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Key Topics
- Requirement
- Solution
- Team and the stages of team development
- Benefits of stronger team skills, use of teamwork skills in job
- Participation in a virtual meeting, such as web-based, teleconference, and so forth
- Ways in which this type of participation is different from participating in a face-to-face meeting
- References
Requirement
Identify and describe the stages of team development.
How might stronger team skills benefit you? How might you use teamwork skills in your job? Provide specific examples.
What is it like to participate in a virtual meeting, such as web-based, teleconference, and so forth?
Describe three ways in which this type of participation is different from participating in a face-to-face meeting.
Solution
Team and the stages of team development
For an efficient team development, one should identify suitable candidates who have same thoughts, skills set, knowledge, technical knowhow as desired during hiring & recruitments. The training & developing them as of the group projected goals is also equally important. Finally assigning them individual responsibilities making them accountable for their quality work & submitting it on time as projected within the team is very important (Huselid, 2006). A strong team can only be made if its guided, given appropriate instructions, keeping them highly motivated, focused & individual goals following in the same line as of group objectives or goals.
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Benefits of stronger team skills, use of teamwork skills in job
An organization or a group always achieves specific goals if the individual goal falls with the company or common objective & goals. If the team is highly motivated & strongly influenced by the leaders then it will be able to give a positive direction for the benefits of each group. A strong leader always keeps his/her team within the same scope of dimensions be it skills wise, knowledge, the behavior of individuals influencing them to fall with the organization common goals.
If the team is highly motivated & an individual within it is not as aggressive or persuasive in his approach as the whole team objectives are it will result in the delays, lags & not achieving a well forecasted qualitative results within a specifically stipulated timing. Hence for the benefit of the group goals, it's essential for the team to follow same rules, regulations, code of conduct, keeping aside their own individual goals & working in a common direction as guided by the group leaders (Gomez-Mejia, 2015).
In case, if the team is not as motivated or influenced as the leader foresees strong group oriented results then there will be chaos, confusions & team individuals not working in the same direction.
A strong team has always helped me at an individual level. Whenever there is a lack of direction or guidance from the leader side, then my strong team has made me flow in the same direction by influencing & giving clear instructions to achieve goals (Wright, 2001). Working in coordination & cooperation as of the team objectives should always be taken in a positively as our main objective is achieving a common organizations goals & achieve its mission.
I have assertive, independent, free flow thoughts & ethical working style towards the results outlined. My integration with the strong team has only resulted in achieving results within a forecasted timeline along with keeping an eye on the quality aspects (Cascio, 2011). If my team skills are same as of the common objective is & my team is not equally motivated it has only resulted in the bad demonstration of results in front of senior managements & displayed confusions. Also, sometimes in a group some individual do display complete contradictory views as of the group focus can be. Along with bad impression, it has resulted in the loss of trust & confidence of senior management within the group. So if I am highly motivated & my team Is not then it has only resulted in not achieving common goals. It is of utmost important than individual motivation goals should fall in the same line as of organization results & goals.
Participation in a virtual meeting, such as web-based, teleconference, and so forth
To participate in a virtual meeting, such as web-based, teleconference along with the team one should keep in the mind to have same viewpoints & before attending such important events one should discuss, note down important points & present views only in positive discussion manners. Individually participating in such important levels, one needs to be prepared both for positive or negative announcements or discussions before projecting one side. There can be delays while participating in such meetings due to different in time zones or bad connections or display contents hence one should set it up before the meeting is about to begin. In comparison to the face to face meetings, one can connect immediately & discuss various perspective without making anyone prepare for the meet (Cascio, 2010). In both virtual and face to face meetings, it can be used for announcements or just for discussions without highlighting important agenda of the meetings.
Ways in which this type of participation is different from participating in a face-to-face meeting
These types of meetings are different from the face to face meeting as it’s important to keep a hold on the below points-:
Maintaining eye contacts, body behaviors of the individuals , the comfortableness of the topic, gestures etc are insanely noticed by the speaker or orator of the face-to-face meeting while with the Virtual set ups noticing & observing each every individual will take time & attention.
Virtual or web-based, the teleconference may have a bad connection issues, audible connections one need to always pre-plan for such meetings while in the face to face meeting one can immediately attend it, discuss & get free from it.
Virtual or web-based, teleconference in comparison with face to face meetings is useful during the different time zones set ups & one is communicating across globally.
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Cascio, W. F. (2010). Managing human resources. New york: McGraw-Hill.
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Cascio, W. F. (2011). Costing human resources. , Cincinnati: South-Western Educational Publishing.
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Gomez-Mejia, L. R., Balkin, D. B., & Cardy, R. L. (2015). Managing human resources.
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Huselid, M. A., Jackson, S. E., & Schuler, R. S. (2006). Technical and strategic human resources management effectiveness as determinants of firm performance. Academy of Management journal, 40(1), 171-188.
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Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human resources and the resource based view of the firm. Journal of management, 27(6), 701-721.
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