Team Building/T?eam Performanc?e and the improvemen?ts for both
Investigate professional journals and locate two(2) articles pertaining to Team Building and/or Improving Team Performance. Both articles should be critiqued accordingly. They should as current as possible but less than three years old. APA Style of course, double spaced, and in at least four parts; Introduction, Summary, Review and Evaluate,a nd finally, the Conclusion. The articles themselves should be approximately 4 pages and the resulting critique should be no less than 2-3 pages in length……………..
TEAM BUILDING AND TEAM PERFORMANCE ARTICLE CRITIQUE
The first article on “Service innovation: why is it so difficult to accomplish?” the author introduces the reader to service innovation where he highlights it as being vital in achieving an advantage over competitors. He reiterates that these services are essential in manufacturing companies. Managers are however not realizing the importance of service innovation in investment decisions. Manufacturing and traditional service providers are the people who are utilizing these innovations though only in product development other than in cost reduction (Dörner 2011).
The second article “”The relationship between transformational leadership and employee desire for empowerment” the authors introduces as to the topic employee empowerment where the employees’ who interact more with clients and management require empowerment to continually deal with challenges that a rise due to customer’s changing needs. They need empowerment to tackle pressure as a result of urgent expectations from clients to improve on service delivery. Transformational leadership is defined by the authors as the process of influencing main changes in the position and postulation of the members of organization to commit to its objectives (Gill et al 2010).
The main factors that lead to success in service innovation have been identified as people related factors and structural factors which the author gives an example of creativity techniques such as brainstorming, instruments screening to identify ideas that are promising and guidelines and rules in determining the process of development. Deficiency factors have also been spotlighted which include failure to defend services, inadequate organization attachment, lack of systemic in the innovation itself, less contribution by the customer and failure to eliminate bad ideas. Recommendations given comprise of defining fresh services, developing fresh services and launching them in the market.
The second article is all about team building in transformational leadership in hospitality industry. Cultural power distance is said to affect the psychological course of an individual at work. In this case individuals expose uneven power distribution. However lower rank employees respect the top management. Transformational leadership is reasoned to create strong relationship hence dampening the cultural distance power. Besides, many powers have been identified to create barriers in transformational leadership. Communication is the key to breaking these challenges.
In developing innovative services there is normally a chance of reducing erosion of prices in the main business. Nevertheless, the new services should not be purely cost drivers but should give value to customers. Social networks is critical in monitoring customer’s response hence should be carefully and technically managed for effective fit into global competition. The managerial deficiencies can be dealt with effectively with increased team performance. Various departments must collaborate in securing the patent of firms’ product to avoid product imitation and to foster investment. Resource budgeting should be effective to prevent misplacement of resources in unproductive ventures leaving productive ones untapped.
It is normally hard for most managers to apply the use of transformational leadership as some employees usually watch for management style alteration with uncertainty. It is required of senior management to support and back this type of leadership since transformational leadership conducts are easily adaptable. In implementing transformational leadership communication must be upward not just downward. Listening skills must be practiced effectively to enhance communication. Cultural difference should foster respect and concern for employees’ personal feelings and on ground training and coaching of every employee in service.
As provided in this paper, the five management inadequacies must be plainly reviewed by management to find appropriate solutions for them. This can only be achieved through team performance and coordination which will require of cooperation of all departments to ensure success of firm’s performance. The recommendations provided on defining the new service, developing it and launching it are appropriate for any manufacturing and service delivery firm. This will enable the firms to correctly analyze cost incurred at each stage to easily incorporate it in product’s price.
Despite championing for this type of leadership, not all organization may accept or apply it in the management of their affairs. It may only apply to hospitality industry like tourism, hotel management and other social service delivery. Other sectors like financial service providers may be inappropriate to apply employ empowerment. Bureaucratic type of leadership is will be applied due to technicality involved and so decisions must propagate from one manager who may delegate part to other senior managers.
In enhancing team performance, service innovation is important. Service innovation must be critically analysed to identify customer’s changing tastes to provide timely products in right quantities and price to sustain customer loyalty. Allocation of resources and IT-supported social networks will enable a firm position itself among its main competitors with team performance.
The second article emphasizes on team building subject compared to the first article which stressed on team performance. In team building, the main strong hold should be on employee empowerment and use of transformational leadership to give them power to meet the short term challenges encountered. Caution must however be applied that managers should comprehend the impact of using transformational leadership and their urge to use it.
Amarjit Gill, Stephen Fitzgerald, Smita Bhutani, Harvinder Mand, Suraj Sharma, (2010) “The relationship between transformational leadership and employee desire for empowerment”, International Journal of Contemporary Hospitality Management, Vol. 22 Iss: 2, pp.263 – 273, Emerald publishing Group.
Nadin Dörner, Oliver Gassmann, Heiko Gebauer, (2011) “Service innovation: why is it so difficult to accomplish?” Journal of Business Strategy, Vol. 32 Iss: 3, pp.37 – 46, Emerald Publishing Group.
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