Background Information on CareMalta Enterprise
Write about the Promote Team Effectiveness for Care Malta Group.
The objective of this report is to analyze the way to lead cross –functional team of the peers and promote team effectiveness. The study analyses as well as update CareMalta’s health and safety policy. It reflects on how the human resource (HR) department of the organization adopts effective strategy in order to create effective team, so that they can provide proper services and ensure safety of people (Borrego et al. 2013) .
Care Malta’s Group is the market leaders of this group that provides quality services in residential as well as nursing care, independent living for the aged persons, dementia care and courses in health relating to aged persons care. Being one of the leaders in this care sector, this group cares for near about 1300 residents as well as employs laborforce of about 1000 dedicated as well as trained personnel. The organization’s main philosophy is to maintain comfortable, efficient and safe environment, encourage independence in which proper sufficient privacy is to maintain persons dignity, promote social interchange between the staffs and residents and support emotional as well as physical well- being of residents. The company’s core values is to strive for improvement in services they offer, secure safe environment in all their facilities, maintain integrity in work, create proper environment for the individuals as well as enterprise learning as well as development and treat every employees with dignity and respect (Perry , Karney, and Spencer 2013)
Being a leader of cross functional team of this enterprise, my aim is to recruit the individuals with right attitude and skills. The reasons behind selecting right attitude individuals is that it helps to communicate with other employees and people relating to provision of services. My role will also help the company to assure workers health and safety. Being the team leader, I will utilize every resources for creating as well as maintaining health as well as safety standards for the employees (Zanko and Dawson 2012). I will also ensure proper provision of services that reduces dangers of health as well as safety of the persons working within the facilities. In addition to this, I will try to take effective strategy for assuring reduction of risks that are associated with business operations. This would help them to improve the work environment where the staffs find this place safe to work with and thus improve their work performance by delivering better services to the people. As a leader of cross-functional team, I will also ensure that the employees liability insurance is in proper place, so that it might not demotivate them in their work. I will try to implement several strategies for developing a proper team, so that they can achieve the target of reducing dangers of health and safety to the people (Costa, Passos and Bakke, 2014).
Recruiting Individuals and Assuring Workers Health and Safety
The aims and objectives of the team is to apply present thinking in practical way for achieving safe as well as healthier work environment. Their purpose is to make strategic objectives for achieving the goal of the organization. Besides this, they also try to provide health and safety to the workers of the organization in order to achieve success in business (Ohland et al. 2012). Being a leader of this enterprise, the strategies that will be used for developing effective team involves- establishment of open communication, coordinating with the facility manager, providing training to each team member regarding fire prevention and so on. Moreover, these strategies will help to unite the team members and aid them to achieve the target of the company within the specified time frame.
The professional background of the team members working in this organization are described below-
- The team members have considerable experience in the health and safety practices
- They have exceptional grasp of certain rules as well as regulations related to health care of the people such as OSHA, NEFA
- They have strong superior multitasking as well as prioritization skills
- They have abilities in computer applications
- They have excellent written as well as oral communication skills.
- Each team member in this company have high proficiency in using workplace protective environment.
A cross- functional team refers to the group of individuals with divergent functional professionals working towards common target. It might involve individuals from different backgrounds such as – marketing, finance and human resource departments. Specifically, it involves employees from each level of the organization. These teams serves as innovation pockets and enhance both individual as well as group performance (Rickards and Moger 2017). Some of the challenges of cross- functional teams of CareMalta enterprise are given below-
- This team creates stressful situation within the workplace
- Diverse personality team members creates conflict in certain ideas
- It creates conflicting deadlines, which in turn reduces productivity
- It creates lack of trust among the employees
Tuckman’s framework is one of the widely known management model that aids to explain team development as well as behavior of each team members. There are five stages of Tuckman’s model, which includes- forming, storming, norming, performing and adjourning. The features of each phase are described below-
- Forming-In this stage, the team members are highly dependent on the leaders for guidance as well as direction. The team members of this enterprise faces issues as test tolerance of leaders and system.
