Discuss The Right Composition Of The Problem-Solving Team - Samples

Question: Discuss about the Right Composition Of The Problem-Solving Team. Answer: Problem-solving team and the functions and roles of its individual members The number of members of the problem solving team will be five as these few members will be appropriate for Synergy Company Limited. Each member will have the following functions and roles in the team to solve problems effectively:- Facilitator- One member will guide the team via the stages of the process in problem solving, maintain the control of the meetings and check the agreements among the team members during the discussion Recorder- Another member will form the record of the intervention meeting and can further ask for classification in certain points needed Time-keeper- The next member will keep an eye on the time allocated to each stage of the meeting and informs others when time is finished Case-manager- Another member will clarify the concern and decide what other data is needed Coordinator- last remaining member will be responsible for handling the logistics, which will include the scheduling, reserving location about the meeting (Carmeli, Gelbard and Reiter?Palmon 2013). Leader or self-managed team I will prefer appointing a leader for the team because a leader can guide them through the process of solving. However, team leader will allow the team a little more freedom so that decisions are made within the team rather than a feeling of authority versus subordinates. I feel without a team leader in a team can often lead to personality clashes. Moreover, a team leader can help the team in fairly compensating for the extra responsibilities that can come in the way of the team (Tost, Gino and Larrick 2013). Thus, to avoid all these drawbacks a leader will be appointed to the team. Coordination of activities The activities can be coordinated within the team through appropriate planning as well as communication. Planning includes the task to be performed, anticipated time and the necessity to hold meeting. However, the most important part is proper communication among the team members so that each member is aware of the activities (Gorman 2014). Decisions will be solely team based and will rely heavily in the data and discussion among the team members. Disagreements within the team can be handled through active listing to the team members before responding and further considering the point of view of the other person. Reporting to the board of governors To report the board of governors a meeting will be scheduled for which a agenda will be prepared beforehand along with the minutes of the meeting. Moreover, reports will be gathered and further the reporting will be done through this board meeting. Measurement of each team members performance I will prefer to measure each team members performance as well as the performance of the whole group because both are equally important in determining the accomplishment of the organization (Zairi 2012). However, the measurement can be done through the following five metrics- Quality of their work- measure based on those employees who reaches their targets and among them who fails to achieve it Attendance- committed team members will have explanatory attendance records whereas few might turn late or takes excessive leaves Efficiency Initiative- based on the employees willingness to adopt and take responsibilities (Anitha 2014) Interaction- top most performers will be creative as well as helpful and efficient enough to build team interaction Recommendation of individual and/or group rewards I will recommend both individual and group rewards. For individual rewards, I will recommend appreciation as well as recognition of their efforts that will be reflected in their performances. Their rewards will thus be verbal recognitions by the higher authority and recognition certificates. On the other hand, team rewards will comprise of Team bonus, team day out and team recognition award. This will help them motivate for peer cooperation as will encourage them more to contribute equally in meeting their team targets. Recommendation to increase their mutual trust and open communication To increase mutual trust I will recommend every team member to lead by example and show others that they are trusted. Moreover, at times of trust issue in the team it is important that the root of the issue found out first and then overcome it. On the other hand, for an open communication each member should be open to reciprocal feedbacks and understand the diversity issues within the organization. Implementation plan Week 1 week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Communication with the staff about the shift of the IT department Staff motivation and internal communication and collaboration Selecting members for the problem solving team Training the teams for a new organizational culture Appointing a leader Coordinating every decisions regarding shifting to the higher authority Introducing the new technologies to the employees and make them work with them along with the old ones Then shifting the office Giving the employees sometime to adjust Build mutual trust and communication Measuring their performances Reward their efforts References Anitha, J., 2014. Determinants of employee engagement and their impact on employee performance.International journal of productivity and performance management,63(3), p.308. Carmeli, A., Gelbard, R. and Reiter?Palmon, R., 2013. Leadership, creative problem?solving capacity, and creative performance: The importance of knowledge sharing. Human Resource Management,52(1), pp.95-121. Gorman, J.C., 2014. Team coordination and dynamics: two central issues.Current Directions in Psychological Science,23(5), pp.355-360. Tost, L.P., Gino, F. and Larrick, R.P., 2013. When power makes others speechless: The negative impact of leader power on team performance.Academy ofManagement Journal,56(5), pp.1465-1486. Zairi, M., 2012.Measuring performance for business results. Springer Science Business Media