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Team Effectiveness in Management

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After the meeting you began to talk about this statement with some of your co-workers. What ideas and possible debates would you come up with?

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Please refer to response attached, which is also presented below. I also attached two articles that you may find helpful. I hope this helps and take care.


Questions that would probably come up are, what make a team member effective? What skills make a good team player? What behaviors are harmful to group work? (i.e., controlling behavior, inability to listen, sarcasms, etc.)? What type of skills would increase the likelihood of being a successful team member?

We would probably come with some of the skills presented below; skills that can help you express your ideas to your teammates more effectively.


1. Active Listening - Communication is a two-way street, so it is important that you listen carefully to your teammates when they are speaking. Don't tune speakers out or get caught in the trap of planning ahead to what you want to say next. You may miss an important detail, and in the worst case, you repeat the detail you missed because you were not listening.

2. Ask Questions - If you hear something that confuses you, you should ask about it. Maybe you missed a detail or maybe you remembered something others forgot. In any case, it's important that everyone understand exactly what's going on.

Chances are that if you're confused, then others are too.

Conversely, if a team member asks you a question, you should answer it courteously. The team member may be bringing up a crucial detail that could make or break the team's plans.
3. Constructive Feedback - Although it is important to evaluate proposed ideas and suggestions, critiques need to be presented with tact. Some tips that may help:
a. Don't express an opinion as a fact - You may hate orange text on green, but that is an opinion unless you can cite a legitimate reason for your concern (such as that this color combination may be harder to read).
b. Explain your reasons - If you do have an strong opinion, explain why you feel that way. This will allow others to evaluate your comments more effectively.
c. Restate the original idea - To be sure you have correctly understood someone else's idea before you respond to it.
d. Compliment another's idea - Even if you do not think it would work, some part of it may be valid and could be usable in another form.
e. Respond, don't react - If you feel like you're ready to explode, give yourself a few seconds before speaking.
f. Don't interrupt
g. Critique the idea, not the person
h. Be courteous
i. Avoid jargon

Chat a Little - A meeting does not have to be 100% business. It is perfectly fine to ask team members how they are doing or what they are planning next weekend. This can really help ease tension when disagreements occur later. Of course, you should not ...

Solution Summary

In terms of the statement: "Teams are not effective, as they waste time on procedures and not issues and further require leadership skills that most managers do not have," this solution explains potential ideas and debates that might arise. Supplemented with two supporting and highly relevant articles.

Similar Posting

Ace Consulting Case Study: Building Effective Teams

Scenario -

You are one of four regional Human Resources Managers employed by Ace Consulting, an international consulting firm. You have been assigned to the International Sales division. Currently, one HR Manager is assigned to each of the four global regions: the US, Europe, Asia and Latin America. You report to the Corporate HR Director.

It has become apparent to management that their global customers are critical to their future growth. If there is a need to serve any locations of a customer in another region, there is no good contact point or process to handle it. This gets confusing and is not effective for the larger customers. There is a desire to greatly improve the communication and coordination across regions. Top Ace management has decided that the sales force needs to be organized in teams across regions to better serve these critical global customers.

The HR Director has given you and the other three HR managers the task of developing and implementing a new global-team-based sales force. You will need to design the appropriate team make-up, determine the best way to staff these teams, provide guidance on developing a consistent global approach, design the team-building tools needed to establish these teams, and conduct the necessary training. You also need to design a compensation program that will support the team concept, give incentive to the best performers, and maintain a stable workforce.

Task needing assistance -

As a group of HR managers you have been given the assignment to develop measures for successful performance for the teams that are being created to serve the global customers.

Focus on the teamwork and interpersonal skills the team members will need to exhibit. Assume these measures will represent 50% of the person's evaluation. Use the list below in your discussion. (from the ELT Newsletter web-site). These skills are important skills helping individuals better perform in their roles. From the 18 choices select a minimum of 5 to review prior to your meeting. Make your choices based on the assignment below.

Interaction Skills

attitude awareness
conflict handling
diversity tolerance
teamwork willingness

Self-Management Skills
decision making
learning willingness
stress resistance

Communication Skills
delegating skills
listening skills
presentation skills
Organization Skills
problem solving
systems thinking

Now go to the Small Group Discussion Board, and as a group, discuss how performance for the teams involved will be measured. Include a discussion on the need to balance between team and individual rewards. Discuss the elements of a performance measurement tool that could be presented to the Corporate HR Director for approval. Comment on at least two other postings.


Individually, based on your group's discussion, compose a 1-2 page analysis for the Corporate HR Director that addresses each of the following elements:

-How did the discussion change, alter or enhance your view of the measurement tools to be used for team members?
-What do you believe are the key elements for the employees involved? How would you communicate these to the employees in your region?
-Are there any cultural-based issues with these measures that you foresee for the employees in your region? If so, how will you handle them as you introduce these measurements?

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