Team Meeting Memo Essay

As team leader I am responsible for organising workloads on a daily basis to ensure DVLA office service targets are achieved. I prepare a rota on a weekly basis allocating staff to different duties depending on their experience and abilities. Workloads dictate which duties take priority.

Following Bolman and Deal’s organizational structure and human resource frames, the third frame could arguably be the most impacting on an organizations employee’s sight and reference regarding their organization’s culture. Symbolic framing views organizations as theaters (Bolman & Deal, 2008; 2015), where its employees are acting out their duties and responsibilities grounded in the organization’s myths, values, ceremonies and rituals (Bolman & Deal, 2008; Henderson, 2015). In this regard, organizations are often judged more on their performance in a theatrical sense, than the product outcomes themselves, as the performance creates alignment in its employees (Smith, 2012). In the structural frame, we understood that organizations obtain efficiency through proper alignment in departmental and communication lines, identifying excess in order to streamlining processes. The human resource frame encouraged us to conceptualize that organizations achieve success by focusing on who is in the right or wrong position and acknowledging the needs of the employees, certifying that both employee and organizational needs should be met to promote organizational success. The symbolic frame challenges us to view the organization from a different perspective, looking deeper into the organization’s culture as the answer for alignment and unity toward a common goal. Symbolic framing aims to capture the hearts and minds of all those involved in the organization, as symbols are often the

After posting for your group, compare one of your team to another type of team.

List these headings in your memo. Please do not forget to list the headings - Facts, Issue and Short Answer, Analysis, Counter-Argument, Rebuttal, and Conclusion.

The Case of Chris Cunningham involves all the different frames. As I read the case, I did my analysis and placed myself in the Structural and Political frames. The case had prime examples of political power from many levels of the organization. The political view of organization might seem strange in light of traditional assumptions of control from the top. These same dynamics of conflict, coalitions, and power are found at every level of human affairs. MANN (1986, 2013)

As part of the two person executive secretariat team at Embassy Baghdad, I helped support our primary Mission Iraq goals: protecting America’s security by countering violence and instability, and renewing America’s competitive economic advantage through bilateral relationships and economic reform. Our team not only directly supported the Ambassador’s and the Deputy Chief of Mission's (DCM) engagement with the highest-level Iraqi interlocutors, but also supported working level meetings and reporting from all sections at Post, including USAID and the Departments of Defense, Treasury, and Justice. In the six months since my arrival, our team has processed more than 1,000 papers. Our work, almost always completed on the day of receipt, includes editing for grammar and content, checking and securing clearances, and drafting supplementary

Alan Litchman and Laura B. Trust, Co-Presidents of Finagle a Bagel, own a bagel business in Boston (Parrino, Kidwell, Bates, 2012). Alan and Laura met in business school and after gaining business experience in other industries they purchased the bagel business with the intent of growing it as much as possible. They have two primary target markets: 1) retail stores and 2) wholesale accounts with large institutions. In this paper, we will briefly discuss a few of the strategies they used to manage their working capital.

Our meeting with PwC for the 2016 Continuous Quality Improvement Project (CQIP) for the Nationally Consistent Collection of Data on school students with disability (NCCD) is on 21th November, Monday at 11.00 am. I am not sure if Lutfullah bey would like to attend the meeting as well. We will be bringing different cases from four different campuses, our NCCD flow chart and 2015&2016 NCCD list for all campuses.

The nurse as a coordinator helps to ensure the collaborative working together of inter-professional and inter-agency team, so as to achieve a seamless approach to the delivery of care. Craven et al (2017) stresses that the result of coordination is a team working together with a unified purpose. Hence, team working is an essential part in meeting the complex health needs of patients (Goodman and Clamow 2010) however, the skills of the members must meet to the health needs of the patient (Llyods and Heller 2012). As can be seen in Lisa’s case where the different referred professionals are specialists on their particular field, for example the MS nurse is a specialist for Multi Sclerosis condition (MS society UK 2017). When there is a working

In this Memo, I wanted to highlight some key points in regards to the group work that we will be performing in the incoming weeks. Everybody has specific strengths and weaknesses, and hopefully this will allow us to recognize specific strengths and weaknesses, along with any possible concerns.

There are four frames that Bolman mentioned, such as rational system/structural, human resource, political, and symbolic. Once leaders try to understand organizations deeply, they should pass through these four frames, which help them all-round understand organizations. Moreover, successful leaders would rely on different frames instead of one.

In this paper I will discuss how a team/group can become a high-performance team/group, examine the demographic characteristics and culture diversity and the impact on the team/group behavior. I will also describe how demographic characteristics and cultural diversity contribute to or detract from high-performance groups or teams.

Trust – In a team there are high levels of trust which enables members to express ideas and opinions freely and confidently. This allows feelings to be discussed and also will conflict can be resolved due to this. In a group there is usually a lower level of trust between

I am on an FLL (FIRST Lego League) team called the Twisted Toys. Our project that year was incredible. We had a model of it as our project presentation board, it met all of the requirements, and we scored perfectly on it at the regionals competition. I am a programmer on the team, apart from helping with project and core values. My dad has been the coach of this team for 7 years, ever since it was created. He was also a coordinator for the STEM Center, a building with about 10 FLL teams, 2 FTC teams, and # Jr. FLL teams. Because of this, I was very involved and always around the STEM Center and other FIRST events.

The forming, storming, norming, performing model of team development was first introduced by Bruce Tuckman in 1965. He argued that these phases are all necessary and inevitable for the team growth, overcoming challenges and tackling problems, finding solutions, planning work and delivering results. Tuckman later added a fifth phase, adjourning, which is referred to by some as the mourning stage, which involves completing the task and breaking up the team. (Wikipedia, 2005) All teams, whether social, academic, or professional go through these five phases during team development (more permanent teams may not immediately face the adjourning phase) either consciously or subconsciously and the cycles are repeated