MGMT6009 Managing People and Teams Report Sample

MGMT6009 Managing People and Teams

Assessment Task

You are required to critically assess the performance of your team and recommend improvements based on the relevant concepts and frameworks you have learnt in this subject in a 1,500-word team evaluation report.

Please refer to the Instructions for details on how to complete this task.

Context

Managers are responsible for the delivery of products/services and results whether that be in an operational or project context. This invariably requires not only the creation and development of teams including performance improvement but also the management of a variety of team, organisational, and cultural dynamics. This assessment requires you to conduct a review of team performance and demonstrate and apply your understanding of team processes and dynamics. In doing so, you will review the performance of the group to which you were allocated for the purpose of Assessments 1 and 2. This will help you to demonstrate analytical, evaluative, and problem-solving skills to develop strategies and
actions for performance improvement.

Instructions

1. Review your team’s performance in completing the first two assessments and make recommendations for improvement.

• In reviewing the team performance, considerations must be given to the following:

o How did your team come together and what phases or stages did it go through?
o What roles did team members play?
o What challenges were presented?
o How did individual, team, and contextual dynamics impact performance?
o What would you do differently to improve performance?
o How would you apply your learnings in your current or future workplace?

• Please note that you are not required to review the quality and content of the assessments you produced as a team. Instead, you are required to review the performance of the team in completing the assessment tasks.

• You are required to specifically apply and discuss concepts from Modules 4, 5, and 6 as well as any relevant processes and concepts from earlier modules.

• The evaluation needs to be supported with evidence from academic research as well as examples from your own experiences and or observations. You will also find the module activities useful in prompting your thinking.

2. Write a team evaluation report of 1500 words.

Solution

Introduction

The GES project was co-operatively completed by the three members of a team. Each member of the team played a valuable role to complete this project article to pursue the relevant information about the project for the readers. According to the MBA Assignment expert overview, each member of the team divided the part to complete this project with a high-performing value for the readers. The main motive behind the report is to assist the Greengen Energy Solutions (GES) clients. This led to the determination for the next two years including the following objectives keeping in mind: - Cumulative assessment of increasing manager level.  Initially cratering creative talent pipeline to ensure the special attraction. Exhibiting the effectiveness of communication and practical issues for solving to arranging people in a good range of complex contexts. Reflection of critics remodels and functions that manager performs in the globe of the context of the challenging and jeopardies in the challenging environment. Developing and justifying contemporary management skills and strategies have an impact on adding extra high-performance value to a bunch of people management issues to ensure the best practices and worthy results. This report effectively will talk about how group members have superlatively completed this assignment. 

Background 

The group members were effectively following the motive to complete these projects engaged by the operators of the GreenGen Energy Solution project. The purpose behind this project was to deliver advice lecturing an assortment of challenges. The team members came forward collectively to work through the desired goal of the organisation. The team members found some challenges while completing the project like the adequate information were not available easily. After going through the in-depth research about the GES the team member came across the relevant information.  For future planning, the executive team members have agreed that GES can go through the relevant advantages. The team member divided the work amongst themselves equally following the first objective then the second objective and lastly the last part of the project. Alike the CEO of the organisation believes in the problem within the organisation's culture by seeing through the difference between the sites across the country. The team members also faced the same while working on this project. It pushes for the breakdown of the organisational silos stifling communication and collaboration. Thus few predictable employers will end up setting their own identity with effort and training the retrain employees for better credibility. The team, individual and contextual dynamics impact the performance unlike by spending quality time on the align task with goals. By organizing notes, inboxes and desks to increment the focusing, impetus and phase supervision for managerial teamwork. Many fore knowers of a significant numerical of self-teaching efforts by jobholders will help to enforce themselves by taking away the advantages of burgeoning online opportunities in future workplace or present ones. Often learning reinforces an employee to become more open to the forward challenge. By developing mindsets and self-beliefs it becomes more acceptable to overcome the changes happening in the over going projects. 

