CLC_Purple_Team_Final_Draft.docx WEST COAST TRANSIT CASE STUDY Evaluating Effective Teamwork “With regard to task performance, an effective team achieves its performance goals in the standard sense of quantity, qu
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CLC_Purple_Team_Final_Draft.docx WEST COAST TRANSIT CASE STUDY Evaluating Effective Teamwork “With regard to task performance, an effective team achieves its performance goals in the standard sense of quantity, quality, and timeliness of work results†(Uhl-Bien, Schermerhorn, & Osborn, 2014, ch. 7).This can include daily meetings for productivity goals, updated policy awareness, and deadline meetings for the new organizational policies. In addition, effective teamwork promotes viability by being able to collaborate sufficiently. According to the textbook, synergy and team benefits, social facilitation, loafing, and team conflict areaspects of effective teamwork. The benefit of synergy is the conception of a whole that is superiorto the sum of its fragments (et al 2014). Furthermore, social facilitation, loafing, and conflict can be a boost or a detriment to the team or an individual members performance and contributions. For example, emotional arousal that can stimulate behaviors which will affect the members productivity. With that being said, the team assembled by Bernie Hollis and Pete Denson is not effective. Tuckmans 5 Stages of Group Formation Storming Stage During the storming stage, the team will experience periods of high emotionality and tension. Wrangling, unforeseen changes and hostility may occur while cliques form as members compete to impose their suggestions on the group to achieve desired positions (et al 2014). External demands such as hasty execution prospects may create . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .
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