Assignment ^N10

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CUNY Queens College *

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STRATEGIC

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Management

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May 16, 2024

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docx

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Uploaded by SuperFlowerBadger34

The following points should help you form a comprehensive message for the development team: The development team will be more effective if members have some idea about how groups and teams typically operate. Review the dominant perspectives on team formation and performance from the chapters in the text for the committee so it can know what to expect. Many teams in the past, although having devoted members and being highly motivated, inspired, skilled, and capable, were unable to complete the task for which they had been assembled. Without a clear blueprint created especially for the team, performance will suffer and there will be a lack of execution, which makes the team ineffective. A clear objective should be set forth first and foremost, and everyone involved should be dedicated to achieving it. This does not appear to be an issue in this instance because everyone is aware that the students and their performance in the classroom come first. The next most crucial factor is having a powerful leader. The team needs a leader who will consistently keep them focused on the intended outcome. They ought to be able to inspire and lead workers, settle disputes when they arise, and offer insightful advice on how to resolve problems. The team's leader is also in charge of giving

each team member a task that they are confident they can do from among the organization's many tasks. In numerous productive and efficient teams that have been researched, there are two similar traits. These teams are typically small, which is the first characteristic because no resources are being squandered, and the team becomes more effective. There is an imbalance in the quantity of work each team member does when the team size is too large. There may be issues since some team members may be working much harder than others. Additionally, there is less time for everyone to talk, which might be confusing. The optimal setup for success is a tight-knit team with a small number of members, each of whom has a specific job to do. The constancy of the required input from each team member is the second trait shared by effective teams. This can reduce the amount of time needed to coordinate once a project's steps are finished. The group should already be aware of what to do once each member has finished their current assignment. A successful team must also have recognition programs for accomplishments. Recognizing and rewarding team members who do tasks extremely effectively is important. This encourages other team members to be more devoted to their tasks and generates positive morale. Individual team members comprise the team as a collective entity, an entity that also serves as the social context that influences individual members, members of the team must motivate one another. A team is only as strong as its weakest member, above everything else. When working together, everyone should try to assist anyone who is having trouble rather than criticize them. As a result, they might become valuable and devoted team members (Kozlowski & Ilgen, 2018).

Given the profiles of candidates for the development team, provide suggestions for who would likely be a good group member and who might be less effective in this situation. Be sure you are using the research on groups and teams in the text to defend your choices. Each candidate's profile provided information about their potential contribution to the team. A team should never be about a single person. The team's objective is to improve student performance in the failing educational system. I think that Ari Kaufman, a second-year teacher, Candice Sharp, an NCPIE representative, and Meredith Watson, a Woodson Foundation representative, would make strong candidates for the development team after reviewing the candidate biographies. Since Ari Kaufman is a teacher, he has the greatest experience interacting with the pupils of the candidates. He is on the front lines and is aware of how upsetting subpar student performance can be. He thinks there needs to be a significant shift, starting with greater involvement from outside parties like the students' parents. Ari is a teacher, so his membership on the development team might reduce the turnover of teachers. The teachers will observe that they have someone who has been in their position and is adjusting to make things better. Ari makes a solid candidate in my opinion because of his teaching background and his suggestions for the necessary reforms. Even in trying times, Candice Sharp maintains an optimistic outlook and is sympathetic to the work being done by the schools. She thinks that although parents promise to be involved, they don't do it. Candice is aware that everyone has a role to play and wants her NCPIE colleagues to take the initiative and show the way so that the parents may witness their effort and get involved. The school system has employed Meredith Watson, a former teacher. Her frequent interactions with students in the classroom, like Ari's, provide her with a vital perspective. She is familiar with their cognitive processes and what works and doesn't in the classroom. Meredith is

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aware that while parents want to participate, they need assistance. These candidates would be the finest additions to the development team due to their expertise, clarity of vision, and understanding of the conditions necessary to bring about change. Duane Hardy, Mason Dupree, and Victoria Adams are the contenders who would be least useful to this team. Mason has a fundamental prejudice that the schools are just involved in this for financial gain. He and the school district would engage in perpetual conflict if he were on the squad. It is ideal if he is not taken into consideration as a candidate because this would result in too many issues. The district's principal is Victoria Adams. She does not respect parental involvement and thinks that schools should have more control over decision-making. She has a bias in favor of the schools rather than putting the students' needs first, so I don't think she would be a good candidate. A principal in the region for more than 15 years, Duane Hardy. Like Victoria, he has a strong bias in favor of the schools and thinks that since they deal with the children daily, schools should have the authority to make judgments. As a result, he wouldn't be a useful team player (Robbins & Judge, 2019). Using principles from the chapters on groups and teams, describe how you will advise the team to manage conflict effectively. No matter how well-organized a team is, issues and disagreements will still arise. These can result from discrepancies in performance, underlying problems, or having to collaborate with various people. Conflict and discomfort can result from diversity. This typically occurs as a new team is forming. Promoting open communication, in my opinion, is the best method to avoid conflict within a team. This conversation ought to take place between the group's leader and all of its members. Everyone's ability to express oneself reduces tension.

