Discussion 3 Team Management

PART1: When the team intends to complete the task, colleagues should communicate with each other to achieve clear goals, monitor progress, monitor external factors and organize conditions. This communication channel can share information among colleagues in response to any deterrent behavior of colleagues in the environment, thereby reflecting team behavior (Marks, Mathieu, and Zaccaro, 2001). These relationships can help investigate and avoid problems that certain groups will encounter in the future, and establish a set of rules to monitor objective inspections and provide better performance for different groups. In order to plan work, self-management groups require collective effort, and usually have many types, task importance, feedback and identification capabilities. Choosing colleagues is an arrangement of interaction and collective behavior between them. The motivated colleagues put forward some suggestions and ideas to promote improvement, distinguish basic problems and set goals at the beginning. The configuration of the work, the choice of colleagues and the maintenance of their relationships are critical to the success of the team (Govoni, 2013). Communication between colleagues usually inspires people's interest in dialogue, to predict future problems and propose an overall plan to improve the overall level.

 

The most important aspect of an aggressive person is to be different. Compared with teams with similar personalities, teams with different personalities should produce better results. Less obvious team members are less likely to be active in the group and participate in activities. Team members with different personalities motivate each other to make the surrounding environment smoother. Those who do not participate think that they are high supporters of the work and may disappoint partners instead of self-development but adaptation. The comparison of positive individuals may destroy the overall state of group connections, and it can be expected that this negative impact on diversity should have a higher standard

PART 2:

In the simplest terms, team identity is what they want to achieve and who they want to be. This cannot be ignored. In any case, a group of people cannot cooperate as a whole to achieve better results. In some cases, because everyone has their own ideas, there will be conflicts for their own reasons. It is important to treat them with dignity, and it is also important to have a broad understanding. Employees who think they are uncomfortable usually show lower dedication, which leads to reduced productivity. Although colleagues should follow the manager’s requirements, most associations do treat workers fairly and reasonably so that they can develop better over a period of time. Most associations have changed important chains to adjust the mutual accountability between teams and rely on work to achieve basic goals (Bosch-Sijtsema, Fruchter, Vartiainen and Ruohomaki, 2011). Later, you can connect to a specific team normally. In any organization, improving team identity is important for achieving specific goals and team achievements.

 References:

 Bosch-Sijtsema, P. M. (2011). A framework to analyze knowledge work in distributed teams. Group & Organization Management, 275-307.

 Govoni, N. A. (2013). Designing brand identity: an essential guide for the whole branding team.

 Marks, M. A. (2001). A temporally based framework and taxonomy of team processes. Academy of Management Review.