Team Management Style

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Team Management Style

Introduction
Principally settling in life at an early age and drawing a good income is everyone’s goal of life for which attaining a managerial designation and, maintaining it is important to draw a good income for which I have selected ‘Team Management Style’ as my research topic . I hope, I have done a good effort to draw most information and have presented in a precise manner with utmost lucidity and maintaining the information pristinely.

Team Management Styles:

Analyze Your Style
The way you handle your subordinates and peers and a scheduled task assigned to you can be categorized into 4 different styles as described below:

1. Impoverished Management (low concern for the task, low concern for people). This style is characterized by minimal effort on your part, just enough to get the job done and maintain the group structure. "I'll just let them get on with it, I'm sure they'll do fine, they don't really want me interfering anyway". (Leadership attitudes) 2. Country Club Management (low concern for the task, high concern for people). You take good care of your group, ensuring a comfortable, friendly atmosphere. You hope this will lead to the work getting done. "It stands to reason, if they're happy they'll work harder and the work will take care of itself." (Leadership attitudes) 3. Authority/Obedience Management (high concern for task, low concern for people). You are probably a bit of a task master. The most important thing is the work. You lead from behind by driving the group in front of you."We're here to work; the work needs to be done. If they're working hard enough they won't have time to feel unhappy, they're not here to enjoy themselves." (Leadership attitudes) 4. Team Management (high concern for task, high concern for people). You see the completion of the task and the well being of the group as interdependent through a common stake in the organization’s future. This leads to relationships built on trust and respect, and work accomplishment from committed employees."We're in this together. We need to support and help each other to get this job done." (Leadership attitudes)

A generalized idea in which group leaders who adapt Team Management style have reached the steps of victory of which Steve jobs, founder of Apple Inc. is the best known example to refer. Style Choice

If you have a group of subordinates with widely differing levels of ability, confidence and commitment, you may want to lead them each with a different style as stated below: 1.DIRECTING
A team member who has a lot of enthusiasm for the job but not much actual ability, for example a new start, will need to be directed. You will not need to spend much time giving encouragement or coaxing them along. You will however have to tell them what to do next after they complete every task, and how to do the tasks set. (Leadership attitudes) 2.COACHING

After being in the group for a while, somebody might begin to lose confidence and therefore Motivation, as they still can't seem to do the work they want to do. At this stage you will need to coach them along. You will still need to tell them what to do at virtually every point along the way, while taking care to encourage them and praise them at every turn. (Leadership attitudes) 3.SUPPORTING

Gradually the team member's technical ability will increase until they are at a stage where they can actually do everything required of them, however they may still lack the confidence to actually do it off their own backs. You should no longer have to tell them what to do, although they may think otherwise. You should seek their opinions on the next stage, and be seen to take notice of their ideas. (Leadership attitudes) 4.DELEGATING

A technically competent person's confidence will gradually grow until they feel able to work completely on their own. You should now be able to delegate specific areas of work to them and feel little need to tell them either...
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