TM_Discussion_Reply

Discussion 1

Team Boundaries:

Every employee belongs to a team in the organization and any work he does belongs to that team. The is a boundary line that separates him from other teams in the organization. The information flow exterior to the team is not like the information flow which happens within the team. An employee is not hesitant in sharing the info with his team but to share with members outer from his team there exists refrainment of some information. In some companies, the boundary is clearly defined and the amount of information that needs to be shared. The team boundaries should not be too restrictive in this as this will isolate the team from the rest of the organization. But being too open will erase the team boundary and this is harmful to the team’s identity and will have to deal with a lot of open requests for knowledge sharing. To manage the team boundaries first step is to set clear boundaries. Then set the rules and regulations to be followed and make the employees start setting their schedules in accordance with the project timeline. Then identify where the boundaries are needed and what roles each member should perform and how information flow should be. Communication and collaboration are important and needs to encourage the employees to raise their voice when needed.

In a team, everyone brings their skills into the team and aid team members in developmental work. Each member of the team plays a role in the success of the project. There are three different roles which can further be divided into individual roles. The roles are thought oriented roles, action-oriented roles, and people-oriented roles. Thought oriented roles can be further classified as a specialist who just provides services in the field of expertise, plants who bring innovative ideas into the team and evaluator who the thinkers of the team. Action-oriented roles are shapers who accepts the challenges in development and try to finish them, implementors who do the regular business as usual work and they are stick to the daily duties and do not like too much change in the process, executors who have an eye for the detail and resolve the bugs. People-oriented roles involve the coordinator who delegates the duties among the team and good at listening team’s problems, information collector who coordinates with other teams and good at getting information from them and team worker who puts team needs before theirs an are popular among the team and responsible for team’s cohesion. My role in my team is an action-oriented role where I would act as the executor or finisher. Recently we have been working on fixing the issues and bugs for our application.

B. Social capital is that illustrates the position and participation of the person in the community that enhances their work. In other words, it determines the relationships and networks not only inside the organization but also outside of it. By determining the social capital, it enhances the economic growth of the organization. Moreover, it leads to the proliferation of human capital and the development of social relationships. In addition to that, the shared values, beliefs, values, networks, and social relations collectively elucidate the concept of social capital. As it enables the employee to work effectively that might enhance the growth of their work. Class team members are good enough to follow the guidelines and will contribute their level best in generating new ideas, defining new decisions, and contribute their part towards team growth. Due to the reason, it is possible and appropriate to apply the social capital to the class team.    

References:

J. Alberto Espinosa, Jonathon N. Cummings, Jeanne M. Wilson, & Brandi M. Pearce. (2003). Team Boundary Issues across Multiple Global Firms. Journal of Management Information Systems, 19(4), 157.

Radin, B. A. (1996). Managing across boundaries. The state of public management, 145-167.

Discussion 2

A Key to Successful Teamwork

A.    Defining and managing team boundaries

In the thoughts of a team member, there exists a frontier between the team and other areas of the company. It is understood that team boundaries distinguish one specific group from others and this influences on sharing of resources. Actions of team boundary are demonstrated as a combination of team processes where teams will handle boundaries in the respective environment (Dey & Ganesh, 2017). The research identifies that boundary is important to make every individual happy. To manage team boundaries, it is necessary to investigate restrictions and conduct assertion thereby apply boundaries. Then scheduling of members needs to be performed while handling the boundaries. An example of internal cohesion is communication among members while allocating activities for group work. Due to miscommunication, conflict could occur in a group creating a negative impact. When there exists a face-to-face team, communication could be improved greatly because the interaction is higher.

B.    Define team social capital

The team social capital is the outline of group members' social relationships existing within the team. It also describes the social structure existing within the company. The team social capital illustrates that maintaining social relationships external to an individual’s team supports decreasing the internal cohesiveness that impacts the performance of the group. The research identifies that few teams comprise higher social capital because they consist of the situation in the social edifice of the company (Thompson, 2018). Yes, social capital applies to the class team because the engagement of team members determines the relations individuals possess with the group. The class team consists of significant networks that determine social capital. This class team has good interaction where direction, assistance is provided by peer members. If new members are joined in the class team, the societal level is maintained. This process of social capital supports to increase team interaction to a greater extent.

References

Dey, C., & Ganesh, M. (2017). Team Boundary Activity: A Review and Directions for Future Research. Team Performance Management, 23(5/6), 273-292.

Thompson, L. L. (2018). Making the Team: A Guide for Managers. Hudson Street, NY: Pearson Education, Inc.

Discussion 3

Key to successful teamwork

A team boundary is a thing or rules that determine how a team in an organization is supposed to operate within its context in order to operative effectively like task interdependence, good personality traits, and personal when in the teamwork leads to team effectiveness (Lawrence & Ahrari, 2016).  Team boundaries will help the team members to know how to interact with each other by having effective communication skills, cooperating and knowing what they are supposed to do as a team to achieve their objectives. Team boundaries will also help the team avoid breaching the policy by either doing what they are not expected to do.

For the team to manage the team boundaries, they need to work together to solve their problem whereby they need to involve all members to contribute and give their suggestions. After giving their recommendations, they are also supposed to analyze them together until they all agree on which way to follow together. The communication in a team needs to be good in a group so as to make sure that every member receives the information necessary for team operations (Chien et al., 2012). Internal cohesion is a way of a team to acting together as a united team (Ibrahim et al., 2012). In a class, examples of team cohesion are the act of working together in various class activities like the group discussion. If we can meet face-to-face with my class team, I would have internal cohesion since it will make the team strong and able to stick together to achieve the team's goals.

Team social capital is the different norm and culture that different individuals in a team share with the members of the team (Hudaykulov et al., 2015). The team social capital will be applied in a class team because different team members will come from different backgrounds with different norms and ways of doing things. As a group, cooperation will need every member to contribute and give their ideas to the team.

References

Chien, S. F., Wan, T. T., & Chen, Y.-C. (, 2012). Factors Influencing Teamwork and Collaboration Within a Tertiary Medical Center. World Journal of Methodology.

Hudaykulov, A., Hongyi, X., Akhunjonov, U., & Obrenovic, B. (2015). The Effects of Social Capital on Team Performance: A Study of RD Departments in Uzbekistan. International Journal of Innovation and Economic Development.

Ibrahim, Z., Johar, M. G., Rahman, & Abdul, N. R. (2019). To Understand the Team Cohesiveness, Teamwork Quality and Team Performance in Employee Performance in University. Strategic Leadership, Operational Excellence and Organizational Performance: A Lesson from Japanese Company in Malaysia.

Lawrence, J., & Ahrari, S. (2016). Factors Influencing Team Effectiveness in Higher Education. American Journal of Applied Sciences.