Transformational Leadership The Innovations -Myassignmenthelp.Com

Question: Discuss About The Transformational Leadership The Innovations? Answer: Introduction The main purpose of managing a team is the effortless management of the operations of an organization and smooth achievement of the objectives that have been allotted for the team. Effective team management is one of the crucial factors that are responsible for managing the diversity within a team and an organization (Colbert, Barrick and Bradley 2014). This report encases the main purpose of managing a team with special emphasis on the managerial strategies that have been used by me to manage my team along with the certain guiding principles to lead the members of the team to a certain objective and achievement. This report elaborates my experience in team management during my terms of employment in Microsoft, with special reference to communication, diversity management, and leadership, in managing the issues and concerns within a team. The main purpose of this report is to help understand the significance of effective team management in improving the performance, along with the diversity in an organization. Communication, Leadership and Team management My team and I have been assigned by Microsoft under a specific program to evaluate and analyze the work culture, quality management and concluding on the role of explaining the significance of team management. Based on this project my specific role was to identify the values of developing better communication skills, conflict resolution, and performance enhancement since Microsoft is one of those companies that lay special focus in diversity management in the workplace (De Waal 2013). My team consisted of around five members, including me and based on my role a key negotiator made me feel that it did not match entirely with my profile. However, I took up the challenge of effectively working and communicating with the team. Initially, it did not go well since I believed that every individual has their own agendas and perspectives. However, based on Goetsch Davis (2014) it can be stated that it is more ensuring to find close relativity with the stimulation and personality traits to find a positive link out of the same. The main challenge that came up is the unwillingness of the team members to comply with me since it was evident that diversity management would give rise clashes within. In the course, facing these challenging situations helped me develop my insights and allowed me to build my skills and confidence over these areas in the weeks of the project. The effective role of communication helped me play along with the team and it can be assured that communication is indeed one of those strategies that can help in the effective team management. Grebosz and Bakalarczyk (2013) stated that effective communication is essential to the team and its dynamics. Based on my observations, it can be clearly stated that the team members needed to utilize open dialogue and accept clear agendas. To criticize my communicative style, it can be stated that I did not leave any stone unturned but made the best utilization of clear thinking and communication. Griffin (2013) states that in situations clear information need to be shared within the group and it can be argued that through clear discussion and information exchange can help in the achievement of the goals by working as an interconnected team. In other words, it can be acknowledged that my team has effectively communicated throughout the project, which clearly helped us in the achieving of our goals. Based on my personal opinion, the first step to answer the effectiveness of a team requires the need to understand the meaning of a team. Kerzner (2013) states that team can be defined in an array of definitions. There are definitions and frameworks that exist to define the same depending on the interdependency and organizational stature. On my personal outlook, a team is pieces of a puzzle that gets together to get a work done in a meaningful way. A team is interdependent; the members plan the work together, make the decision and review the improvement. Mahembe and Engelbrecht (2013) define that the effectiveness of a team can be justified by the fact how its members succeed in moving along with each other, respect each other and contribute equally on the purpose and lack of effective communication and leadership can certain misbalance the team stability, thus affecting performance. There was time when there had been conflicts between the teammates due to differentiation in opinion and perspectives, even I believe that diversity does provoke clashes. The main reason behind the same can be stated differentiation in the ideas and the backgrounds lead to such a situation of the disagreement and conflict. Nijstad, Berger-Selman and De Dreu (2014) define that sometimes poor listening by some of the teammates often leads to the divergence and partial agreements due to lack of information, thus leading to misunderstandings and clashes within the team. On the other hand, my perceptions conclude that a conflict is not considered bad at all times. This helped me realize that a conflict can often lead to the development of a new set of skills or ideas along with a new perspective to look into the problem. In case of a conflict, if it can handle effectively can improvise and older or