What are the common problems in running an effective team meeting? Briefly describe five such problems and suggest ways to resolve them.© BrainMass Inc. brainmass.com October 24, 2018, 9:08 pm ad1c9bdddf
The best team structure depends on the management style of the organizations, the number of the people who will populate the team and their skills levels, and the overall problem difficulty. Three types of the generic team organization are as follows.
? Democratic decentralized: This type of team has no permanent leader. Rather "task coordinators are appointed for the short durations and the replaced by others who may coordinate different tasks." Decision on problems and approach are made by the group consensus. Communication among the team member is horizontal.
? Controlled decentralized: This type of team has a defined leader who coordinate the specific tasks and secondary leaders that have the responsibility for subtasks. Problem solving remains a group activity, but the implementation of solution is partitioned among the subgroups by team leader. Communication among subgroups and individuals is horizontal. Vertical communication along the control hierarchy also occurs.
? Controlled Centralized: Top-level problems solving and internal coordination are managed by a team leader. Communication between the leader and team member is vertical.
Factors, which should be considered while planning the effective team, can be as follows:
? The difficulty of the problem to be solved.
? The time that the team will stay together.
? The degree to which the problem can be modularized.
? The required quality and reliability of outcome, which should be generated.
? The rigidity of the delivery date.
? The degree of the sociability required for the project.
To achieve a high performance team:
? Team members must have trust in one another.
? The distribution of skills must be appropriate to ...
Effective team meetings are overviewed.
Ace Consulting Case Study: Building Effective Teams
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.
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?