Fostering Effective Teams: Managerial Roles and Creating a Positive Work Environment

QUESTION

The poster for this assessment will focus on the roles of managers and how through relationship building and teamwork they contribute to shape the organisation.

 

1. Review the roles of managers and the characteristics of effective teams (e.g. clear purpose; open communication; informality; participation; listing; consensus decisions; shared leadership; self-assessment; style diversity, etc).

1.1 In your opinion, in which ways can managers, through their work, create effective teams?

1.2 What rules should managers set in order to foster effective teams?

1.3 Provide two (2) rules and one (1) work example and link to the topics from the workshops.

 

2 Review the content for weeks 2 (Understand emotional intelligence, Explore the concept of job satisfaction and Explore how organisational commitment influences outcomes) and weeks 4 (Explain organisational value, explain types of culture, Explain how organisational culture is developed, Understand the process of changing culture). Now consider your responses to point 1 and the rules that you established.

2.1 Do you think your rules contribute to employee work satisfaction? In which ways?

2.2 Justify your response using at least one (1) theory and 1 (one) example and ensure you reference in the poster.

 

(Please comment the answer as below)

 

Roles of Managers 

Henry Mintzberg written about descriptors of 10 management roles in detail in the 1970s. The role of managers is organising and overseeing a particular group, project or sector within a business.

 

Roles

• leadership (or interpersonal): the ability to communicate a vision and inspire people to embrace that vision.

 

• informational: involve the receiving and sending of information—whether as a spokesperson, a mentor, a trainer, or an administrator

 

• and decision making: use the information they gain to form business and strategic decisions.

 

Characteristics of Effective Teams

• Clear purpose (Giving team members a sense of direction and inspiring them to strive toward shared objectives)
• Informality (A loose and informal team environment fosters invention and creativity, its enables team members to communicate more freely)
• Participation (Team members are more likely to take ownership of their work, more devoted to the outcomes)
• Listening (Active listening. Managers should encourage the habit of hearing everyone out and taking their opinions into account)
• Civilised disagreement
• Consensus decisions
• Open communication (Promote an atmosphere to voice their opinions)
• Clear roles and work assignments
• Shared leadership (Managers may discover particular capabilities and assign leadership roles accordingly. This strategy improves team performance while also fostering the growth of future leaders)
• External relations
• Style diversity (An inclusive workplace is fostered by acknowledging and embracing the various working styles present on the team)
• Self-assessment (Routinely assessing team performance and pinpointing areas that need improvement, self-evaluation workshops or conduct performance evaluations)

 

1. Provide two (2) rules and one (1) work example and link to the topics from the workshops.

 

Two (2) rules

1. Promote Respect and Inclusion: 

Establish clear guidelines emphasising how crucial it is to treat each team member with respect and decency. This rule promotes psychological safety by making people feel valued and accepted for who they are. Team members are more likely to take ownership of their work, more devoted to the outcomes.

 

b) Maintain the lines of communication open: 

Psychological safety is essential for successful teamwork. Managers should create rule that promotes open conversation, idea sharing, and constructive criticism without concern about rejection or unfavourable outcomes.

 

One (1) work example

Regular Team Feedback Sessions

 

Managers set up recurring team feedback meetings where team members are encouraged to share their genuine opinions regarding issues, workload, and team dynamics. The idea of “Understand Emotional Intelligence” from the week 2 session is in line with this practice since it encourages self-awareness and empathy among team members. Team members may create deeper emotional bonds and provide more support for one another by freely communicating their feelings and any problems, which will increase job satisfaction.

 

 

2. Contribution of Rules to Employee Work Satisfaction:

 

• Promoting Respect and Inclusion: Team members are more likely to be content with their work environment if they feel valued and involved. The rule taken to get team members to participate together in an initiative to achieve a common goal.

 

• Maintain the lines of communication open: Job satisfaction is increased by fostering an atmosphere where team members may freely express their ideas and views without worrying about facing consequences.

 

2.1 Justification using a Theory and Example:

 

Theory: 

Meyer and Allen’s three types of commitment

 

The three components are:

• Affection for your job (“affective commitment”).
• Fear of loss (“continuance commitment”).
• Sense of obligation to stay (“normative commitment”).

Promote respect and inclusion and an open atmosphere to voice increase psychological safety of employees and be satisfied with their job. Employees are more likely to take ownership of their work, more devoted to the outcomes.