According to (Tabassi et al., 2019), the influences of conflicts among team members on project performance in the industry could be destructive or constructive, relying on plenty of variables, such as the conflict management style of leaders, nature of conflict, team members' perceptions in working with conflict, and so on. Conflict does not always have to result negatively. Conflicts should be handled right away if they do arise. It should be possible for team members who are at odds to approach the team leader and explain their positions. The group's leader should be objective, listen to both views and even encourage contact among the disputing members. The members should always be reminded that they are on the same team and are working hard to achieve the same goal to keep their focus on the bigger picture. Together, the leader and the group members must find a solution so that no more private matters will be raised. Describe how integrative negotiation strategies might achieve joint goals for the development team. Given that when a team is determined to achieve a certain goal, the ideal resolution is to stand together on principles that are acceptable to everybody. To better the outcomes of children, the Woodson Foundation, the public education system, and the NCPIE collaborated to form a development team. Therefore, the most effective strategy to accomplish the teams' shared objectives would be to use integrative bargaining strategies as a team. In the beginning, every HR representative from every organization sets aside their personal preferences and concentrates only on what is best for the students and the community. Already taking a positive step in the correct path was acknowledging the urgent need for change. Establishing rules that everyone can adhere to demonstrates dedication and a desire to cooperate to discover the greatest answer, which may inspire future leaders. A precise and thorough agreement for mutual benefit will be created by creating a manual for those who will be running the new software. They are

dependent on one another, the team has the opportunity to communicate, work together, and support one another, creating an environment where everyone benefits, including the kids who will also profit. The following points should help you form a message for the program team: Leaders of the new combined organization should have a good idea of the culture of the school district, the NCPIE, and the Woodson Foundation because they will need to manage relationships with all three groups on an ongoing basis. How would you describe the culture of these various stakeholder organizations? Use concepts from the chapter on organizational culture to describe how they differ and how they are similar. Several issues are being handled by the Washington school district. They struggle with criminality, subpar academic performance, and absenteeism. High turnover rates result from this in turn. When teachers observe the challenging environment, they must work in and the children they must teach, their initial excitement quickly wanes. Representatives for the school district are working to ensure that any new employees created by this combined company are unionized. They must fulfill the requirements outlined by the board of directors for this to be achievable. The school district wants to control and manage this new organization, in other words. There is concern that if Woodson assumes the leadership position, the schools won't be able to manage the united entity. Because the bulk of the population of the school district is African American, and the staff at Woodson is primarily composed of White professionals, this has led to the emergence of a somewhat unusual and complex bureaucratic system. Additionally, Woodson has not altered its guiding principles in years and continues to run much like its creator intended. Theodore Woodson strongly favored experimentation and efficiency. The NCPIE's demographics

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are far more similar to the school district's actual population. They continue to have a significant issue with the school district. According to the NCPIE, parents should participate more in and have more influence over their children's education. The school district wants the exact opposite of this. The schools contend that since they deal with the pupils daily, they ought to have the authority to decide what happens to them. The NCPIE is dedicated to its ideas and is a supporter of change. Each group has its interests, they are all unique (Robbins & Judge, 2019). The fact that both of them want to better the district's educational system and address kids' needs makes them comparable as well. While NCPIE and Woodson seek to increase parent involvement and advance change, the schools want complete power. Consider how leaders of the new program can generate a transformational message and encourage employee and parent trust. Using material from the chapter on leadership, describe how you would advise leaders to accomplish these ends. The head of the new program should emphasize that the students come first, in my opinion. That is the one thing that unites all parties concerned. The school system desires better- behaving pupils because they will perform better in class. To boost student achievement, The NCPIE seeks to implement significant changes and promote greater parental involvement. Woodson wants to try out different methods and encourage parental involvement as well. The new program needs to be honest with the parents and explain all of these circumstances to them. Gaining the trust of your parents is best accomplished by being honest. They will not participate in the program if they believe that this group was founded for financial or personal advantage. They will believe it if they see that this program prioritizes the same things that they do, which is to ensure the pupils' future. The following stage would be to put this program into action and demonstrate to the parents that it is more than just empty words. It is appropriate to treat the

parents as an integral component of the group. This can be accomplished by holding monthly parent-only open meetings where performance and any potential new policies can be discussed. The parents will be tremendously motivated if they feel like they have a voice in the decision. Given the potential for demographic fault lines in negotiating these changes, what would you advise as a strategy for managing diversity issues for program leaders? It's difficult to manage team diversity because, according to (Raithel et al., 2021), "diversity can have both positive and negative effects on team process and performance." However, the advantages exceed the disadvantages. The many viewpoints that the team members bring to the table are priceless. The approach I would suggest the team leaders take is to make sure that all staff members receive adequate diversity training, and if someone displays bias toward another, they should be fired. Diversity can be highly advantageous, but in this case, if the staff is primarily White and the district population is primarily African American, this may cause conflicts. Monthly meetings with parents to discuss the program and give them a chance to share their opinions would be highly beneficial, as I already indicated. Each side needs to grasp the other's perspective and circumstances. Diversity may function in this way.

Reference Benetti, S., Ogliastri, E., & Caputo, A. (2021). Distributive/integrative negotiation strategies in cross-cultural contexts: a comparative study of the USA and Italy. Journal of Management & Organization , 27 (4), 1–23. https://doi.org/10.1017/jmo.2020.47 Kozlowski, S. W. J., & Ilgen, D. R. (2018). Enhancing the Effectiveness of Work Groups and Teams. Psychological Science in the Public Interest , 7 (3), 77–124. Raithel, K., van Knippenberg, D., & Stam, D. (2021). Team Leadership and Team Cultural Diversity: The Moderating Effects of Leader Cultural Background and Leader Team Tenure. Journal of Leadership & Organizational Studies , 28 (3), 154805182110107. Robbins, S. P., & Judge, T. A. (2018). Organizational Behavior (18th ed.). Pearson Education (US). Tabassi, A. A., Abdullah, A., & Bryde, D. J. (2019). Conflict Management, Team Coordination, and Performance Within Multicultural Temporary Projects: Evidence from the Construction Industry. Project Management Journal , 50 (1), 101–114.

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Assignment ^N10

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