mn4002qa fundamentals of management – answers introduction the report helps in un

mn4002qa fundamentals of management – answers  introduction the report helps in un

Introduction 

The report helps in understanding along with analyzing the performance of the group work along with different team dynamics and performance. With the help of different kinds of motivational theories and concepts of team, the overall analysis will be done for understanding the process in detailed way. Moreover, based on the different information gathered regarding the actions, the CVF’s actions imperatives will be implemented which will be beneficial for understanding the progress in a detailed way.

Reflection on the Group Work Using Teamwork and Motivational Theories

From the teamwork, it is noticed that there was quite lack of motivation among the team members and due to this, it was hampering the productivity of the teamwork. There are different techniques which can be used for enhancing the teamwork in the accurate way. As discussed by Belbin, there are nine team roles which need to be followed by the different team members for managing the work in the effective manner.

Resource Investigator is the first and foremost team role which will be beneficial for using the inquisitive nature for finding the different ideas for bringing back the team and gain competitive advantage. The team members should be able to explore the different opportunities which will be beneficial for making the team performance strong in nature (Sailer, Koutsolampros and Pachilova 2021).

Team worker is the other aspect which is missing in the team and the same can be improved through becoming the team worker. The respective approach will be helpful for the people in gelling up through using the versatility for identifying work required along with complete the same on behalf of the team (Omunakwe, Nwinyokpugi and Adiele 2018). The cooperative approach will be helpful for improving the performance of the team as this is the integral element which will be beneficial in making the team perform and grow significantly.

Coordinator is the other element which needs to be incorporated as the entire focus should be on the objectives of the team, draw out the team members and delegate the different tasks in the proper way (Masimula, van der Wath and Coetzee 2021). Clarifying the goals play the integral role which will be beneficial in improving the different objectives and gain competitive edge.

Plant needs to be the other aspect which needs to be adopted as the team members are not creative and they are quite dependent on the team leader. In a team, creativity is the key criteria which should be implemented for generating ideas and solves the problems in the proper way (Logan and Michael Malone 2018).

From the Belbin Team Roles, the overall analysis could be done which showcases the fact that while a person is working in a team, proper effectiveness and coordination plays the critical role in managing the tasks accurately. Turning the ideas in action along with organizing the work which needs to be performed and this will be beneficial in understanding the overall process of managing the different aspects (Khan and Wajidi 2018). The people should be having the drive as well as courage for overcome the challenges and gain competitive advantage. The completer finisher plays the integral role in managing the teamwork in the prosperous manner. Building the trust becomes one of the essential components which need to be implemented by the team members for managing the decision successfully.

From the overall analysis of the team work and performance, it becomes quite evident that there was quite inaccuracy among the team members which impacted the work productivity negatively. The team members did not have any proper bonding with one another and as a result, it was creating huge impact on the process of the work. In such scenario, the usage of Tuckman’s Model is significantly important for managing the different work in the proper and significant way (Hanaysha and Hussain 2018).

The model will be capable of recognizing fact that the groups do not mainly start fully formed as well as functioning. The proper functioning of the team is quite necessary wherein few steps need to be formed for the proper effectiveness and gain competitive advantage.

Forming is the first and foremost step in which team members will first meet and gain competitive advantage. The team leaders of the team should be capable for facilitating introductions along with highlighting skills and backgrounds of the people. The team members should be provided with details and given the scope to deliver the best work outcomes (Grant et al. 2018).

Storming is the other aspect wherein the team members will be mainly sharing their own ideas and this can be used as the opportunity for standing out in crowd and be accepted by different peers (Gorenšek 2020). The team leaders need to help the team through managing the competition among team members and make the communication much easy.

Norming is the other aspect wherein teams have been capable of figuring out the techniques for working together. There is no such internal competition along with managing the different goals and responsibilities effectively (Funminiyi 2018). When the people will be learning regarding their ideas, it gives them scope to deliver the best.

Performing is the second last stage wherein here is high level of cohesion and in such scenario, teams will be performing efficiently and when issues will be cropping up, the team will be working in the appropriate way to develop the best alternatives.

Adjourning is the last stage which can be followed for making the team members move towards the new projects. These will be quite beneficial in managing the best alternatives for the issues and gain competitive advantage (Fero and Dokoupilová 2019).

