The Process to Ensure That All Team Members Are Taking Responsibility for Their Own Works Encourage Cohesive and Inclusive Working Environment
Discuss about the Relationship Management System For The Frida’s Fashion Company.
In every workplace, there is often a time when there is a need to concentrate on a particular project involving team members. It is therefore hard especially for those managers who do not encourage group work in trying to establish a cohesive team. Nonetheless, it can as well be difficult for managers who are used to work with teams. In this light, it is always paramount to come up with a detailed policy or rather procedure that would ensure cohesiveness when working on a certain project. This paper, therefore, intends to establish a detailed procedure that would guide Fosse Commercial Contractor in developing a relationship management system for the Frida’s Fashion Company. In essence, the project would include, data conversion, appropriate sign-offs, modification of server rooms, cabling, and serving to create user friendliness.
The process to Ensure That All Team Members Are Taking Responsibility for Their Own Works Encourage Cohesive and Inclusive Working Environment
For the Fosse Commercial Contractor to set a dependable working plan collaborative team is important and to achieve this following procedure should be followed (Munir, 2018).
As a manager I would know what I am looking for especially when deciding the set of people who are going to handle the project (Munir, 2018). To do this efficiently, the manager has to decide who are going to do data conversion, modification of the rooms as the other do cabling. This would ensure smooth flow of events.
Most successful teams rely on diversification of the team members. This is because if the company is going to diversify the team then there is a chance that it will be able to pull from the available experiences to achieve its set missions particularly in handling the project (Kozlowski, 2018). In this case, as a manager, I would divide my team to handle different task. While some members would be handling cabling I would foresee others do modification of the room after which data conversion would be appropriate.
To handle the project in a better way, i would determine the strengths and weaknesses of every team member and assign them asked based on the strengths. For instance, there are members who have specialized in doing cabling and those that are experts in data connection so I will decide based on this argument. This is the best way of making sure that each member performs their role efficiently and within the designated timeframe (Kozlowski, 2018).
Start By Talking
Team building is aimless without setting a specific goal. In this regards, Fosse Commercial Contractor should prepare its team members for success guided by a clear objective which in this light include data conversion, appropriate sign-offs, modification of server rooms, cabling, and serving to create user friendliness. Apparently, this is to make sure that the team members are motivated upon the selected project (Munir, 2018). Noteworthy, the project has to be realistic for it to be attainable. The company should avoid setting too high goals.
For every member of the team to be responsible the company ought to set a clear goal that will ensure accountability. A rather clear and defined role ensures that the team members set their own goal for accomplishing the given work effectively and therefore making a strong contribution to the overall projected goal (Munir, 2018). It is, therefore, essential for every member of the team to accept every role and responsibility assigned to them and it is necessary to explain why each member of the team is selected to perform the duty regarding the project.
Team-building exercise is no doubt one of the most essential ways of ensuring that the members work together in accomplishing a specified task (Kozlowski, 2018). Before the team starts working on the project, the company has to see how the team handles a simple task like an icebreaker. The company should then use what it has observed to build a coherent teamwork in the process.
Start By Talking
The first step I would do as a manager is talking to the individual concerned in the project. This involves finding out the circumstances that might lead to failure of the members taking responsibility for the team especially in the server rooms. I would as well provide feedback to the members on what is expected of them in achieving the designed task (Munir, 2018).
Ensure There Is Adequate Resources in Handling the Project
To ensure the team members take responsibility for the team activities then the company has to set aside enough resources for the same (Kozlowski, 2018). Apparently, this includes the provision of adequate training, provision of necessary equipment, and access to reliable mentors as well as coaches regarding the project particularly data connection.
Communicate Out the Roles, Responsibilities, and Objectives of Each Member
As a manager I would come up with a clear objective on how specific work such as cabling would be done as well as responsibilities for every member and ensure the work is performed in a teamwork sort of a thing. This includes ensuring that the team members are provided with an up to date project description. One may as well want to provide the group with a team charter which defines everyone’s role (Kozlowski, 2018).
Ensure There Is Adequate Resources in Handling the Project
Communicate Effectively
For a cohesive and a responsible behavior of the team member in handling the project, there is an apparent need for an effective communication. Apparently, the methods of communication have to be consistent for this to be achieved. The entire message constructed should be for the benefit of the team to ensure there is effectiveness in the process of delivering services for each member.
Observe the Behavior of the Team Members
After working with the team for quite a while, it would be easier to observe them while handling the designed project. In this regards, it would be necessary if one identifies potential problems and would be a case of looking at the signs and symptoms of a particular issue. These processes do not have to be a formal affair (Munir, 2018).
Holding Discussions with the Team Members
Discussion often helps to delve deeper into already identified issues during observation and therefore provide a relevant opportunity for the team members to raise any particular concern or rather issues (Kozlowski, 2018). This may involve formal discussions with specific team affiliates or a formal discussion with the whole group.
Ask For Feedbacks
Apart from giving the team members feedbacks, it is always important to take feedback from them as well. This includes asking them what they think should be the best way of handling the project. This makes the team members feel their opinions matters (Kozlowski, 2018).
Scenario #1
In the case of John, the managerial style used is likely to be the autocratic management style (Munir, 2018). Although managers are called to lead by example, it is paramount for John to take the time to interact with his staff. To do this he has to trust his team and allocate various takes to team leaders instead of doing all the work by him just because he can deliver quality. This will make the workers participate in the work properly while still allowing the manager to interact with the workers, therefore, knowing various issues of concern regarding the workers.
Scenario #2
The managerial style implemented in this scenario is likely to be the democratic type of management style (Munir, 2018). Although this system allows team members to be involved in decision making, it is evident that it is likely to create conflict between the management and the worker due to lack of respect as evident in Michelle case. To avoid this, the management should, therefore, use the consultative system of management which allows the workers to make suggestions but the management holds the final say in decision making. This way the management would be in apposition to draw lines between the employee and senior workers while still allowing suggestions from the workers.
Scenario #3
The managerial style involved in scenario three is the autocracy managerial style as it is based on consequences in case the teams fail to deliver on a specific duty (Munir, 2018). In this case, the workers are never comfortable in the workplace due to the fear of receiving a pay cut and therefore work to deliver. To provide a cohesive and a fear-free working environment, Mario should implement a consultative managerial type to get the feedback from the employees. This way he will be in a position to get views of the workers regarding the progress of the task. The company will, therefore, streamline policies that provide a favorable working condition to avoid absentees by the employees.
References
Munir, F. (2018). 1615a the effectiveness of workplace team sports intervention on employee work, health and well-being. Retrieved from https://oem.bmj.com/content/75/Suppl_2/A256.4
Kozlowski, S. W. (2018). Enhancing the effectiveness of work groups and teams: A reflection. Perspectives on Psychological Science, 13(2), 205-212. Retrieved from https://journals.sagepub.com/doi/abs/10.1177/1745691617697078
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