英国论文挂科:团队管理

英国论文挂科:团队管理

Julia的团队的结果表明Matt并不知道团队中存在的问题。这显示了团队中明显缺乏沟通。有效沟通的管理能力应源于个人。管理者应该对自己的意识形态和他人有一个基本的低估。应该有更多开放的沟通渠道,让人们表达自己的意见。作为一名经理,马特需要向员工灌输这样的观念:表达自己的意见是一种积极的发展。马特在之前的团队中觉得经理很吓人,导致了沟通上的裂痕。马特应该利用这个事实,与员工建立更友好的关系。这应该与对员工的指导和培训相结合。马特也非常注重在工作中保持亲和力,这也抑制了员工的创造性冲突。经理的角色不仅仅是做朋友。他们应该鼓励创造性的冲突,使人民能够找到正确的解决问题的办法。研究发现,管理者遵循道德规范,但灌输鼓励员工创新的精神。

亚里斯多德计划的主要目标是确保人民的效率和生产力。经理马特需要改变沟通模式,创建一个更有效率的团队。

英国论文挂科:团队管理

除此之外,研究结果似乎表明,应该组建一个功能更强的团队。Matts团队的成员目前都是一群善意的个体。他们仍然认为自己是为实现这一目标作出贡献的个人。通过分析,很明显,群体形成的五个阶段已经发生。小组已经完成了形成、风暴、规范、表演、休止阶段(Tekleab和Quigley, 2014)。然而,在这种情况下,团队被发现在确保生产力方面更有功能。这个小组应该转变成一个小组。团队是一群有着共同愿景的人,他们不断地互相挑战以实现自己的目标。这应该是一个积极的发展,而不是充满压力的环境。作为一家技术公司,组建跨职能、虚拟的团队是非常重要的。

为个人分配任务时,Matt需要考虑工作是否可以由一个人完成,并分析任务的目标如何与公司的总体目标相一致。经理应该能够使个人目标与公司目标保持一致,并创建一个共同的愿景。在具体任务的行动计划中应产生相互依赖的因素,这将有助于提高该小组的整体凝聚力。

要总结谷歌中的问题,管理者需要了解工作场所不断变化的动态。经理马特想和员工建立积极的关系,想给员工灌输积极的工作环境。在团队中,人们对一些问题感到更放松。这些是解决这些问题所需要发展的积极因素或有利因素。这个团队有很多积极的因素,有很大的潜力。然而,它可以被开发,并且团队的生产力将会提高。对于这种学术模型,可以应用于创建一个更加健壮的团队。

英国论文挂科:团队管理

The results from Julia’s team indicate that Matt was not aware of the issues existing in the team. This showcases the obvious lack of communication in the team. The managerial competency for effective communication should stem from the individual. The manager should have a basic understating of their ideology and others. There should be more open communication and avenues provided for the people to voice their opinion. As a manager Matt needs to instil in the minds of the employees that voicing their opinion is a positive development. Matt had felt in his previous team dynamic that the manager was intimidating and had caused a rift in the communication. Matt should use this fact and develop a more amiable approach with the employees. This should be mixed with the mentoring and training of the employees. Matt is also very focused on keeping the amiability in the workplace and this also stifles the creative conflicts of the employees. The role of the manager is not to simply be a friend. They should encourage creative conflicts and enable the people to find the right solutions for the issues. It has been found that the manager follows the ethical mandates but instil the spirit of encouraging the employees to innovate.

The major objective of forming Project Aristotle is to ensure that the people are effective and productive. Matt the manger needs to change the patterns of communication to create a more productive team.

英国论文挂科:团队管理

Apart from this, the results seem to suggest that there should be a formation of a more functional team. The people in Matts’ team are currently a group of well-meaning individuals. They still consider themselves to be individuals who are contributing towards the objective. On analysis, it is quite clear that the five stages of group formation have already occurred. Forming, storming, norming, performing, adjourning stages has been fulfilled by the group (Tekleab, and Quigley, 2014). Nevertheless, the teams are found to be more functional in this case of ensuring productivity. This group should be converted into a team. The team is a group of people who have a shared vision and are continually challenging each other to perform. This should be a positive development rather than stressful environment. Google as a technology company, it is important to form cross functional and virtual teams.

For assigning the tasks for the individual, Matt needs to consider if the work can be done by a single person, and analyse how the objective of the tasks would align with the overall objective of the company. The manager should be able to align the individual objective with that of the company’s objective and create a shared vision. The interdependence factor should be derived in the action plan for the particular tasks and this would enable the growth of the overall cohesiveness of the team.

To summarize the issues in Google, the managers need to understand about the changing dynamics of the workplace. The manager Matt wants to develop a positive relationship with the employees and wants to instil a positive working environment for the people. The people feel more relaxed in the group dynamics with some issues. These are the positive or the beneficial factors that need to be developed to address the issues. The team has a number of positive factors with a lot of potential. It can however be developed and the productivity of the team will improve. For this academic models can be applied to create a more robust team.