- Storming- At this stage, the group begins to sort themselves and also gains knowledge from each other.
- Norming – The roles and responsibilities are given to each team member and any big decisions are taken by the group agreement. The team discusses as well as develops the processes as well as working style (Borrego et al. 2013).
- Performing- In this stage, the team members becomes ready to accept high uncertainty level as they face challenges together. Some disagreements occur within the team in this organizations but is resolved positively.
- Adjourning- In this stage, when the task of team is completed, the group becomes dissolved. In this stage, some issues the team members in this organizations face in this stage is that they experiences anxiety as the group becomes dissolved.
Being the team leader of this enterprise, it is necessary to motivate each team member so that it positively affect the results of project. Need theories usually attempt to recognize internal factors, which motivate individual’s behavior and hence are based on premise that individuals are encouraged by unfulfilled requirements (Somech and Drach-Zahavy 2013). According to Maslow’s framework, motivation is outcome of individuals attempt to fulfill five needs such as – physiological, safety, social, esteem and self- actualization. These needs in turn creates huge pressure that impacts the individuals behavior.
- Physiological needs refers to those needs that employees requires while working in an organization such as – comfortable working conditions and work hours. The team members will be provided this needs in order to motivate them in work.
- Safety needs involve those needs that gives individuals with proper sense of security as well as well- being. Safety working conditions will motivate the workers to retain in this company for long term (Maslow 2013).
- Social needs relates to the requirement of belonging as well as acceptance. The team members will also be provided with these needs as it motivates cooperative teamwork.
- Esteem needs indicates the needs for respect as well as self-esteem of the employees. Promotions will be provided to the team members of this enterprise in order to make them valued.
- Self- actualization needs describes individual’s needs for reaching their full potential. Being a leader, this needs will be taken into account as it enhances flexibility within the enterprise (Kaur 2013).
Conclusion
From the above discussion, it can be concluded that developing effective team is vital for every organization as it helps to achieve success and create proper work environment. However, in order to develop effective team, leaders have to implement effective strategies and style. Overall, this helps to improve the financial performance of the organization and provide team members security in their work.
References
Borrego, M., Karlin, J., McNair, L.D. and Beddoes, K., 2013. Team effectiveness theory from industrial and organizational psychology applied to engineering student project teams: A research review. Journal of Engineering Education, 102(4), pp.472-512.
Costa, P.L., Passos, A.M. and Bakker, A.B., 2014. Team work engagement: A model of emergence. Journal of Occupational and Organizational Psychology, 87(2), pp.414-436.
Kaur, A., 2013. Maslow’s need hierarchy theory: Applications and criticisms. Global Journal of Management and Business Studies, 3(10), pp.1061-1064.
Maslow, A.H., 2013. A theory of human motivation. Simon and Schuster.
Ohland, M.W., Loughry, M.L., Woehr, D.J., Bullard, L.G., Felder, R.M., Finelli, C.J., Layton, R.A., Pomeranz, H.R. and Schmucker, D.G., 2012. The comprehensive assessment of team member effectiveness: Development of a behaviorally anchored rating scale for self-and peer evaluation. Academy of Management Learning & Education, 11(4), pp.609-630.
Perry Jr, E.E., Karney, D.F. and Spencer, D.G., 2013. Team establishment of self-managed work teams: a model from the field. Team Performance Management: An International Journal, 19(1/2), pp.87-108.
Rahim, M.A., 2017. Managing conflict in organizations. Routledge.
Rickards, T. and Moger, S., 2017. Handbook for creative team leaders. Routledge.
Somech, A. and Drach-Zahavy, A., 2013. Translating team creativity to innovation implementation: The role of team composition and climate for innovation. Journal of management, 39(3), pp.684-708.
Zanko, M. and Dawson, P., 2012. Occupational health and safety management in organizations: A review. International Journal of Management Reviews, 14(3), pp.328-344.
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