|
SAMPLE
TERM PAPER OUTLINES AND PAPERS
Term Paper House provides term papers in all formats including
APA, MLA, CHICAGO / TURABIAN styles. Below is a sample term
paper named "
Immigrants
Contribution In USA Development".
Click on the desired style in which you want to view the paper.
Sample
"Immigrants Contribution In USA Development "
( MLA format )
Sample
"Immigrants Contribution In USA Development "
( Chicago / Turabian format
Running
Head: NURSING LEADERSHIP
Nursing leadership
[Name of the author]
[Name of the institution]
Nursing Leadership
Purpose
Statement
Purpose statement: To describe the differences between poorly
and highly functioning teams and their stages of transition.
A team that functions well can be more productive than the
mere sum of the individuals' work; team members may also enjoy
their work more. Poorly functioning teams, however, can make
life miserable. They can increase turnover and actually retard
productivity.
It's not easy to change a poorly functioning team into a high
performer. Teams tend to stick in whatever mode of functioning
they develop.
Teams should be able to commit to a shared goal, to listen
and respond to others in an objective and productive way,
to take on different roles in the group in order to accomplish
shared ends, to be open and honest with one's ideas, concerns,
and values, to be a leader as well as a follower and to not
carry hidden agendas into team meetings.
Team leadership differs from traditional top-down leadership
in the following ways (Bradford, 1976, as adapted by Yukl,
1989):
1. Responsibility for group effectiveness is not on the leader's
shoulders but is shared by the group.
2. Control over the final decision is not held by the leader
but is best left to the group.
3. The importance of one's position and power are de-emphasized
in team leadership.
4. The leader perceives the group not as a set of individuals
but as an "interacting and collective team."
5. The task-oriented functions of the team are not performed
only by the leader but are shared by the entire group through
its new roles.
6. Group maintenance functions are not performed systematically
but are emphasized and shared by the group as a whole.
7. Socio-emotional processes and interactions, while mostly
ignored by leaders in top-down settings, are observed closely
by team leaders
8. Expressions of members' needs and feelings are not discouraged
but are encouraged by team leaders and are dealt with openly
in meetings.
Poorly functional teams According to Katzenbach and Smith
(pp. 21-23), resistance to working in teams is often the result
of:
· Lack of conviction that teams are worth the effort
· Discomfort and riskiness for individuals
· A school that lacks clear focus on performance and
success
Each of these sources of resistance can be overcome. Lack
of conviction can be eliminated as the group develops common
goals and starts to work together. Discomfort in a team setting
can be reduced when individuals are encouraged to speak up
and feel more comfortable in the group. A weak focus on performance
and success in the school can be remedied as common goals
and a shared school vision are developed.
First, realizing it had enormous problem-solving strength
but virtually no one to direct the team's energy and follow
through on solutions, a poorly functional team brought in
a manager from another department. A manager has a unique
and critical set of natural abilities that make it easy for
him or her to provide leadership and direction.
Next, that team has to recognize that it needed to pay more
attention to the one or two members who were strong in logical
problem solving. These people became leaders of the research
and strategic planning efforts of that team. One of these
members becomes the recorder for team meetings: issues were
not decided until she was satisfied that all the problems
were thought through and that there was a working plan for
implementation.
That team goes from being an under performing and frustrating
group to be the company hot slot. Unlike in systems, this
change occurred quickly and it continues to endure. By learning
and using a shared neutral language of abilities, and by using
this to create a team profile, a poorly functional team was
able to come to a shared team vision for how they wanted to
accomplish their major roles in the organization.
Summary
As we have seen in the article, the managers act as a role
model to the team and once a team has grown in any functioning
direction, it is very difficult to divert and change the course
of its performance.
References
The
Wisdom of Teams: Creating the High-Performance Organization,
1993 by Jon R. Katzenbach and Douglas K. Smith
Yukl,
Gary (1989). Leadership in Organizations Englewood Cliffs,
NJ: Prentice Hall, Inc.
|
