Leadership and Ethics for Managers Week 3

This assignment builds upon your work in Units 1 and 2.

A teams success or failure depends on its individual members’ behaviors. Negative behavior by one team member can be enough to derail the success of the team. Every team member or workgroup has an ethical responsibility to take one’s duties seriously. The job of the leader is to foster ethical accountability. In this unit, you will guide team development that supports a culture of ethics in the workplace.

For Part 3 of the report on ethics, create a team development plan that identifies 23 challenges of leading teams or workgroups in the workplace. You will discuss the following:

  • Determine if the challenges are cultural or ethical in nature.
  • Discuss each challenge and provide an example of each and the impact on both the team members and the organization.
  • Provide a solution for each challenge selected.
  • Discuss how each solution supports the culture of the organization.

Deliverable Requirements

Your development plan must be at least 5 pages in length. Be sure to cite sources using APA properly; include references and in-text citations.

Submitting your assignment in APA format means, at a minimum, you will need the following:

  • Title page: Remember the running head. The title should be in all capitals.
  • Length: 5 pages minimum
  • Body: This begins on the page following the title page and must be double-spaced (be careful not to triple- or quadruple-space between paragraphs). The typeface should be 12-pt. Times Roman or 12-pt. Courier in regular black type. Do not use color, bold type, or italics, except as required for APA-level headings and references. The deliverable length of the body of your paper for this assignment is 5 pages. In-body academic citations to support your decisions and analysis are required. A variety of academic sources is encouraged.
  • Reference page: References that align with your in-body academic sources are listed on the final page of your paper. The references must be in APA format using appropriate spacing, hanging indent, italics, and uppercase and lowercase usage as appropriate for the type of resource used. Remember, the Reference page is not a bibliography but a further listing of the abbreviated in-body citations used in the paper. Every referenced item must have a corresponding in-body citation.

create a team development plan that identifies 23 challenges of leading teams or workgroups in the workplace

Introduction

As a leader, it can be easy to focus on your own goals and work toward them. But if you want your teams and workgroups to succeed, they need more than just your direction–they need leadership. If you’re looking for ways to improve the performance of your employees, this article will teach you how to tackle some of the most common challenges facing managers today: team development planning and creating an environment where everyone feels comfortable sharing ideas and expressing their opinions.

The Human Element

The human element is the most important part of any team. It’s the glue that holds your workgroups together, and without it, you’re going to have trouble making progress. The problem with most teams isn’t that they don’t have enough people; it’s that they have too many people trying to do everything at once–and this can lead to discord and confusion among team members. So what can you do?

First off, create a list of all of your employees’ strengths (as well as their weaknesses), then match these up with their roles on your team so that each person knows what he or she needs in order for him or her to perform optimally within his or her job description:

Social Interaction

Social interaction is a key to team building, motivation and productivity. Social interaction is also essential for team satisfaction and creativity.

Team Structure

Team structure is the way you organize your teams and workgroups. There are many different ways that team structures can be organized, including:

  • Hierarchical (also called “top-down”) teams are led by one leader or manager who has authority over all other members of the team.
  • Flat (also called “bottom-up”) teams are led by everyone on the team equally.
  • Mixed (also called a “hybrid”) approach combines elements from both hierarchical and flat approaches; for example, a project might include two alternating groups of people with different roles who work together toward common goals while being managed by one person with overall responsibility.[1]

Communication and Information Sharing

Communication is a two-way street, and information sharing is important. The best way to improve communication is by sharing information. However, there are many situations where information does not get shared effectively because people don’t know how or what kind of information needs to be shared in order for it to be effective. Information sharing can also be difficult if you’re not skilled at it–not everyone has the natural skills needed for successful information sharing!

Leadership

Leadership is the most important part of leading a team. It’s the ability to inspire people to do their best, motivate people to do their best and get them working together as a group.

Leadership skills can be broken down into five main areas:

  • Inspiration – being able to get others excited about what they are doing
  • Motivation – getting others interested in doing something different than what they were doing before, or just plain getting them involved in something new altogether (this includes both internal motivation and external)
  • Leadership – having the ability to guide people toward success through communication and leadership development

Motivation, Rewards and Recognition

Motivation is a key factor in team development. It’s the reason why you have a team, and it’s also one of the most challenging aspects of leading teams or workgroups: it requires leaders to be motivated themselves.

Leaders who don’t take care of their own motivation can’t expect people around them to feel motivated either–and if they don’t feel like they’re being rewarded for their efforts, they won’t put in those extra hours when things get tough!

Accountability and Supportive Relationships

  • Accountability and supportive relationships are critical to the success of any team.
  • You can’t be successful if you don’t support each other.
  • You need to be accountable for your actions, if they lead to a positive result or not–even if it means taking an unpopular stance on something, as long as it benefits everyone involved in the process!

Trust and Openness

Trust and openness are key components of team working. Trust is important for team members to feel comfortable sharing information, which allows them to give their best effort and make better decisions. The trust of a leader can also be a factor in how well the team functions.

Trustful teams are more likely to work together effectively than distrustful ones because they have built-in checks on each other’s behavior, such as peer review or open communication about issues that arise during meetings or after hours. These checks keep people honest and prevent misuse of power by any one person on the team (or person within an organization).

Conflict Management, Resolution, and Mediation Skills

The next set of skills you will want to develop is conflict management, resolution and mediation skills. These are all interrelated, but they each deal with different aspects of the process.

Conflict Management: Conflict management involves dealing with difficult situations where there is disagreement between people or groups in your organization. It can be both an internal or external problem depending on how it impacts your workgroup(s).

Resolution: When there’s a conflict in a workgroup that needs resolution, this means finding a solution for the issue so everyone can move forward together as one team again without having any problems arising from unresolved conflicts within their group(s). Mediation Skills: Mediation skills are helpful when dealing with issues such as disputes over compensation or promotions within organizations because they help facilitate meetings between parties involved so they can come up with solutions together rather than having someone else mediate those discussions between them directly.”

Task Design and Management Skills

Task Design and Management Skills

Task design is the process of creating a specific plan for completing a task. Task management is the skill set needed to efficiently manage and organize tasks within your team or workgroup. The ability to manage tasks effectively can significantly impact productivity, morale, and overall employee satisfaction.

These are the challenges you will face as a leader

You are now ready to create a team development plan that identifies 23 challenges of leading teams or workgroups in the workplace. You’ll need to consider what characteristics make up effective leadership, as well as how you can strengthen your skills and knowledge base.

These are the challenges you will face as a leader:

  • The first obstacle is that there are no standards for how to lead effectively; each organization has its own style of doing things–and this makes it difficult for leaders who want to do things differently than their peers. If you’re new at this job, chances are good that no one has ever taught you how to do it anyway! In addition, since almost every company operates differently from others (even those within industries), there aren’t any clear guidelines about what constitutes good management practices either.
  • The second challenge is finding ways for yourself and others around you who may not share your values or ways of thinking about things–or maybe even don’t even care about them! This can be frustratingly difficult when trying new things because everyone else seems so sure about what works best without ever giving anyone else an opportunity learn anything themselves first.”

Conclusion

Although leadership is a complex topic, there are many skills that can help you overcome the challenges of leading teams or workgroups. These include: communicating effectively, motivating people to do their best work, taking responsibility for your actions and those of others in your team, providing feedback and support to employees (not just technical feedback), and thinking about how problems might be solved collaboratively.

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