Organizational Effectiveness Of Team Performance During Camp At Fairthorne Manor

In the case “Managing a Global Team: Greg James at Sun Microsystems, Inc. Tsedal Neeley states that lack of inappropriate communication, leadership and decision-making is root of the crisis of HS Holdings. Generally, cultural diversity is based on many things one being the idea that certain characteristics should not be completely disregarded but regulated and valued as important. With this in view, diverse cultural issues can result in organizational problems. First, we must view your techniques to manage your global team and recognize the primary root of the problems. Secondly, you will need to identify who should be responsible for the crisis of HS Holdings because of miscommunication and inefficient leadership. Thirdly, defining roles and job descriptions is extremely important in an open work environment and

The culture of team is weak, as there are no established norms and values or ground rules. As such, there was a discrepancy in the development of the team during the norming stage, as discussed previously. The team also engaged in a cultural clash in terms of industry areas, country/ethnic differences, and subcultures. The MGI founders related to a creative and artistic industry, while the students were business focused. The cultural differences manifested themselves in terms of language and expectations. And finally, within the subgroups were individual subcultures, which lead to a difference in values, roles, purposes, and goals especially when disagreements between these subcultures occurred (Hofstede, 1998). Multicultural teams can be more

However, diversity of the group is not managed properly and conflicts are not handled effectively because of poor communication. There is a serious degree of trust problem in the team. For example, Merz has not much confidence in team members’ competence and she is not believing in their ability to deliver the product. Therefore, we can’t talk about a team efficacy for this team. Everyone asserts his/her expertise and experience but no one regards and trust each other’s. Lastly evaluation system of performance of the employees is a serious problem. While they were working both in the project and in their functional areas, they were evaluated only on the basis of performance on their functional area. This situation definitely destroys motivation of the team.

Participating in the course Foundations of Organizational Leadership presented many opportunities to enhance and enrich my perspective on leadership as well as develop my own unique leadership philosophy. By observing the theories, models and cases presented in Northouse, Kouzes and Posner textbooks, I was able to learn through the experience of others what a true leader should represent. While considering the strengths and weaknesses of each theory, I am able to implement a leadership style with an effective approach tailored to many different types of learners. In addition, witnessing both the triumphs and failures of various businesses and leadership styles, helped me confirm my personal stance and aspirations towards becoming a leader. By implementing what I have learned from the course and textbooks, I will address in this paper what specific leadership theories, styles and models have contributed to forming my own leadership philosophy. In addition, I will also define the values, qualities, strengths and weaknesses and ethical considerations that pertain to my stance on leadership. By integrating a faith based approach as the foundation of my leadership style, I hope to implement my new philosophy into my current and future career path.

The leadership models/theories that will be demonstrated are skills-based leadership, situational leadership, and leader-member exchange theory.

Discuss the varied challenges faced by leaders or managers concerning teams made of a diverse workforce; which include team members that are from different countries or virtual.

Leadership comes in different forms and in different aspects of life from private business to government entities (Wren, 1995, p. 5). The models of leadership used are dependent upon the individual attributes of the leaders, for example traits, values, self-identity, skills, and competencies (Yukl, 2013, p. 136). A close look at select leadership models and how they compare and contrast with each other provides insight into the types of leadership that might be employed within organizations as they face various leadership issues and challenges.

According to Horner (1997), "In some cases, leadership has been described as a process, but most theories and research on leadership look at a person to gain understanding." According to Wren (2004), "People found advantages to forming and working together in groups." (p. 6). Classical Leadership started approximately the early 1800 's around the time of the Industrial revolution. The Modernism Era was a new step forward in the studies of management. This model deals with the flexibility in the management.

The leadership styles adopted by both executive and team managers’ levels within Computime more or less follow John Adair’s simple Action-Centred Leadership model. This model emphasizes that to be effective in achieving organizational goals, there is a clear need for team managers to continuously keep a balance between the task itself, the team and the individual. From this model, it is understood that the leader needs to build overall team morale, improve on the quality of solutions offered and also continually develop the team.

