Team Evaluation
Team Evaluation
Evaluation Results
Using the evaluation tool, the team had a score of 72 points. This score indicates that the team is effective. Despite this impressive performance, there are some areas in which the team needs improvements. Such areas include communication, accessibility of resources for goal attainment, and conflict resolution mechanisms for the team among others. In contrast, the team has numerous strengths in some areas such as alignment with organizational goals, participation from all team members and team leadership. It is thus crucial for the team to maintain these strengths while also addressing the various weaknesses.
Functional Structure:
The effectiveness of a team depends on whether the team members are aware of their responsibilities. After evaluation, it is evident that all members of the team are conversant with the tasks at hand. Additionally, the individuals within the team are conversant with the responsibilities of colleagues. This makes it easier to work towards the right direction. The most notable weakness of the team’s functional structure is the lack of a comprehensive framework for conflict resolution. For instance, there lacks an effective system for resolving conflicts between team members.
Strategic Design:
The team’s performance in terms of the strategic design is also impressive. For instance, the objectives of the team conform to the organizational goals. This is an essential aspect of streamlining the effectiveness of a team (Zarate, 2008). Another positive outcome with regard to the strategic design concerns the balance of involvement among group members. This is because some members do not dominate over others. However, the team’s strategic design is weak in terms of alignment of team rewards with organization goals. There lacks a relevant mechanism for motivating team members. It is essential to address this problem in order to enhance the team’s effectiveness.
Communication Processes and Style:
The evaluation results indicate that the team’s framework for communication is efficient. Members of the team can exchange information with one another. The effectiveness of any team is strongly dependent on the nature of communications between members (Lencioni, 2012). In essence, the communication framework for this team had adequate channels that facilitate for information flow. The evaluation results also show that there is sufficient cooperation within the team. Through cooperation, it is easier for the team to pursue the goals at hand. Irrespective of these attributes, there lacks adequate feedback from team members. This might serve as a challenging factor with regard to the team’s performance (Davis, 2008).
Leadership Performance:
Leadership is another critical perspective that influences the efficiency of teams. The evaluation results indicate that the leader has excellent tactics for enhancing the team’s performance. For instance, there is adequate distribution of responsibilities within the team. Additionally, the leader involves all team members in the decision making process. Nevertheless, the team’s leadership framework does not have sufficient mechanisms for enhancing morale among the members. Without morale, it is difficult for a team to realize its goals (Bozarth, 2008). Another notable weakness concerning the team’s leadership framework is the lack of empowerment among the team members. This is thus an essential area of improvement.
Recommendations
Functional Structure:
In order to improve its functional system, the team needs to develop a more comprehensive framework for conflict resolution. Conflicts might easily undermine the effectiveness of teams. Consequently, this has a negative influence on the organizational performance. The conflict resolution mechanism should provide clear guidelines that help in resolving all kinds of conflicts (Davis, 2008). Currently, the leader is responsible for identifying suitable strategies for dealing with conflicts whenever they occur within the team. However, it is essential to equip all members with the fundamental problem solving skills. The team should also increase the number of members. A higher number of members will make it easier to share the team’s tasks and responsibilities (Zarate, 2008).
Strategic Design:
Generally, the team’s strategic design is effective. For instance, the team’s objectives conform to the organizational goals. However, some aspects of the team’s strategic design are in need of improvements. Firstly, the reward system for this team does not conform to the organizational goals. In order to enhance the team’s performance, merit should be the basis of rewarding the members (Bozarth, 2008).
This will also serve as an excellent strategy of motivating the team members. Another aspect of enhancing the team’s strategic design pertains to the accessibility of resources. The evaluation results show that all members of the team have inadequate access to resources. Without accessing the resources, team members struggle to accomplish the tasks. The team leader must devise a comprehensive plan for enhancing the resource allocation within the team. For instance, the resource allocation process should be devoid of any form of bias (Lencioni, 2012).
Communication:
As among the most essential components of an organizational framework, communication style and processes affect team effectiveness. Ineffective communication mechanisms hamper the performance of the team and also that of the entire organization. In essence, the communication framework should have the capacity to enhance the flow of information among all team members. This makes it easier to coordinate all the tasks and responsibilities of the team. The evaluation results show that the team is currently lacking adequate mechanisms for feedback. The team members should provide feedback as frequently as possible. Such feedback helps in assessing the team’s progress as well as identifying potential stumbling blocks (Bozarth, 2008).
This approach makes it easier to streamline the team’s efficiency. The team’s communication system is also weak in that there lacks adequate flow of information between the stakeholders and members. This is also an essential platform for enhancing the allocation of resources. Through effective communications, the team will contribute greatly towards the attainment of organizational goals (Davis, 2008).
Leadership Performance:
Leadership forms the core of any team. In most cases, ineffective leadership strategies undermine the team’s performance. On the other hand, effective leadership models enhance the team’s performance. The evaluation results indicate that the team team’s leadership system is impressive. However, there are also some areas that require improvements in order to maximize on the team’s potential. Firstly, the leader must establish a comprehensive framework for empowering the team members (Zarate, 2008).
Through this kind of empowerment, it will be easier for the team members to make productive decisions that benefit the company. For purposes of empowering the team members, the leadership framework should facilitate for efficient allocation of resources. The team’s leadership should also emphasize more on the importance of togetherness in the team. The lack of cooperation can undermine the team’s capacity to fulfill the various goals and responsibilities. Consequently, the leader must direct the team towards pursuing similar goals (Lencioni, 2012).
References
Bozarth, J. (2008). From analysis to evaluation, Hoboken, NJ: John Wiley & Sons
Davis, D. & Davis, W. R. (2008). Team performance inventory: A guide for assessing and building, Hoboken, NJ: John Wiley & Sons
Lencioni, P. M. (2012). The five dysfunctions of a team: Team assessment, Hoboken, NJ: John Wiley & Sons
Zarate, P. & Belaud, J. P. (2008). Collaborative decision making, IOS Press
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