Situational Analysis For Teamwork Training

Self-Reflection

Describe about the Situational Analysis for Teamwork Training?

Advantages of working as a team in St. Patrick’s

Teamwork refers to an understanding among team members to achieve group goals (Rosenhauer, 2009). Teamwork helps in attaining synergy where people attain something beyond their capacities (Boller, 2005). There is a tendency of mutual support and review of ideas and views, which helps the team members to make decisions better, and preparing the peer members for the disruptive surprises. Teamwork helps in improvement that makes a person self-motivated creating positivity (Lussier and Achua, 2009,pp-282). The benefits of working in a team on the project of St. Patrick’s are:

Clarity and increase in knowledge (Roussel, Swansburg and Swansburg, 2006) – The sharing of ideas among the team members Sheka and Happiness helped in creating a better vision of the objectives of the problem statement. The mission according to which the tasks conducted by team members were clearly defined. The activities carried on by Sheka and Happiness had proper planning stages that also helped in increase in knowledge. The fields in which I lacked knowledge were well defined by my teammates and they helped in enhancing it.

Motivation (West, Tjosvold and Smith, 2003)- Team members have loyalty, commitment and effort that value motivation in an individual. My team members brought out excellence in my work, helped in growth by motivating me that helped me perform better. There was an innovation in ideas and opinions that could bring a about a positive change in the framework of St.Patrick’s.

Attainability and development (West, 2012) – Team work helps in attaining the desired objectives of work. The work was divided in a way that every individual meets the goals while working together. There were a few challenges faced during the project of recruitment of administrative assistant. A series of things had sudden changes and did not exactly go as it was predicted. This gave the capability to adapt to the existing situation and developing ways out of it.

Teamwork doesn’t always involve co-operative relationships (Michaelsen, Knight and Fink, 2002). Where there is a difference in opinions and ideas, there are conflicts (Cloke and Goldsmith, 2005). Conflicts are not necessarily negative, but as a leader, there needs to be an integration to resolve the difficulties (Kelly, 1998,pp-8). Following steps were framed for conflict resolution:

Expression of ideas of each member

Justification of their ideas

Listening to areas of agreement

Advantages of working as a team in St. Patrick’s

Brainstorming solutions that would meet the common interest

Agree to the solutions being implemented (Deutsch and Coleman, 2000)

There wasn’t a leader in the group, but I took the initiative in managing conflicts I adhered to the above-mentioned steps by not hurting any member’s feelings and foster each other. An autocratic leadership style wasn’t followed but a democratic style as suited for the situation. Following an autocratic style isn’t likely with the people of same academic groups.

There were situations when no person would arrive at a planned meeting, but I handled such situations with great care and endurance. Nothing good could happen by dominating others; it would just worsen the situation and increase conflicts. The benefit by negotiating pitfalls and arriving at a joint decision in a group is more important.

Another difficulty faced was timeliness. People were late with their work assigned to them, which led to wastage of resources. Also, there was a difference in opinions and cultures that had to be resolved with tolerance.

An effective performance of a team is attained by following a series of steps (Tseng, 2008, pp-42).

Define Groups Goals- Establishment of goals and responsibility of each team member was well defined. There was clarity of work divided among members to achieve group goals.

Effective Communication- There was a two-way communication among team members where ideas and views were welcomed and feedback was provided.

Leadership & participation- A democratic leadership was followed rather than autocratic. The views of team members were taken into consideration.

Decision-making and implementation- After enlisting the expressions and views of other members, a decision was arrived at. On the basis of the decision that was just and common interest of the goal, decisions were implemented. Any changes to be made were executed and followed effectively.

Resolving Conflicts- During the process of achievement of goals, there were certain conflicts like time-management, lack of responsibility that was very well taken over. Conflicts were given a positive result by working on it.

On the basis of performance and potential matrix, the meetings and overall performance was successful. Work was divided on the basis on skills and requirement.

Happiness and Sheka lacked motivation that affected their working potential. I could be a better leader by motivating them to do better. There was a lack of confidence seen in them and they weren’t expressing their views too openly. Sheka needs more awareness about the task and conversation going around. I could have been a better speaker that could keep him attentive at all times.