 

According to Meyer and Allen’s Affective Commitment, If an employee is affectively committed to their organisation, they typically identify with the organisational goals, feel that they fit into the organisation and are happy to be one of the member of the organisation. This increased job satisfaction is likely to add to their feeling of affective commitment.

 

Cameron and Quinn (1999) built an organisational culture framework, They identified 4 types of culture – clan culture, adhocracy culture, market culture, and hierarchy culture. The clan culture welcoming idea and feedback, where every employee is valued. Clan culture boast high rates of employee engagement, promotes productivity and improved employee experience.

 

Example: 

 

Employee’s opinions and feedback are valued when management have established norms fostering respect and inclusion and open communication. Employees thus experience more support, hearing, and value, which improves job happiness.

 

The illustration shows how the set guidelines are in line with Meyer and Allen’s Affective Commitment and Cameron and Quinn (1999)’s clan culture framework, both of which are addresses how organisation promote employee job satisfaction by providing a helpful and encouraging work environment. A positive work culture and employee perceive emotional attachment to their organisation, employees share clear, measurable goals, and be committed to each play their part in the overall success of the organisation, which boosts engagement and productivity.

ANSWER

Fostering Effective Teams: Managerial Roles and Creating a Positive Work Environment

Introduction

The success of any organization relies heavily on the roles of managers and the dynamics of the teams they lead. Effective managers play a pivotal role in shaping their teams and the overall organizational culture. This poster explores the roles of managers, the characteristics of effective teams, and how managers can create a positive work environment through relationship building and teamwork.

Roles of Managers

Henry Mintzberg’s management roles provide insights into the multifaceted responsibilities managers undertake. These roles include:

Leadership: Managers communicate a compelling vision and inspire their team members to embrace it.

Informational: Managers facilitate the flow of information as spokespeople, mentors, trainers, or administrators.

Decision Making: Managers make informed business and strategic decisions based on the information they gather.

Characteristics of Effective Teams

Effective teams exhibit certain characteristics that contribute to their success:

Clear Purpose: Teams with a defined sense of direction and shared objectives are more motivated and focused.

Informality: A relaxed and informal team environment encourages creativity and open communication.

Participation: Team members who take ownership of their work are more committed to achieving positive outcomes.

Open Communication: An atmosphere that promotes free expression of ideas fosters innovation and collaboration.

Consensus Decisions: Inclusive decision-making processes lead to stronger commitment and better outcomes.

Shared Leadership: Distributing leadership roles according to strengths enhances team performance and leadership development.

Self-Assessment: Regular performance evaluations and self-improvement efforts drive continuous growth.

Style Diversity: Embracing diverse working styles creates an inclusive workplace and enriches team dynamics.

Rules for Fostering Effective Teams

Managers play a crucial role in creating an environment that fosters effective teams. Two important rules are:

Promote Respect and Inclusion: Establish clear guidelines emphasizing respect for all team members, promoting psychological safety and team cohesion.

Maintain Open Communication: Cultivate an atmosphere of open dialogue, idea-sharing, and constructive criticism, ensuring all voices are heard.

Work Example: Regular Team Feedback Sessions Managers can organize regular team feedback sessions, encouraging open discussions on issues, workload, and team dynamics. This practice aligns with the concept of emotional intelligence, encouraging self-awareness and empathy among team members. Enhanced communication fosters deeper bonds and increased job satisfaction.

Contribution to Employee Work Satisfaction

The established rules contribute significantly to employee work satisfaction:

Promoting Respect and Inclusion: Employees feel valued and involved, enhancing their job satisfaction and commitment.

Maintaining Open Communication: A culture of open dialogue reduces anxiety and fear, leading to higher job satisfaction.

Justification using Meyer and Allen’s Commitment Theory and Cameron and Quinn’s Culture Framework

Meyer and Allen’s Affective Commitment theory aligns with the rules, suggesting that when employees feel valued and identified with their organization, their job satisfaction increases. Cameron and Quinn’s clan culture, which values employee input, boosts engagement and productivity. These theories validate the positive impact of the established rules.

Conclusion

Effective teams are integral to organizational success, and managers play a vital role in shaping them. By adhering to the rules of promoting respect, inclusion, and open communication, managers create a positive work environment that enhances job satisfaction, employee commitment, and overall productivity. This approach aligns with established theories and frameworks, leading to a thriving and successful organization.