On the other hand, when the team is being formed in the proper manner, there will be inclusion of the motivational factors which will be beneficial for managing the tasks in the accurate way. The proper usage of Maslow’s Hierarchy Model will be able to understand the overall effectiveness of the team and the performance in the accurate way. This will be giving the best solution to the people and as a result, this will be helping the company and the team as a whole to perform brilliantly and achieve the best outcomes in the accurate manner. The motivation is helpful in regular one on ones when you are particularly thinking regarding the facts which will be helping them in understanding how best to develop the people and enable them also to thrive in the accurate way (Eberz 2020).

Psychological Needs is considered to be the first aspect wherein employees in team will be requiring the basic services which are vital like the drinking meals, comfortable working environment and the proper team leader. This will be beneficial in making the team work and grow in the efficient manner.

Safety Needs is the other aspects wherein the members need the overall satisfaction within workplace. The members are often worried regarding the aspects that they can be removed from the team if they are not able to perform well (Chowdhury and Murzi 2019).

Love and Belongingness Needs is the aspect wherein the different members should be able to feel loved and included in the work which is performed by them. Due to this, it will be giving them the scope to develop the best and gain competitive advantage.

Esteem Needs is the aspect wherein the engagement of the employees will be improving overall engagement of the workers. Offering the regular recognition as well as rewards will be quite beneficial in managing the performance of the team and gain competitive edge in the group as well (Brooks and Fenner 2018).

Self-Actualization Needs is the last one wherein the employees should be able to judge themselves and understand whether they are able to perform or they need more guidance in this prospect.

Additionally, Equity Theory plays the integral role in managing the employees in workplace and gain competitive edge. The theory will be helpful for illustrating the fact that there should be balance between how the different employees feel regarding the task, and how hard they should be working as a result. In the team settings, first place wherein the test surrounds is the equal opportunity provided to all employees as this will be giving them scope to deliver the best (Arifin, Nirwanto and Manan 2019).

Analysis of the CVF’s Action Imperatives 

From the overall analysis of the CVF’s Action Imperatives, it becomes quite clear that I have the proper capability to communicate in an efficient and honest way. Managing the groups along with working efficiently in the accurate way plays the integral role in managing the team performance and this will be beneficial in learning regarding the different approaches like the motivational prospects (Algashami et al. 2018). This will be giving the people the scope to talk with their minds open and as a result, it will be impacting the progress of the company and team in the positive manner. In the collaboration aspect, the rating is around 4 out of 5. This helps in proving the fact that proper efficiency is the key element which will be beneficial for the team to deserve the best in the comparison of the others. In the Control Section, it becomes quite clear that I have been able to motivate myself always; however, there is issue relating to motivating the others. This has been the major problem which needs to be rectified with the help of the Motivational Theories and Team Formation Theories.

While using the competencies of CVF, in the next three years, the aspects like the organizing the information flows along with encouraging as well as enhancing the compliance plays the integral role in managing the work in the effective manner. Setting the goals and objectives will be quite beneficial in defining the relevant kind of behaviors which are necessary for the progress of the team work in the accurate way (Abbas and Nawaz 2019). The code of ethics is quite missing in the approach which needs to be implemented which will prove to be beneficial for the progress of the process in detailed way. The proper usage of Maslow’s Hierarchy Theory along with the Equity Theory plays the integral role in managing the tasks in a systematic manner and this will be suitable for the people to learn and accept the different elements successfully.

After the review of my entire performance in assigned group, I have been capable of learning great deal with myself as well as behavior in the team setting situation. This is not the first kind of experience in team setting; there were different kinds of correlations along with commonalities between the team settings which need to be implemented in the accurate way. It was noted that there were few issues in the teamwork which was performed by the team and then it impacted the overall efficiency of the team.

The Competing Values Framework will be helping the team in maintaining the high level of stability in company in face of the unstable kind of business environment. This will be quite accurate for learning the different elements like the importance of the trust, ethical behavior and coordination in the group tasks which are performed by them. Through this, it will be giving the people the scope to deliver the best and in the optimal manner. The relevant kind of behavior includes the proper trust and inclusion of all employees in the process which will be giving the employees the best aspects of the business and they will be giving their best in all the tasks which are assigned to them. Through this, the overall analysis has been conducted which provided the brief overview on elements like the proper expectations and the proper efficiency which are needed to be maintained.

