BUS FPX 3007 Assessment 3 Building Effective Teams

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Capella University

BUS-FPX3007 Developing a Business Perspective

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Date

Introduction

In assembling a workplace team, it is essential to select employees who offer diverse perspectives and backgrounds. The adage that “there’s no I in team” highlights the importance of teamwork, emphasizing that a business’s survival and success hinge on effective collaboration. A diverse team fosters inclusion and brings a wealth of varied experiences, both professional and personal. Given the multicultural makeup of our nation, leveraging this diversity can provide significant advantages to an organization. One primary benefit is the incorporation of global perspectives and cultural insights, which can steer a growing organization in the right direction. As globalization increases, teams composed of members from various national backgrounds and cultures working toward a common goal are becoming standard in organizations (Cohen & Bailey, 1997; Early & Makowski, 2000; Yukl, 2013).

Functional Area Team Member Selections

As a medium-sized manufacturing company with a workforce of 250 employees and a focus on aggressive growth, it is crucial to select the right team members from appropriate functional areas to align with the CEO’s objectives. Achieving this requires including personnel with a range of skills and selecting team members who can drive high output (Sethi, 2015). By assembling a diverse team, we can develop a proposal for a new business model and growth strategies more swiftly, incorporating insights from individuals with different backgrounds and expertise. The three functional areas from which we will choose team members are as follows:

Functional Area	Role and Contribution
Sales & Marketing Department	Responsible for business development and shaping the company’s image. This team’s insights, particularly in today’s digital landscape, will offer fresh perspectives on customer preferences and competitive products, aiding in the development of a growth-focused business model (Piercy et al., 1997).
Human Resource Department	Oversees training, which is critical for organizational growth. HR members will assist in team building, developing policies, and ensuring compliance with regulations. They will also help align team objectives with the company’s values, vision, and mission.
Operations Department	Provides essential insights into production and manufacturing processes. This area manages day-to-day operations and support functions necessary for creating the new business model, ensuring effective implementation of proposed strategies.

Reasons for Functional Area Team Member Selections

According to Mikoluk (2013), “teams can accomplish work more quickly and effectively than individuals working alone, and collaborative efforts foster accountability among employees, boosting motivation.” The selected functional areas provide a comprehensive representation of the organization. The Sales and Marketing team will devise advertising strategies to promote our product, essential for driving growth through increased sales. The Human Resources team is vital for delivering training to current employees, especially as operational changes occur, and will also oversee the onboarding of new talent as the business expands. Finally, the Operations department will be instrumental in executing the proposed business model and sharing best practices to facilitate the company’s growth.

Characteristics of Effective Team Members

As the consultant responsible for forming this new team and ensuring alignment with the CEO’s and stakeholders’ goals, specific attributes will be essential in team members:

Positive Attitude: A positive outlook is crucial for effective teamwork (Riggio, 2013).
Commitment: Members should be dedicated to the company’s mission and team objectives.
Respect for Diversity: Team members must appreciate and tolerate diverse beliefs and cultures.
Reliability: Team members should be dependable, meeting deadlines and stepping in as needed.
Honesty: Honesty is vital for minimizing conflicts; team members must acknowledge each other’s contributions.
Ability to Handle Criticism: Members should be capable of discussing differences and making decisions based on objective facts rather than emotions.

Communicating Team Objectives

Effective communication is essential for establishing clear team objectives, helping to prevent misunderstandings and motivate team members. Daily meetings can serve as a practical tool for concise communication, reminding the team of their goals and responsibilities. Another useful strategy is to create a team charter, which outlines the team’s objectives and roles, fostering quick engagement and effective collaboration (O’Berry, 2011). Clear communication should encompass precise content, well-defined goals, deadlines, and expectations, ultimately increasing productivity and serving as a benchmark for measuring success. Additionally, implementing focus groups can help identify critical areas and ensure alignment with the team’s overarching mission.

Strategies for Delegating Responsibility

Building trust and respect among team members is fundamental to success. As a leader, I aim to foster an environment where I act as a facilitator rather than a figure of authority. Encouraging open dialogue and valuing each member’s contributions are key. In my experience, allowing team members to choose assignments they are passionate about enhances their ownership of tasks and fosters a sense of achievement. My role encompasses planning, organizing, managing, and communicating all aspects of the project, providing necessary processes and tools while acting as a Subject Matter Expert (SME).

Strategies for Managing Conflict

Diversity within a team can sometimes lead to conflicts due to differing values, cultures, and beliefs. However, competition can be constructive if approached respectfully. As Bunashe and Broder (2015) state, “conflict arises from personal values clashing—individuals feel that what is most important to them has been disrespected.” It is crucial for all team members to feel heard; any concerns raised should be acknowledged and addressed. Failure to manage conflicts effectively can result in low morale and decreased productivity. Focusing on the issue rather than personal differences is essential; each member’s ideas should be valued equally, regardless of personal feelings. By engaging in exercises that encourage understanding of diverse viewpoints, members can cultivate empathy for one another.

Success Measurement, Tools, and Process

To evaluate the team’s success, it is necessary to monitor progress through critical milestones. Setting specific goals is crucial for achieving our objective: presenting a new business proposal and growth strategies to the CEO within nine months. Utilizing focus groups can aid in identifying target areas and assessing whether the goals outlined in the business proposal have been met.

Conclusion

Constructing a successful team grounded in trust and loyalty, aligned with the company’s values, vision, and mission, and committed to diversity can be a challenging endeavor. A team built on these principles will likely be highly effective, characterized by open communication, receptiveness to criticism, and a commitment to inclusion. Ultimately, this approach aims to drive sales growth and enhance revenue.

References

Bunashe, J., & Broder, L. (2015, June 12). How leaders can best manage conflict within their teams. Retrieved from https://www.entrepreneur.com/article/247275

Cohen, S. G., & Bailey, D. E. (1997). What makes teams work: Group effectiveness research from the shop floor to the executive suite. Journal of Management, 23(3), 239-290.

Early, P. C., & Makowski, C. (2000). Global virtual teams: A new frontier for management. Business Horizons, 43(6), 27-36.

Kirova, V. (2017). Exploring the role of the strategic marketing department. Journal of Marketing Development and Competitiveness, 11(2), 27-38.

Mikoluk, K. (2013, July 11). Importance of teamwork in business: How to optimize collaboration. Retrieved from https://blog.udemy.com/importance-of-teamwork/

O’Berry, D. (2011, April 11). How to create a team charter for success | The Fast Track. Retrieved from http://quickbase.intuit.com/blog/how-to-create-a-team-charter-for-success