Role as a leader managing conflicts

Performance Potential Matrix

Skills audit and performance potential matrix is a competence based system that assesses workforce skill levels. The information helps in improving the organization by training and development required. (Fletcher, 2000,pp-33).

Scoring Scale: 1-4. Scoring key: 1=needs improvement, 2=Satisfactory, 3= good, 4=excellent.( Interpretation for model positioning: 1-2=low, 3-4=high).
1. Performance (factors relating to team role-assess in detail as required, or import the skills audit).
Indicators	Further Explanations	Score
1.1 Job Skills	Literacy (2) – Sheka needs improvement in his reading and writing skills. Numeracy (3) – He has a quick aptitude with calculations and mathematics	2- Satisfactory 4- Excellent
1.2Technical Knowledge	Team Management (3) – Has a good working knowledge about project Leadership (3) – Possesses leadership quality but loses patience sometimes.	3- Good 3- Good
1.3 Attitude	Ethical and enthusiastic (3)- Possesses a good personality and is aware of task	4- Excellent
1.4 Commitment and Flexibility	Punctual and completed work within time period. Adapts to new situations (3).	3- Good
1.5 Effectiveness and results	Executes the task given to him efficiently (3)	4- Excellent
1.6 Working Relationships	Established good relationship with team members (3)	2- Satisfactory
Performance Total  (up to and including 12 = low; 13 and over = high)		19- High performance, highly motivated.
2. Potential Clear evidence of existing or developing [Factors stated below] required team role.
2.1 Capabilities	Low performance: Many things cropped up at the same time	2- Satisfactory
2.2 Knowledge	High performance: Is interactive and has good working knowledge	4- Excellent
2.3 Attitude & Behaviour	High performance: Disciplined and friendly nature	3- Good
2.4 Commitment and flexibility	High performance: Timeliness and adaptability	2- Satisfactory
2.5Srategic Awareness	Low performance: Knowing what is happening in the task	1- Needs improvement
2.6 Working Relationships	High performance: a good listener	4- Excellent
Potential total (up to and including 12 = low; 13 and over = high)		16- He is a good performer, just needs to be aware and increase the working knowledge on her subject.

Performance Potential Matrix for Happiness
 

Scoring Scale: 1-4. Scoring key: 1=needs improvement, 2=Satisfactory, 3= good, 4=excellent.( Interpretation for model positioning: 1-2=low, 3-4=high).
1. Performance (factors relating to team role-assess in detail as required, or import the skills audit).
Indicators	Further explanation	Score
1.1 Job Skills	Literacy (3) – Happiness needs improvement in his reading and writing skills. Numeracy (3) – He has a quick aptitude with calculations and mathematics	4- Excellent 4- Excellent
1.2Technical Knowledge	Team Management (3) – Has a good working knowledge about project Leadership (3) – Possesses leadership quality but loses patience sometimes.	3- Good 3- Good
1.3 Attitude	Ethical and enthusiastic (3)- Possesses a good personality and is aware of task	3- Good
1.4 Commitment and Flexibility	Punctual and completed work within time period. Adapts to new situations (3).	3- Good
1.5 Effectiveness and results	Executes the task given to him efficiently (3)	4- Excellent
1.6 Working Relationships	Established good relationship with team members (3)	3-Good
Performance Total  (up to and including 12 = low; 13 and over = high)		19- High performance, highly motivated.
2. Potential Clear evidence of existing or developing [Factors stated below] required team role.
2.1 Capabilities	Low performance: Many things cropped up at the same time	2- Satisfactory
2.2 Knowledge	High performance: Is interactive and has good working knowledge	4- Excellent
2.3 Attitude & Behaviour	High performance: Disciplined and friendly nature	3- Good
2.4 Commitment and flexibility	High performance: Timeliness and adaptability	2- Satisfactory
2.5Srategic Awareness	Low performance: Knowing what is happening in the task	1- Needs improvement
2.6 Working Relationships	High performance: a good listener	4- Excellent
Potential total (up to and including 12 = low; 13 and over = high)		27- He is a good performer, just needs to be aware and increase the working knowledge on her subject.