The drawbacks of the cultural diversity lead us to the ineffectiveness in communication or miscommunication or even a conflict among all the group members. The diversity in a group affects proper interaction among the group members, which ultimately affects the performance of all individuals in the group. In addition to this, diversity is also effective as individuals from different culture to have different views, which can contribute in increasing the efficiency of the task (Leonard, Graham & Bonacum, 2004). Additionally, for me, the most challenging part of being assigned in a group was working and communicating effectively with my group in a clear and assertive way. My group was the first to present the presentation, so we had to focus on the proper management of time to complete the task. Ellis (2012) says that delegation can offer significant time savings when accomplishing group tasks and this is something we should have considered more as we often did not take into account the particular strengths or weaknesses of the individuals in our

In the case “Managing a Global Team: Greg James at Sun Microsystems, Inc. Tsedal Neeley states that lack of inappropriate communication, leadership and decision-making is root of the crisis of HS Holdings. Overall, cultural diversity is based on the idea that cultural identities should not be discarded or ignored but rather maintained and valued. In view of this, diverse cultural differences can result in organizational problems. Firstly, identify your techniques to manage his global team and recognize the root of problems. Secondly, identify you should be responsible for the crisis of HS Holdings because of miscommunication and improper leadership. Thirdly, defining the important role of open work environment and diversity play in the case in order to focus on improvement of this two. Fourthly, finding out short-term development and long-term development for James to match solving organizational problem. At the end, summing all findings in a conclusion . Mentioning Greg, he is an unquestionable technical elites. After he earned a Bachelor of Science in Computer Engineering from Stanford University, he chose to work for the Sun Inc. Within four years, he had risen in the Data Protection and Recovery Department. Five years later, he achieved the Sun outstanding Manager award. (Neeley and Delong 5) Now, James works on a global team management position where he is struggling with team management. Within the team there was a lot of stress being built up

The influence that management and leadership styles along with communication systems have on the development of leadership, trust, and accountability in a culturally diverse virtual team is unknown. The problem that this study will address is the lack of knowledge concerning management and leadership styles needed to effectively manage a virtual team with multiple cultural backgrounds and the lack of tools to develop each member’s leadership, trust, and accountability skills. A quantitative study will be used to understand the necessary management and leadership styles and communication systems to effectively manage a culturally diverse virtual team.

Leadership has been studied from a wide range of perspectives and thus it means different things to different people. Some people view leadership as the focus of group processes, some others view it from a personality or skills perspective, to some others leadership is an act or behavior, some school of thought describe leadership in terms of power relationship while some view leadership as a transformational process (Northouse, 2012). Looking at the various definitions of leadership, there are various terms that are important; including the fact that leadership is a process that involves influence and the attainment of a common goal, and usually occurs in the context of a group (Northouse, 2012). The path-goal theory is one of the

They’ve been feeling disconnected as well as feeling discomfort by team members as their two managers, Nazr and Ashok, don’t get along. There’s an underlying and perceived racism going on between the two teams as well. They were not able to focus on the problem at hand and understand one another since the trust and respect were not established among members. Another dysfunction this team is facing is lack of leadership. It is no doubt that Greg is well established and valuable employee of Sun Microsystems, Inc. with many notable accomplishments. However, he overlooked specific challenges of leading a virtual global team and the importance of his role as a leader. As Hill stresses, “it is essential to understand the role of leadership within teams to ensure team success and to avoid team failure” (Hill, 2010, p.242). Effective leadership is even more crucial with virtual teams and demands “50% more investment” (Dyer, Dyer, & Dyer, 2007, as cited in Hill, 2010, p.248). Greg failed to read all the “personal and contextual nuances” and potential conflicts among his team members (Hill, 2010, p.248). He failed to understand potential meaning of silence, misunderstandings, team process, and overlooked signs that have eventually led to discontentment and misunderstandings of his team members. Greg formed his team rather quickly, composed of seven members from France, Inida, UAE, and US. James hired them based on their credentials and impressive resumes, but he didn’t

The evolution of globalization and the advancement of communication technology have increased the amount of cross cultural, virtual teams in existence in today’s business world. Cross cultural, virtual teams can leverage on the diverse experiences of its members to achieve good results even without the members meeting face to face.