Team Lead Of Robert and Linda Samples †MyAssignmenthelp.com

Question: Discuss about the Team Lead Of Robert and Linda. Answer: PPT: Roll Play Team Lead: it is quite unfortunate you have both failed to maintain the organisations and projects goals and objectives and opted to complete each other rather than work as a team. We are hoping you have revaluated the level of concern and understood the objectives you are expected to meet? Team member: the problems occurred due to me trying to outperform my colleague Linda so as to gain favour and popularity among the organisations heads. It was only a natural instinct to complete for a higher position and recognition which led me to stray my focus on the objective of the project. This has been and important lesson to me as I have been able to understand I need to maintain the organisations objectives and work as a team. This is essential for the organisations development as team work helps attract many benefits which would otherwise be unachievable. Team Lead: Robert, since our last meeting and discussion have you had an opportunity to develop any theories linked to organisation change and how we can successfully implement the strategies at OZ market? Team member: Yes since the meeting held between you me and Linda I have invested considerable time towards the subject and been able to identify some important organisation change strategies and theories which I must practice before implementation so as to set an example. Change will in most situations create confusion among employees and collages making it critical that change is managed to prevent affecting the organisations or individuals performance. Team Lead: how do you intend to implement and train others regarding organisation change. Team member: I intend on implementing change by setting and sample thus allowing others o view me as a role model rather than a competitor. Sharing information and knowledge would be my first propriety Team Charter Company Objectives Organisation growth Increase Profitability Expand globally Participants Directors Management HR Manager Staff Conflict Resolution Team work Communication reporting Goals Boost service delivery Boost efficiency Adopt Technology Promote innovation Talent development Defined Skills Communication Business Management Problem solving IT Team contribution Communication Plan Proposals Meetings Emails Phone Weekly plan Milestones Monthly progress report at all levels Performance performance reports and reporting at weekly basis Member Contribution Individual, departmental Oral Presentation Increasing Engagement and Participation among the Stake Holders The first step linked to managing workplace conflict being able to detect the conflict and rivalry before it goes out of control. This has already been observed at OZ Market where the project milestones are not being met as a result of the rivalry. This makes it imperative to hold a meeting between the two employees and highlight their shortfalls (P. N, 2011). Its important to demonstrate the importance of maintained current operating performance and also contribute towards the ODP project. The ODP project can also be broken in the sections which should be distributed equally to Robert and Linda. Activities to Help Defuse the Conflict between Robert and Linda Both employees would be responsible for maintaining their targets and milestones and must be able to present a consolidated project report to the management. This will encourage communication and eliminate rivalry thus defusing the tension and allowing both colleagues to work as a single unit. Its critical for the presentation and reports to be compiled together and all points discussed and understood amount the two as each would require presenting their colleague's reports (Dinkin, Filner, Maxwell, 2012). This would ensure proper project understanding among both colleagues whereby the project finding would be undertaken separately but compiled and discussed among the two due to each need to present the others report. This may difficult but it will encourage synchronization among the two and ensure they focus on project development, not individual gain Facilitating Groups to Work Through a Problems Resolution While working for an organization, an individual should not consider they working for their own benefit but should be focused on benefiting the organization as a whole. This makes it critical to encourage teamwork and knowledge sharing among employees so as to build a positive culture amount the groups and employees (Bchel Moss, 2007). Individuals who share knowledge are likely to raise to higher management positions faster making it important to highlight the benefit of these qualities and facilitate groups to work together and resolve problems as a single unite and team. Resolving Conflict between Robert and Linda The conflict between Robert and Linda is only occurring due to the two individuals intending to secure a high post or recognition for their knowledge and experience and contribution towards the project. This has resulted in both competing for the position which is now affecting the business negatively. To resolve this conflict both employees would require being given a strict warning by the management due to failing to manage their previous responsibilities and not meeting their targets. The two would now require managing the project together and report relating the project progress as a single team (Cloke Goldsmith, 2011). Both shall be responsible for all outcomes thus both must collaborate to manage the project while maintaining their previous responsibilities. A single report will be presented for the project of which either of the two can be selected by the management to make the presentation thus encouraging the entire project is properly understood by both individuals. Interventions Necessary in the Scenario The above scenario has attracted considerable negativity among the two teammates who have placed their personal gain and development above the project. This decision has resulted in the duo undermining their responsibilities and trustworthiness which clearly demonstrates their irresponsibility. To defuse the situation immediate and strict disciplinary action must be taken on both employees with their punishment being to demonstrate their ability to work as a team (Keethaponcalan, 2017). Failure to demonstrate this will result in individuals withdrawal from the project and replacement with another fitting staff member. Both individuals will then be expected to collaborate and work as a team with the sole objective of benefiting the project. Repercussion of the Disciplinary Decision Employee conflict is common among exam metes of the same ranking where they complete to secure more attention. Its unlikely that once would resign as long as the concern has been directed to both the individuals. The HR manager should not point or blame one individual as this could be classified as victimization and could result in the individual resigning (Ramsbotham, Miall, Woodhouse, 2011). The situation and concern must be highlighted with regard to both individuals and both placed responsibility for the flaw thus helping encourage both to work as a team in future. Method : questions What is the importance of organisation change and how does it contribute towards the organisations performance/ Who contributes towards the organisations development and growth? How can the staff contribute towards the organisations performance? Innovation and improvements? How can conflict me managed at the workplace? How can a team lead / manager set a good example for other team mates? What contributions have you made towards product and service improvement How can you deliver a more interesting and interactive workplace? How do you maintain and improve your knowledge and understanding What is the importance of teamwork and contributions Who can you handle workplace conflict? Bibliography Ments, M. V. (1999). The Effective Use of Role-play: Practical Techniques for Improving Learning. Kogan Page Publishers. Roche, W. K., Teague, P., Colvin, A. J. (2014). The Oxford Handbook of Conflict Management in Organizations. Oxford: OUP Oxford.