Introduction
Issaquah Philharmonic Orchestra was set up in October 2000, and became a non-profit organization in February 2012. IPO has been performing 3 public concerts annually since November 2003, and its mission is to offer opportunities for qualified musicians, both young and old, to perform music, and to raise the level of music education and enhance the performing arts in Issaquah (“Issaquah Philharmonic Orchestra,” n.d.).
This paper analyzes the team effectiveness of the IPO board using a list of 10 performance measures for evaluation, taken from various academic and industry sources. The paper also shows several important dynamics which contribute to IPO’s success and offers suggestions to improve the orchestra’s board
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304).
Kreitner and Kinicki (2013, pp. 307, 323) also wrote that effective teamwork depends on clear purpose, informality, members’ participation, listening, civilized disagreement, consensus decisions, open communication, clear roles and responsibilities, shared leadership, effective external relations, style diversity, and self-assessment, while high-performance teams are created through participative and shared leadership, alignment on purpose, effective communication, future-orientation, task-focus, creative talents, and rapid response. In addition, some industry articles suggested the following criteria for effective teams: diversity, clear goal, effective communication, trust, ownership, job competencies, leadership competencies, morale, and operations metrics (“Characteristics,” n.d.; “Evaluation criteria,” n.d.).
There are two threats to team effectiveness. First, the Asch effect, when an individual’s judgement is distorted by an incorrect but unanimous opposition, and second, group think, when a cohesive in-group members choose unanimity over appraisal of alternative courses of action (Kreitner & Kinicki, 2013, pp. 290, 292). Diversity is important to mitigate the risks of the Asch effect and group think. Solution
From the above sources of assessment of team effectiveness, 10 performance measures are selected to evaluate the IPO board. Seven measures, namely diversity, clear
The features of effective team performance is set up through positive leadership, this is something which is developed and nurtured. An effective team will work together, be focused and all the time supporting each other along the way to achieve and reach goals. For a team to be effective, each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aware of the skills or weakness within the team and be able to provide support were necessary and also utilise their strengths. Training and support will enable staff to improve
Gill puts forth his four pillars of excellence in which he thinks every good board possessed. These pillars are Board Development, Management of board work and meetings, decision making and . board and organizational culture.Throughout this paper I will show how after the departure of sarah the league designed and created a good board by implementing each pillar.
| “The top 10 features of an effective team are: * clear purpose; * open communication; * constructive conflict; * effective problem-solving and decision making; * defined roles, responsibilities and accountability; * strong relationships; * systems and procedures; * experimentation and creativity; * measurement and self-assessment; * shared leadership.” For a team to be effective, they need to have clear
The features of effective team performance is set up through positive leadership; something which is developed and nurtured. An effective team will work together, be focused and supportive of each other to achieve and reach goals. For a team to be effective, each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is respect for the leader/manager and an understanding towards their job role and responsibility.
Members Characteristics – Overall, Hausman did a good job on assembling his board of directors. When determining who will make a good board member there are several things to look for. First a good board has an expert in legal matters, accounting, marketing, human resources, and finance. The only expert missing from RO’s board is a human resources expert. Next it is important to ensure that all board members will be able to regularly attend meetings. While most board members were local, several were not, and it was an area RO could improve. Also for outside members of the board, it is important to have knowledge of the industry and/or target market. With the appointment of the EVP of a large health snack company, Hausman made a good appointment (although location is an issue), but the knowledge that the CEO of the tech company may bring to the table may not be valuable. Finally, it is important to have complimentary personality traits. Overall, the RO’s board of directors is a strong, valuable board.
The success of a team is impacted by many different factors. Like in the excerpt “Steve Jobs” and magazine article La Vida Robot, the team of Jobs and Wozniak and the team from La Vida Robot they were all able to cooperate with one another to get the most out of their individual skill. Also, in La Vida Robot and “Steve Jobs” with the help of the team leader being savvy with business he was able to get the funds for the project and also his motivation skill helped the team in the long run. A team must have two essential qualities, the first one is that the team must have a group leader that is savvy with business and can take charge, also the team must be able to cooperate with one another.