obsolete way to do certain things. Effective management of a team can thus be related to effective diversity management with efficient communication and leadership skills. Communication and Leadership can be stated as two sides of the same coin with respect to team management. Leadership refers to the effective directing and guiding a group of individuals, by imparting them with appropriate knowledge, motivation, and support (Northouse 2015). While managing my team I came across instances where we have been involved in arguments and clashes. This is where my communication and leadership skills came into play. There is a wide array of leadership and communication skills that are taken up by different personalities; instead, I choose to act in a mixed style of leadership in an Autocratic and Participative manner. At usual times, the effective participative style helped the team to exchange pleasantries and valuable information but at time of crisis, the autocratic style helped suppress the ego and escalation of the arguments to elevated levels that can break the team. At times of crisis, I took up the main role of the negotiator in resolving the conflic ts with my effective communication and leadership skills, in pacifying the members in conflict. To be precise, at the usual time I decided to act an effective team player and believed equal contribution and participation of all the members. Rock (2014) describes that Democratic or Participative along with the Laissez Faire style of leadership helps keep faith in the capabilities of the teammates. However, I retorted to Autocratic styles in preventing a clash. This strategy not only enhanced my team management skills, in the preservation of the team diversity but also helped me gather a good notion regarding my leadership skills in crisis management. This also helped me create a bond between the teammates by keeping them interactive and motivated at all time, thus enhancing the performance of the team in the achievement of the assigned objectives. I not only focused on my own performance in the process but also helped my teammates by imparting them with proper suggestions and soluti ons. Furthermore, it can be added that self-improvement, exhibiting and the will of taking up challenges along with effective determination can impede performance. Based on the challenges that came up, it enforced and stimulated all of us to resolve them without any collateral damage. Recommendations On reflecting upon the strategies for improvements in performance, it can be stated that effective and uncorrupt dedication and commitment for each of the teammates is the key to change and improvement. Merely looking for the strategies would be of no help but effective team management and leading would automatically enhance the performance. It takes a great deal of patience and understanding to keep the link strong between the teammates. Arrogance and adamancy are extremely damaging to the team management whereas an effective communicator and leader can impart a great deal of efficiency in managing the diversity within the team and in the course enhancing the performance. Conclusion With the help of this report, it can be reflected that the role that I have undertaken in the project has helped me gather a great deal of experience in confronting conflicts and differentiation in ideologies and how to effectively manage the issues without misbalancing the team spirit and bond. It can further be concluded that I have gathered a new set of knowledge and understanding within the project duration and helped me conclude that better communication can help in resolving issues and maintain a stability in diversity. In the course not only I have succeeded in my objectives but I helped my entire in meeting theirs as well. In other words, the entire project that we have been assigned for and the insight of effective team management was a success. With a further addition, it can be concluded that these observations would not only enhance an individual's performance but this would also be of great help in augmenting discipline-specific knowledge. References Colbert, A.E., Barrick, M.R. and Bradley, B.H., 2014. Personality and leadership composition in top management teams: Implications for organizational effectiveness.Personnel Psychology,67(2), pp.351-387. De Waal, A., 2013.Strategic Performance Management: A managerial and behavioral approach. Palgrave Macmillan. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Grebosz, M. and Bakalarczyk, S., 2013. Team Management Organization in Co?branding Projects.Human Factors and Ergonomics in Manufacturing Service Industries,23(4), pp.306-310. Griffin, R.W., 2013.Fundamentals of management. Cengage Learning. Kerzner, H., 2013.Project management: a systems approach to planning, scheduling, and controlling. John Wiley Sons. Mahembe, B. and Engelbrecht, A.S., 2013. The relationship between servant leadership, affective team commitment and team effectiveness.SA Journal of Human Resource Management,11(1), pp.1-10. Nijstad, B.A., Berger-Selman, F. and De Dreu, C.K., 2014. Innovation in top management teams: Minority dissent, transformational leadership, and radical innovations.European journal of work and organizational psychology,23(2), pp.310-322. Northouse, P.G., 2015.Leadership: Theory and practice. Sage publications. Rock, D., 2014.Quiet leadership. HarperCollins e-books.