1. Summarize what leaders must consider to maximize the effectiveness of large,
ID: 397258 • Letter: 1
Question
1. Summarize what leaders must consider to maximize the effectiveness of large, diverse teams, while minimizing the disadvantages posed by their structure and composition.
2. Druskat and Wolff argue that "effectiveness in organizations is at least as much about EQ as IQ." Discuss what organizations and team leaders must consider to develop and sustain emotionally intelligent teams.
3. Explain Hollenbeck's person-organization fit to fit when working in teams.
4. Explain three interventions that may improve initial team functioning.
Explanation / Answer
1. Diversity at workplace can revolutionize the way business is conducted today. Hence leaders must learn to manage large, diverse teams and the involvement must be at every level of leadership in the company. It should be a collective effort when it comes to leading in a diverse workplace. The specific strategies that can be put in place in order to maximize the effectiveness and minimize the negative aspects of large structures and compositions could be as follows:
- Mentor teams and discuss the long term career goals: leaders should discuss the individual opportunities for growth and advancement. This gives and opportunity of aligning individual goals with that of the company’s.
- Diversity training to create awareness about the core of a diverse workplace: The training basically demonstrates how each one can contribute in the company’s overall success. This helps in improving the morale and motivation of the team members, and are more committed to their professional growth. Loyalty increases and employees develop a sense of ownership.
- Seamless communication across generations: Technology can be deployed to enable and encourage this participation across generation. Helps in bringing in an element of restrained informality and helps keeping the workforce satisfied and productive.
- Meritocracy over any bias: The Company’s culture should be imbibed in the colors of merit. Growth and advancement in career would be gained only on performance and the coordination maintained with the rest of the team. Individuals abiding by this should be duly recognized and awarded.
2. Business professionals these days, primarily depend on their technical abilities and expertise or innovation. However, I strongly feel it is the emotional intelligence that makes the outstanding performers stand out from the crowd. Businesses today, are more dependent on negotiations and collaborations, hence the value of emotional intelligence cannot be under- valued. It could make or break a deal at any instant. Therefore, in order to develop and sustain emotionally intelligent teams, the following can be done:
- Objective Evaluation: Depersonalizing any situation is very important for maintaining healthy professional relationships, whether be it dealing with a client or having a rough discussion with a colleague.
- Proactive instead of Reactive: Seeking solutions to address a client’s or a co-worker’s concern and prevent any conflict in the future should be the ideal mantra. This demonstrates EQ skills of self-management, intuition and empathy.
- Elimination of any Emotional disturbance: Before moving forward in any activity or work, leaders should acknowledge presence of any stress or pressure and look to eliminate the same before venturing into any other task. A short stroll, some meditation or even a cup of tea can help in removing any negative emotions
3. In simple terms Person-Organization fit refers to match, congruence or similarity between the task at hand and individual assigned to do the same. The compatibility test occurs when at least one entity provides what the other one requires or when they share similar features or characteristics. The organization’s values and norms needs to come in alignment with that of the individual’s values, it is when this selection or socialization pans out the P-O fit evidently comes out shows the results. Both the partners P & O have their own set of supplies, like the Organization provides the financial, physical resources coupled with the task-related opportunities. In a similar way, the person brings in the resource of time, effort, experience and commitment. In a broader sense, the supply of one is the demand of the other, hence the fit comes into the play.
4. Interventions to improve initial team functioning:
- Divide larger teams into smaller teams: this will ensure the new employees are more involved and will be more tuned to the Values and culture of the company.
- Learning and development programs to build relationships and skills: It is the responsibility of the management to furnish the right set of resources and a work environment that supports the development and growth needs of all employees.
- Activities outside work, for communication and interactions: Creating a social community that promotes healthy relations with colleagues and co-workers is pivotal to improve a team’s performance.
Related Questions
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.