Conclusion 

Therefore, it is concluded that the proper motivation and the teamwork plays the integral role in managing the business prospects successfully. The motivation is the critical element which should be provided to all employees as they are the integral part of the team and their ideas should be incorporated while they will be managing the tasks successfully. These are the few aspects which have been adopted and analyzed in this report and this provides the better level of understanding on elements like trust, proper communication along with ethical approach in managing the tasks accordingly in the near future.

References 

Abbas, G. and Nawaz, A., 2019. Linking employee motivation with teamwork-spirit: the influence of social skills and self-confidence. Gomal University Journal of Research, 35(2), pp.87-97.

Algashami, A., Cham, S., Vuillier, L., Stefanidis, A., Phalp, K. and Ali, R., 2018, October. Conceptualising gamification risks to teamwork within enterprise. In IFIP Working Conference on The Practice of Enterprise Modeling (pp. 105-120). Springer, Cham.

Arifin, Z., Nirwanto, N. and Manan, A., 2019, April. Reducing the Negative Bullying at Work Impact on Employee Performance through Absorption and Team Work. In 2nd Padang International Conference on Education, Economics, Business and Accounting (PICEEBA-2 2018) (pp. 601-608). Atlantis Press.

Brooks, L.M. and Fenner, C., 2018. The effect of materialistic behavior on the workplace motivation in business managers. Academy of Business Research Journal, 4, pp.26-41.

Chowdhury, T. and Murzi, H., 2019, July. Literature review: Exploring teamwork in engineering education. In Proceedings of the Conference: Research in Engineering Education Symposium, Cape Town, South Africa (pp. 10-12).

Eberz, F., 2020. Generational Differences in the Workplace?: Let’s Ask the Managers!. In Global Applications of Multigenerational Management and Leadership in the Transcultural Era (pp. 163-195). IGI Global.

Fero, M. and Dokoupilová, L., 2019. Factors of work motivation and coexistence of generations at the workplace. Research Papers Faculty of Materials Science and Technology Slovak University of Technology, 27(s1), pp.15-24.

Funminiyi, A.K., 2018. Impact of workplace environmental factors on employee commitment: Evidence from North East Nigeria. International Journal of Scientific Research and Management, 6(07), pp.575-585.

Gorenšek, M., 2020. Employee Motivation at the Workplace: Case Study of Slovenian Company. ENTRENOVA-ENTerprise REsearch InNOVAtion, 6(1), pp.291-297.

Grant, C., Nawal, D., Guntur, S.M., Kumar, M., Chaudhuri, I., Galavotti, C., Mahapatra, T., Ranjan, K., Kumar, G., Mohanty, S. and Alam, M.A., 2018. ‘We pledge to improve the health of our entire community’: Improving health worker motivation and performance in Bihar, India through teamwork, recognition, and non-financial incentives. PLoS One, 13(8), p.e0203265.

Hanaysha, J.R. and Hussain, S., 2018. An examination of the factors affecting employee motivation in the higher education sector. Asia-Pacific Journal of Management Research and Innovation, 14(1-2), pp.22-31.

Khan, M.R. and Wajidi, A., 2019. Role of leadership and team building in employee motivation at workplace. GMJACS, 9(1), pp.11-11.

Logan, T.R. and Michael Malone, D., 2018. Nurses’ perceptions of teamwork and workplace bullying. Journal of nursing management, 26(4), pp.411-419.

Masimula, Q.K., van der Wath, A. and Coetzee, I., 2021. Promoting a person-centred workplace culture in a public nursing education institution in South Africa by fostering effective teamwork amongst nurse educators. Nurse Education Today, 99, p.104783.

Omunakwe, P.O., Nwinyokpugi, P.N. and Adiele, K.C., 2018. Workplace interpersonal relationship and organizational productivity in deposit money banks in Port Harcourt. Jour of Eco, Management & Social Science, 4(4), pp.153-177.

Sailer, K., Koutsolampros, P. and Pachilova, R., 2021. Differential perceptions of teamwork, focused work and perceived productivity as an effect of desk characteristics within a workplace layout. PloS one, 16(4), p.e0250058.

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