Main Discussions

As discussed above the teamwork of the GES project, the team members alike worked very cautiously to complete this project. Following all the vulnerable points and principles the team successfully accepted the project (Schmutz, Meier & Manser 2019).  Unsympathetically evaluating the key principles and models beneath the managerial functions the high-performance of the team, the advantage of the project is the vulnerable result of it(Chowdhury & Murzi 2019). The team worked on the given objectified summaries in the structure of the management skilling. Thus, to acquire the skill identification of activity for the team, to acquire the keen learning from each subjected module (Schmutz, Meier & Manser 2019). This was done to raise the keen interest of the team member’s intentions so that the reflection can grab the attention of the readers and so on (Cahill, Hurley & Caughan 2018). The critical evaluation of the effective relationship between people and teams in an organisation has given diversified results for the readers. The team also have good communication skills which built up the liaison to help through the practical problems and manage people in a range of contexts. The whole team facilitated their valuable time to complete and give an authentic structure to the project for presentation in front of readers (Schmutz, Meier & Manser 2019). The team access 20 hours per module for two weeks consecutively. The member eased every 3hours per week for study and every 7 hours per week for personal study. The ease of personal studying helped them to come up with attending classes and responding the valuable feedback. These results in pre-reading time along with essential timings for viewing materials, assessment progression and learning objectives (Chowdhury & Murzi 2019). The module also covered the topic of motivational topics, powerful and influencing topics, handling the performances, and building up the capability of motivational power, inspiration handling recital and structural skill in perspective. Also, the team members covered the topics like ethics, culture, diversity, strategic HRM and innovations.  All together while going through in detail the topics the team members came across several threats which may not appear on the manager’s daily detector. Significantly the impact might be short-, medium- and long-term performance (Chowdhury & Murzi 2019). The analyses and deeds of the module have explored the team members' complexities of ethical views and cultural parts. The members of the team might highlight the need for the managers to understand the valuable dimensions (Khademian, Pishgar & Torabizadeh 2018). The team have pointed out the tactical view of human resource management and innovation (Chowdhury & Murzi 2019). The executives of the organisations must be aware of the environmental operations, threats and strengths. Hence these can be identified by the long-term resourcing and developmental requirements for ensuring future sustainability. In the segmentation rounds of the organisation and team objectification, the enclosure of the finalised content and summary is needed (Chowdhury & Murzi 2019). 

Recommendations 

It is important to limelight the company culture. The social operating structure of the team with every valuable team member creates community (Bonds 2018). Along with the presence of both potential and strength the company can pass through the threats. Before the beginning of the working place, the team members should upgrade the operating system with specific strategical commitments toward the readers (Chowdhury & Murzi 2019). The truth behind the good work differentiates from others (Preventza & Luc 2022). The workplace culture must follow adhere to the philosophical and fraternity cultural surroundings, to maintain focus on the pyramid culture, market-driven culture and purpose diversification (Horlait, Baes, Regge & Leys 2021). The betterment of the trained employee will make the increment in the authorization in the administrator to make the workflow ease, faster and simpler. With the redesigning of the organisational structuralize development, the PMO team gets developed (Bonds 2018). The competitive designing of employee packages, including employing mental programs results in rewarding the well-qualified job-oriented employees to have a hard-working team. With the creative design of the knowledge and instructions, the members can successfully achieve the target readers (Preventza & Luc 2022). The members should have good collaborations amongst themselves to come up with good quality projects. Encouraging employees to work higher gives up the positive mindset to work enthusiastically and face the opportunities unlike having great competitors within the work-places (Bonds 2018). 

Conclusion 

The gist of GreenGen has created an excellent opportunity to become a dominative thespian surrounding the marketplace the application of the recommendations stated above the feedback earlier. By following the guidelines and instructions the group members co-operatively achieved the desired objectives and goals of the project. The evaluation done above has the articles has the threats that members have overcome while assigning the projects within the stipulated period. One should overcome everything. Working in a team is somewhere an instance of working around the team members. The onus is the head that looks upon everything to maintain good collaboration amongst the members of the team. Learning and implicating is the most important part among the team members. This must be aware while working that the required goals must be achieved within the time.

References

Bonds, R. L. (2018). SBAR tool implementation to advance communication, teamwork, and the perception of patient safety culture. Creative Nursing, 24(2), 116-123. 
Cahill, J., Hurley, O., & Caughan, C. M. (2018). Addressing teamwork problems in healthcare: lessons learned from aviation and sport. British Journal of Healthcare Management, 24(9), 448-457. 

Chowdhury, T., & Murzi, H. (2019, July). Literature review: Exploring teamwork in engineering education. In Proceedings of the Conference: Research in Engineering Education Symposium, Cape Town, South Africa (pp. 10-12). 

Hilt, A. D., Kaptein, A. A., Schalij, M. J., & van Schaik, J. (2020). Teamwork and safety attitudes in complex aortic surgery at a Dutch Hospital: cross-sectional survey study. JMIR human factors, 7(2), e17131. 

Horlait, M., Baes, S., De Regge, M., & Leys, M. (2021). Understanding the complexity, underlying processes, and influencing factors for optimal multidisciplinary teamwork in hospital-based cancer teams: a systematic integrative review. Cancer Nursing, 44(6), E476-E492. 

Khademian, Z., Pishgar, Z., & Torabizadeh, C. (2018). Effect of training on the attitude and knowledge of teamwork among anesthesia and operating room nursing students: a quasi-experimental study. Shiraz E-Med J, 19(4), e61079. 

Preventza, O., & Luc, J. G. (2022). Commentary: Call for teamwork to be a class I, evidence-level A recommendation in all guidelines. The Journal of Thoracic and Cardiovascular Surgery, 163(1), 26-27. 

Schmutz, J. B., Meier, L. L., & Manser, T. (2019). How effective is teamwork? The relationship between teamwork and performance in healthcare teams: a systematic review and meta-analysis. BMJ Open, 9(9), e028280.