Malcolm ford said that “Diversity: is the art of thinking independently together” . Diversity in teams is vital to achieve effective solution where every team member brings in unique expertise that results in all-inclusive approach for possible solutions. In this process different sets of eyes with unique pair of glasses see the problem and solution differently from one another that creates a wider coverage range. In the article “Putting your whole brain to work” Dorothy Leonard and Susaan Straus discuss about how Creative abrasion is necessary for productive results. They discuss how a manager understands that different people have different thinking styles: analytical or intuitive, experiential or conceptual, independent or social, logical or values driven. These thinking styles ultimately influence the decision-making abilities of a team. Even though these diverse teams are essential and have many benefits they are clearly prone to dysfunction because of the very reason of their origin i.e. considerable diversity among team members. With all these advantages and limitations of a diverse group comes the most challenging task of making a decision within the group. The various ideas have to be encouraged and accepted within the group; simultaneously the group has to work together to reach a conclusion by zeroing down on one idea that emerged from a group or the integration of ideas from the group. In
While team production performance is something that can be easily measured, leaders must also recognize that there will be difficulties of evaluating a team’s performance. “Measuring intangible items such as communication, team leadership, meeting effectiveness, cooperation, and problem-solving ability is more difficult for management than measuring the productive processes,” (Buckenmeyer, 1996). Therefore, the team appraisal system must be unique in its methods. Members must have a clear understanding of the team and their role in order for the team to function and rewards and evaluation process should be determined and be clearly defined so that each team knows what the expectations are. Each team will undergo internal processes to create team charters and establish procedures to deal with conflicts such as social loafing and to overcome obstacles. Team member performance and rewards will be dependent upon each individual member creating a peer pressure to excel and discouraging social loafing.
Do you have any Non-Executive Directors or Mentors who add value to the Board, and will give potential investors more confidence through their expertise, be they sector experts or generally experienced business people? List them with a brief biography highlighting achievements and relevant experience.
Every new business commences with a concept or thought or an idea. For instance, an entrepreneur may be knowledgeable and passionate about something, or maybe there is an urge to fill a gap in the marketplace and therefore turn the thought into a business. In order to make this business idea work perfectly, it is necessary to carry out market research, write a business plan including realistic projections, target the right market and prospects and develop an effective team to support. A team is a group of individual coming together so as to achieve a common goal. However there are different types of a team member that are essential in creating a new entrepreneurial venture, such as the shapers, chairperson, monitor-evaluator, company worker, team worker, et al. All these personalities and diversities are needed in an organization to be successful.
The relation between board size and firm performance both concludes has most influentially (Yermack 1996).the tradeoff between benefit and drawbacks to the effect of board size on firm performance (Garcia-Ramos, 2010).in addition to supervise managers the BOD role play a very important role (Fama, 1980).In monitoring management the important characteristics of BS, Board Composition to effect the effectiveness of the board (Jensen, 1993). The possibility that large board can be less effective than small board
A board of directors is the most important body in every organization. Every organization has boards of directors consisting of a few people who are eligible to drive the organization to achieve what they want. People who are on the board of directors were among those who are believed by the company 's shareholders. They are usually a volunteer who is trustees of the corporation who represent and responsible to the company’s clients, to the community, to funders, to the government and to taxpayers as a whole. They were given a high confidence entrusted to run the company well based on knowledge and values that they have. Attributes such as trustworthiness, hardworking, confident, able to make decisions with accurate, honest, intelligent, high integrity and others should have in every individual who is a part of the board of directors. On individual attributes like these that can lead an organization to achieve the set goals as well as to enhance the
Examination of various correlations revealed two types of boards; Boards that have a more formalized structure, which share a common vision, have low occurrence of intra-board conflict, or with employees, are involved in day to day processes, engage in strategic planning, put in a lot of hour on behalf of the company, and have a strong core group to inspire them. The other Board is of the opposite end of this cluster of variables. The findings established that there exists strong correlation between the characteristics of the board and perceived effectiveness of the board. For an organisation, having a board, which shares a common vision, is vital as having a CEO as the main source of that vision. Boards that accentuate strategic planning are prosperous in eluding deficits. Conversely, boards that have fewer intra-board conflicts are likely to have higher deficits.
Developing team effectiveness is a fivefold process which some may say begins with effective recruiting by setting the stage for team development, establishing team cohesiveness, team norms, team size, and ultimately trying to minimize team conflicts. Companies segregate themselves into small teams they call departments, and for any department to perform at its peak the team will not only have to have diverse skills and knowledge, but also be able to work well together to produce favorable outcomes.
While the team is often used to the goal of being consistent and consistent, excessive emphasis on consensual behavior can also lead to an optimal decision (Janis 1972). Perhaps, the most famous example is the "groupthink", when too much emphasis on group consensus, can produce "groupthink", for fear of failure group cohesion and failed to discuss important alternatives (Janis 1972). The diversity of the team can often be solved by introducing a different perspective. In fact, team diversity has a positive effect on the quality and process of team