparations I and my team organised a very successful event which was liked by the board of directors as well as the audience. The personal and social bods between the team members resulted in achieving desired result in effective manner.
Emotions are the decisions regarding the extent to which present state meets the desired objectives. Emotions can also be explained as the name of a compound psychology situation including three different factors- a sensitive behaviour or response, a particular experience, and a physical reaction. It is said that emotional people mostly make emotions based decisions rather than considering other facts. According to research, when a person is in positive state, he will automatically make positive decisions and if he is facing some negative situations or emotions, there will be more chances to make a negative decision. Over-pessimism and over-optimism can also affect the decisions and it will caused in cloud thinking, which may result in poor or negative decision making (Hughes & Miller, 2010).
Some of the positive and negative impacts of emotions in decisions are as follows:
Once I performed a task very well in my office and got appreciation for that. At that time, I was very happy and in excitement I picked another challenging task. My team leader appraised me for having a risk facing nature of work. I got appraisal from senior managers also.
Once as a senior manager in a manufacturing firm, I was assigned a task to launch an energy drink for students. I and my team did research and development on the product and analysed market conditions. The results of research and development were very impressive. 90% of the students liked our product. We were very happy and anxious and stepped towards the launch. But results after the launch were not impressive. Our product did not proved beneficial to the company and it was retrieved from the market. In the excitement and anxiousness of research results, we took the wrong decision.
References:
Aldag, R., & Kuzuhara, L. (2015). Creating High Performance Teams: Applied Strategies and Tools for Managers and Team Members. Howick Place: management.
DiTullio, L. (2010). Project Team Dynamics: Enhamcing Performance, Improving Results. Oakland: Berrett-Koehler Publishers.
Griffith, R. L., & Jessica, W. L. (2014). Leading Global Teams: Translating Multidisciplinary Science to Practice. New York: Springer.
Hames, D. S. (2011, April 9). Negotiation: Closing Deals, Settling Disputes, and Making Team Decisions: Closing Deals, Settling Disputes, and Making Team Decisions. Los Angeles: SAGE Publications.
Harvard Business Review. (2014). Delegating Work (HBR 20-Minute Manager Series). Cambridge: Harvard Business Review Press.
Hughes, M., & Miller, A. (2010). The Emotional Intelligence in Action Activities Guide. New Jersey: John Wiley & Sons.
Hwang, C. L., & Lin, M. J. (2012). Group Decision Making under Multiple Criteria: Methods and Applications. New York: Springer Science & Business Media.
Kaner, S. (2014). Facilitator’s Guide to Participatory Decision-Making (3rd ed.). New Jersey: John Wiley & Sons.
Levi, D. (2015). Group Dynamics for Teams. California: Sage Publications.
Sawyer, K. (2017). Group Genius: The Creative Power of Collaboration (2nd ed.). New York: Hachette.
Tan, H. (2012). Technology for Education and Learning. Berlin: Springer Science & Business Media.
Wysocki, R. K. (2010). Effective Project Management: Traditional, Adaptive, Extreme (4 ed.). New Jersey: John Wiley & Sons.
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