Case Analysis For The Army Crew Team
I. Introduction
The Army Crew Team is in utter frustration since the team that consisted of the top 8 members with excellent strength and condition, rowing technique, and psychological dimension kept frequently losing the JV team before the national championship race. Facing with this problem, Coach P. hold a meeting with the team members to discuss about the problems among the team. Now on, he has to make a decision among the choices of switching the Varsity and Junior Varsity boat, switching individual boat members or intervening to improve the Varsity boat’s performance.
II. Problem identification
1. The members of Varsity don’t cooperate with each other and there are so many
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Pros: it is safety to keep the stability of the team before the Nationals and it is a good way to promote the team responsibilities of the team members.
Cons: some team members may get used to the problems in the team and the contradictions among the members and no team leaders may have a negative effect on the team.
3. Hold a meeting among all team members and coaches to communicate honestly and openly in order to find and solve the problems especially the problem among the several disrupters.
Pros: it is favor to the communication among the team members and it is also conductive to establish a good relationship between the team members.
Cons: maybe after the communication, all the problems appear again since the effect of the talking is limited.
4. The coach should improve his leadership style and communicate frequently with the team members to find problem early and solve the problem.
Pros: It is conductive to find and solve the problem to create a stronger and more united team.
Cons: It has a relative high requirement for coach and it is not an easy job.
IV.Recommendations
1. Neither switch individual members nor switch the Boats and just create a better team structure such as assigning a team leader.
2. Hold a meeting among all team members and coaches to communicate honestly and openly in order to find and solve the problems especially
Also working in a team give people the chance to be supportive with each other and help one another.
Team members need to know that problems encountered can also be used as a teaching tool and their input is , damages for mistakes that have been made. Everyone makes mistake and staff need to feel that they won’t be punished, but if they are held accountable that the discipline be done quickly so they are not walking around with a feeling of impending doom. All staff at some point will have corrective action, but it needs to be fair and a teaching plan must be done.
Sports management is a really broad field, therefore I decided to focus on my minor and one of my major interests of this field: coaching. In this paper I will be explaining my personal five building blocks that make up a well-rounded coaching philosophy and coach. Those blocks are; leadership, organization, attitude, respect, and resiliency. Each of these five aspects are equally important and balance each other out. Leadership, the action of leading a group of athletes towards a goal. Organization, being able to organize a team and have a plan in order to help the team achieve goals. Attitude, it is very important for a coach to have a winning and positive attitude that is contagious to the players. Respect, there has to be a good
Cons: Incur loss in the first year; hard to find an advisor whose work ethic and values are similar to the company’s; takes time and effort to train
The fourth step is to identify the root causes. In this case, the root cause of the problem appears to be the teammates inability to consistently attend practices. It is possible that his inability to attend practices is because of other commitments he made. The reason causal factors like frustration and a lack of trust seem to exist between teammates is because of consistent losses or lack of wins during games. The fifth and final step is to recommend and implement solutions that will also keep the problem from reoccurring.
3.1 Assess the process for monitoring team performance and initiate changes where necessary 3.2 Evaluate team performance against agreed objectives of the plan 3.3
My team has a number of strengths. First of all, it is the flexibility of majority of team members, thereby creating an effective team. The team members, although they come from different units, they are capable of accommodating each other’s views resulting in a strong team.
• use strategies for promoting collaborative decision making and problem solving, facilitating team building, and developing consensus.
The third team problem was that norms and values were not identified. Their main problem was the repetitive decision making process with no consensus.The objectives of their meetings where not stated nor was there proper time management. Henry should prepare an agenda of objectives and communicate them clearly to the group prior to the meetings. He should appoint Dana as minute taker for the meetings to ensure schedule is followed and necessary post meeting actions clearly stated and executed.
Another benefit is that conflicts are solved properly. There will inevitably be disagreements when a group of people from different background are put together. When conflict arises in teamwork situations, employees are forced to resolve the conflicts themselves instead of turning to management. Learning conflict resolution is a skill that
The coach also does not create any positive feedback for the weaker links on the team to work with. Instead of telling the team they ALL did well, the coach focuses on who are the better athletes. As a result, the members feel
Communicating in Teams. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .
Following spring break, varsity team members became unhappy and critical of one another. These behaviors were an early indication of a lack of trust needed to be addressed immediately. Trust is paramount in crew. It is important for team members to trust others to correct mistakes, allowing the boat to regain balance and maximum speed (Snook & Polzer, 2004). The early lack of trust among Varsity team members later resulted in a fear of conflict, lack of commitment, avoidance of accountability, and inattention to results by team members. This was verified by a diagnostic tool described Lencioni’s book The Five Dysfunctions of a Team. In order to have been successful, the Varsity team would have to trust one another, engage in unfiltered conflict around team issues, commit to decisions and plans of action, hold one another accountable, and focus on the achievement of collective results (Lencioni, 2002).
Without trust among team members and having fear of conflict due to the ability to engage in unfiltered debate leads to no commitment in the team. Without these first steps team members have no base to hold each other accountable for their actions. Causing team members to put their individual needs first.
This has numerous benefits, from being able to stay focused to building rapport with your team player or workers, to even resolving conflict and reducing stress in the long run.