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Positive Influence Plans for Business Teams
LDR/531
October 15, 2012

Positive Influence Plans for Business Teams
Teams are an important part of an organization. The team process creates an environment that allows employees to respect one another and work cohesively to meet an objective or goal that the organization has assigned (Michael, 2012). Michael (2012) defines “TEAM” as “Together Each Achieve More” because teams are composed of individuals with specific skills, knowledge, and levels of abilities; each will achieve more if there is positive influence and understanding throughout the duration of the project in a team environment (p. 21). Understanding of Teams Can Lead to Positive Influence

A project has been assigned to your department with a completion anticipated within one year. The organization has decided to form a team to be responsible for accomplishing the objectives of the project in which the collective knowledge can be gathered, documented, and delivered in a thorough efficient manner. It is important that the team has adequate resources, leadership and structure, climate of trust, as well as some form of incentive or reward systems to keep motivation throughout the project (Robbins & Judge, 2011). The team has to understand the abilities, personalities, roles, and importance of diversity that can affect the dynamics of the team performance (Robbins & Judge, 2011). In a team environment the common interest, values, social interaction, cooperation, appreciation, and recognition, in addition to positive reinforcement from team members can be aspects that result in job satisfaction and fulfillment leading to a successful project (Yukl, 2010). Motivation and Understanding

It is necessary to motivate team members throughout a lengthy project. It is important that teams work to gather resources, establish the leadership roles and structure of the team, understand the importance of trust, and provide incentives (Robbins & Judge, 2011). Teams should also keep in mind the importance of embracing the diversity of the team and the effect it can have on the outcome of the project. Gathering Resources. Each team member will be responsible to gather information that will contribute toward the goals of the team. Robbins and Judge (2011) state that teams are a part of a larger organization” (p. 319), therefore the team is codependent on external resources to sustain and provide supportive information. The positive relationship that each team member has established with external resources will be essential in a timely turnaround, in additional to a diverse overview and input to support the project. Establishing Team Member Roles. It is not necessarily the case that a leader on one project will be the leader throughout every project assigned by the organization thereafter. It is important that when the team is formed that the leadership role is established and the delegation of responsibilities are fairly distributed to keep the motivation and drive of the team. Dependent on the objective, the team will have to select a team leader whose personality can handle the demands of the project as well as provide oversight throughout the project. If the team leader does not have the motivation or drive to motivate the team, it will affect the performance of the team resulting in complication or delays in the project. To reduce team resistance, it will be necessary that the leader has a positive attitude, respects and understands the cultural values of the team members, and can relate to the team members when working on the project objectives (Kirkman & Shapiro, 2001). Trust Can Be a Motivator. Trust can be an effective bond that motivates the team members to explore alternative methods, approaches, and possible risks if all members trust and support the leader or team decisions (Robbins & Judge, 2011). Teams are more likely to cooperate and not micro-manage one another when the team trust is...
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