I chose to form a team. While, a group is a crew of people who organize their individual efforts, a team is a group of people with a common purpose and a shared goal (Sisson, 2013). For example, in a work place we can have groups and teams. If the employees are geared toward completing a given project together then that is a team. But, if the employees perform their duties individually without interdependence then that is a group. A good example of a team is a group of people engaged in development of a given application. Once the application is fully developed the team will adjourn as it will have achieved its goal and purpose of existence.
To develop the right team for the task I will use several measures. One, personality tests will play part. This is because people with different and diverse personality traits bring new ideas, skills and experience to the team. During onboarding of team member’s personality test will be a requirement. This will help in choosing the right team members (Colman, 2021). Also, it will help in allocating roles to the team members. For example, extroverts who need social network can be assigned roles that require being social like marketing. While, introverts who are keen on details can be assigned roles that require paying attention to details like outlining product specification.
Two, a clear map of the whole project and shared scoreboard. Before the forming stage of team development, there will be a simple plan of what the team is expected to achieve and metrics to measure progress. This will ensure team members are aware of what they are doing instead of waiting for them to argue and fight. Also, team members will know they are working for a common goal. This will eliminate formation of small groups within the team (Bryant, n.d.).
Lastly, ground rules will be in place. This are rules that will guide the team during the whole process. The team members are likely to shed the formality and portray who they are during storming and norming stages of team formation. This is because they will be used with each other. At this stage, ground rules will be useful in eliminating conflicts. This rules include; how to handle other members with respect and dignity, how to communicate, keep discussions focused on project goal and purpose, among others (MIT, n.d.)
Conflict entails team members disagreeing. A team experiences interpersonal conflict. This can make some of the team members to withdraw themselves from the project and in extreme situations the whole team may lose focus and engage in fights. Conflict is not bad, but, if its intensity is higher it is not good as it can lead to stress, anxiety, feeling of demeaning and create a mistrust climate within the team (University of Minnesota Libraries Publishing Edition, 2017). Good conflict in a team is manageable. The best style of managing conflict is compromise. This is because each concerned member forego something. Avoidance only makes the conflict magnitude to increase. While, competition can make the team waste time managing the conflict.
The best way to manage conflict in a team is to change the composition of the team members. This may involve removing or substituting members with personalities that are odd to the team. This means while in the forming stage of team development, personality should be considered to avoid conflicts in the process. But, removing or substituting members may deny the team required skills and expertise. Then, physical layout solution may be the best way to go for. This entails ensuring the team members with a culture of conflict are not seated while facing each other (University of Minnesota Libraries Publishing Edition, 2017).
To develop the right team for the task I will use several measures. One, personality tests will play part. This is because people with different and diverse personality traits bring new ideas, skills and experience to the team. During onboarding of team member’s personality test will be a requirement. This will help in choosing the right team members (Colman, 2021). Also, it will help in allocating roles to the team members. For example, extroverts who need social network can be assigned roles that require being social like marketing. While, introverts who are keen on details can be assigned roles that require paying attention to details like outlining product specification.
Two, a clear map of the whole project and shared scoreboard. Before the forming stage of team development, there will be a simple plan of what the team is expected to achieve and metrics to measure progress. This will ensure team members are aware of what they are doing instead of waiting for them to argue and fight. Also, team members will know they are working for a common goal. This will eliminate formation of small groups within the team (Bryant, n.d.).
Lastly, ground rules will be in place. This are rules that will guide the team during the whole process. The team members are likely to shed the formality and portray who they are during storming and norming stages of team formation. This is because they will be used with each other. At this stage, ground rules will be useful in eliminating conflicts. This rules include; how to handle other members with respect and dignity, how to communicate, keep discussions focused on project goal and purpose, among others (MIT, n.d.)
Conflict entails team members disagreeing. A team experiences interpersonal conflict. This can make some of the team members to withdraw themselves from the project and in extreme situations the whole team may lose focus and engage in fights. Conflict is not bad, but, if its intensity is higher it is not good as it can lead to stress, anxiety, feeling of demeaning and create a mistrust climate within the team (University of Minnesota Libraries Publishing Edition, 2017). Good conflict in a team is manageable. The best style of managing conflict is compromise. This is because each concerned member forego something. Avoidance only makes the conflict magnitude to increase. While, competition can make the team waste time managing the conflict.
The best way to manage conflict in a team is to change the composition of the team members. This may involve removing or substituting members with personalities that are odd to the team. This means while in the forming stage of team development, personality should be considered to avoid conflicts in the process. But, removing or substituting members may deny the team required skills and expertise. Then, physical layout solution may be the best way to go for. This entails ensuring the team members with a culture of conflict are not seated while facing each other (University of Minnesota Libraries Publishing Edition, 2017).