Specific- It makes the objectives clear and well defined with a basic knowledge to understand them.

Measurable- Knowing if the objective is obtainable and when the project is likely to be completed, and when it has been achieved.

Attainable- Identifying ways the project can be achieved, build capacity, good character, and skills to reach them

Realistic- Ensuring if the resources and skills are sufficient

Time-bound Ensuring the work is completed within the provided time frame (Richman, 2006, pp-66).

Sheka

It is advisable for him to take classes on computers for increasing her working knowledge on excel, web design, power point and word.

Time assessment programs may be taken by him to manage time better whichcan be attained in a period of 4-6 months.

Happiness

It is advisable to be strategically aware of the situation and tasks going on.

 It is also advised for him to to involve in motivational groups and conferences.

Situational analysis is the recognition and assessment of internal as well as external analysis that influences capability of individuals in attaining goals. It is an analysis of individual’s strengths, weakness, opportunities and threats (Ogden and Ogden, 2005). They may be identified as internal factors and external factors (Clarke, 2005).

Sheka- Throughout the project, communication skills were improper in case of Sheka. He is not skilled enough for reading or writing properly. He is not punctual. It was slightly difficult working with him.

Happiness- A huge contribution was made by him in the entire task. He is good with communication, always provided a feedback. The tasks were completed on time.

Sheka- Sheka has low flexibility and doesn’t adapt to the situations quickly. He was less serious about the task in the whole venture.

Happiness- Issues like back lock during the assignment procedure was experienced with him. He got stressed easy and it gets difficult to handle him.

Self evaluation of the assessment process conducted is based on four parameters namely, Commitment, Motivation, Confidentiality, Credibility (Loon, 2004,pp-127).

I was committed for the project provided to us. The other team members were a great motivation in completion of the task and were present in times of urgency. I provided feedback for what structural changes were to be done. I could be a better leader by motivating Sheka to perform better.

The project helped me in recruiting the right person for the right job. Also, different skills were enhanced in the areas I lacked confidence. Safeguarding the best candidates was a priority and measures were extracted in doing that.

Conclusion

The assessment for the recruitment of an administrative staff established with a concept of dealing with the factors and capabilities of team members. The project helped in working as a team together, enhancing leadership skills, developing communication and selection of deserving candidate for the post of administrative assistant. The value of team leadership and the importance of working in a team together was developed.

References

Boller, S. (2005). Teamwork training. Alexandria, Va.: ASTD Press.

Clarke, A. (2005). Situational analysis. Thousand Oaks, Calif.: Sage Publications.

Cloke, K. and Goldsmith, J. (2005). Resolving conflicts at work. San Francisco, CA: Jossey-Bass.

Deutsch, M. and Coleman, P. (2000). The handbook of conflict resolution. San Francisco, Calif.: Jossey-Bass.

Fletcher, S. (2000). Competence-based assessment techniques. London: Kogan Page.

Kelly, G. (1998). Team leadership. Brookfield, Vt.: Gower.

Loon, H. (2004). Process assessment and improvement. New York: Springer.

Lussier, R. and Achua, C. (2007). Leadership: Theory, Application, & Skill Development. p.282.

Michaelsen, L., Knight, A. and Fink, L. (2002). Team-based learning. Westport, Conn.: Praeger.

Ogden, J. and Ogden, D. (2005). Retailing. Boston: Houghton Mifflin.

Richman, L. (2006). Improving your project management skills. New York: American Management Association.

Rosenhauer, S. (2009). Teams and Teamwork as the Basis of Effectiveness. München: GRIN Verlag GmbH.

Roussel, L., Swansburg, R. and Swansburg, R. (2006). Management and leadership for nurse administrators. Sudbury, Mass.: Jones and Bartlett Publishers.

Tseng, H. (2008). The relationships between trust and satisfaction and performance among the virtual teams with different developmental processes.

West, M. (2012). Effective teamwork. Chichester, West Sussex: BPS Blackwell.

West, M., Tjosvold, D. and Smith, K. (2003). International handbook of organizational teamwork and cooperative working. Chichester, West Sussex: Wiley.