Question

1. Are you a team-oriented person? How does this affect your attitude toward working in teams? 2. Are there more people who are team-oriented compared to those who are not? How might this affect your team process? 3. How can a team leader motivate team members who don't value the team concept? What can a leader do to convince such reluctant members to engage with the team?  

Answer 1

1. Are you a team-oriented person? How does this affect your attitude toward working in teams? 2. Are there more people who are team-oriented compared to those who are not? How might this affect your team process? 3. How can a team leader motivate team members who don't value the team concept? What can a leader do to convince such reluctant members to engage with the team?  

Answer:

Yes, I am team oriented person. Working in the team gives sense of confidence to us. The once weakness is compensated by strength of other. Because team means together everyone achieve more.

Forming the team is essentially a collection of individuals beginning to think about the project and the role they’ll fill. Understanding leadership roles and getting acquainted with other team members facilitate development.

Storming: after the team is formed. The people in team will get familiar with each other. This is stage were some decision can be taken. The responsibilities and working relationships are now established, allowing individuals to focus on demonstrating the talents that got them into the team in the first place.

The members who do not like conflict, this is a difficult stage to go through

Norming: they are beginning to work more effectively as a team. They are no longer focused on their individual goals, but rather are focused on developing a way of working together.

Performing: Leadership within the team is flexible and may shift among members in terms of who is most capable of solving a particular problem. The team is more strategically aware; the team knows clearly the purpose. The stage were team dynamics are good, productivity is good. The team is able to work towards achieving the goal, and also to attend to relationship, style. Now team leaders can finally move into a mentoring role.

Adjourning: stage the project is coming to an end and the team members are moving off into different directions. The team leader should ensure that there is time for the team to celebrate the success of the project and capture best practices for future use. This also provides the team the opportunity to say good-bye to each other and wish each other luck

Conflict improves decision making outcomes, especially on task-related conflict and group productivity by increasing the quality through constructive criticism. Conflict is beneficial to the organisation since it allows the exchange of ideas and assist better performance among the group members.

To improve the communication & to promote every employee for raising their issues & concerns directly to competent person or leader. Leaders should change from boss to facilitator & move themselves as supporting role. In this way leader can create the transparent atmosphere that will help & promote the employee to access, elevate their level of performance without the fear & also leader should open to help at any level. To find the solution organisation should actively involve diverse employees with leader as facilitator. This act of leader create the position as driving force behind the finding of solution in the group. This will create the organisation culture in way that it will create ideas & innovation for developing great company for future challenges

Effectiveness of the leadership style depends on the situation. Fiedler’s contingency model is comprised of three elements, Viz, Leadership styles, situational variables and the relationship between styles and situation

Leadership style depends on two dimensions, task-oriented and human-relations oriented. The task-oriented leader is concerned with the task performance and the accomplishment of task goals. The manager concerned with human relations lay more emphasis on developing the interpersonal relationship with his subordinates

Task-oriented leadership is in which the leader focuses on the tasks that need to be performed in order to meet certain goals, or to achieve a certain performance standard. Relationship-So leader can use behavioural approach in which the leader focuses on the satisfaction, motivation and the general well-being of the team members.

Task-oriented leaders focus on getting the necessary task, or series of tasks, in hand in order to achieve a goal. These leader are more concerned with finding the step-by-step solution required to meet specific goals. They will often actively define the work and the roles required
These types of leaders tend to exemplify a strong understanding of how to get the job done, focusing on the necessary workplace procedures and delegating work accordingly to ensure that everything gets done in a timely and productive manner.

Task-oriented leaders don't tend to think much about their team's well-being, the advantage of task-oriented leadership is that it ensures that deadlines are met and jobs are completed

It is about relationship between the situation and the appropriateness of leadership style. According to him, the leadership effectiveness depends on the situation. Thus, it is the situation that gives an opportunity to the leader to influence his subordinates through the right kind of leadership style.