Effective Leadership And Team Dynamics For Improved Productivity In Jewelry Manufacturing Firm

Identifying the Problem Situation

Discuss about the Leading And Managing the Team Effectiveness.

Leading a team and controlling its different aspects is the most challenging job for a leader. The psychological understanding along with the emotional and organizational professionalism is mixed with the behavior of a leader. The organization has chosen their leader so that team bonding and effectiveness is driven in a right way. However, in some case the positional development did not get acquired as expected. At the initial role, there are some problems like communication, patching up with the person, not getting mixed with other people or the issues of power positioning, but gradually these things do not persist when an effective leadership influences a team and their dynamics get more and more relevant in the organization. Leadership role and responsibilities are important as that analyses the team’s productivity as well as places the company in a good position in this competitive market (Hoch and Kozlowski 2014).

In this report, the problem situation faced by the jewelry firm can be mitigated by effective team performance. There are some skilled workers in the organization who have the ability to work in the right manner and deliver optimum production to the organization. However, the scenario is different in that case, as they have some issues and due to that reason the required outcomes are not conveyed in a proper form. The basic understating of the paper is to analyze the team dynamics and effectiveness of leaders to link between diverse employees and get good production level.

The problems are identified by the leader in different sections. Intra-communication is the most affecting part of this as employees are not communicating in right manner so a distance between mentally and physically persist in their mind. Co-operation and helping each other does not happen in the workplace and that is one of the major problems in the organization (Bush and Middlewood 2013). If proper communication is not getting placed even between the team leader and members of the team, productivity level will decrease after a certain time. The employees are not working for a commongoal, rather they have a differentviewpoint and aspect to experience the organization evolvement. This is the reason team is not working together and rather individual performances is persisting.  A leader needs to take this initiative where the problemis underlined and deliver a proper solution for the mitigation of those problems.

Team Dynamics and Tuckman’s Theory

Team dynamics is an influencing force that encourages employees to perform in a right manner and maintain a good working relationship with all other employees’ and managers so that effective performance can be delivered. The situation of team dynamics is the improvement of overall team performance and mitigates all the conflict situations so that uniform objective is the targeted achieving motivation for employees (Kaifi et al. 2012). In this case,Tuckman’s theory of team or group dynamics is relevant and importanttothe group. The first formation of the group is required where the individual form of mentality is not allowed; rather a form of group activity is important in that case. The second state is storming and in this stage resistance of vision and arguing matters has come in the organization. The increase of work pressure level or the increased tension and defensiveness are the factor of this storming that basically affects the strategy of the company (Maynard et al. 2012). The next process is norming and the process indulges more friendliness in the company and the decision making steps and conflict resolution situations are quite easily handled in this situation.

The selection of roles and responsibilities along with the belief in success has been analyzed in this section and that basically personifies the constructive upgradation of the team.  The last section is performing and where beginning of result oriented vision and strategy has been formed. The attachment with the team and their internal problems are highlighted in this section but the working culture is continuing throughout the process and the newly implemented processing are strategies that are initiated so that effective level of performance can evolve.

Team goals and team nature is the main aspect of team performance. If team behavior, attitude and working mobility are good then the team should be successful and achieve their desired position. Three elements of collaboration are needed to make a successful team. Knowledge, Skills,and Attitudes are three factors of teamwork and collaboration. From the skill of knowledge, effective strategies can be placed by the organization leader and employees also. Leaders have to take the challenge in the ultimate time to step forward and initiate effective strategies to support the problem situations (Bush and Glover 2012). At the level of skill, commitment and team goals are important in that section and leaders to motivate their team to perform well. The effectiveness of team performance and a systematic development of teamwork will enhance in that process to uniform the process in a demonstrated way to success. The last section is attitudes and through the attitudes, core value or teamwork and relationship will grow up. Respect for the other team members and follow the leader’s directive way is the key attitudes implemented in this process to get better team functioning and value.

Effective Teamwork and Collaboration

The level of competency is depending on the progress evaluation of the team and their team skill aspects. There are lots of members in a team so the team efficacy needs to be there to encourage themselves in a way that achieves perfection. In case of production, one team can be the best; on the other hand, one team may be good in quality. So the difference is persisting and that will improve the group mentality also.

In this given organization rate of production is the most concerning factor. The goal of the manufacturing jewelers firm is to gain better production and distribution in this competitive market. In case of setting a goal, better demonstration of knowledge and the leading mannerism are important for the development of the organization.

Key performance indicator (KPI) of a team leader is an important aspect of this research. The jewelry firm is facing some production issue which can be nullified by the effective influence of leader. The key perspective of the leader, in that case, is to identify the problem situation and then impose the values of the organization (Mukherjee et al. 2012). Engagement of employee and make an individual communication between them is the process ofidentify the leaders’mindset. Employee support and training process for product innovation cases are the concern key performance measurement that organization evaluates before stand over choosing the leader.

Innovative decision making and planning for the better decisions are the main responsibility of leaders. In this case, four aspects of decision making are important from the leaders’ perspective. Planning, Organizing, Actuating and Controlling are the four segments of decision making and every situation are composting the same sort of positional deliverance.

In this provided organization, employees’ are skilled and they have enough knowledge about the job role. But in case of communication issues and delivering better productivity, planning for an organizational activity is a good approach for the employees (Hogg, Knippenberg and Rast 2012). They will communicate through those events and this relationship will encourage their productivity and make a productivity control over the organization position.

Performance evaluation is a process where team performance, their activities,and percentage of production havebeen analyzed. In case of an organizationaldevelopment, team performance is an effective part that reviews the leaders and team efficacy to manage a good position in the company. At first knowledge of work and skill and activities are judged. Then communication and their internal attitudes are determined (Fullan 2014). If communication with all employees is effective then uniform and relevant goal can be reached through the teamwork. Expense management and controlling are also reviewed by the management and how the team has performed in last couples of months also gets evaluated by the organization.

Key Performance Indicators of a Team Leader

Rewards are one of the motivating factors for employees as respect from the management is always special for employees. Rewards are highlighting good performances and stand in a position where the employee becomes an inspiration for others. Promotion reward is always expected from the organization, and other than this, gift, incentives, and extra money for overtimes are the expected rewards for the employees (Zander,Mockaitis and Butler 2012). In case of better reorganization, positional change is the better option for the employee and loves to take more responsibility and liability of the organization so that trust and commitment are persisted over the employee.

Organizational diversity persists in every organization. Employees are involving with the organization from different approaches and that is the reason conflict situation may evolve in those cases where the mentalities are not matched. In case of better productivity suggestions has been taken from the employees (Doppelt 2017). In such situation, diversities of strategies will be found and that enacted the conflict in some cases. Though the conflict has come for the development of business so organization management can take suitable opinion from the employees in case of leading into better production, this situation needs to be mitigated legitimately.

In case of a better relationship, providing motivation to employees is a responsible job that leaders have done. Workplace productivity will increase because of this process and that is reflected in their productive outcomes. If employees are being dependent on each other then communication and activities will proceed along with the matter. This change will build the relationship between employees in a stronger way. The relationship builds up outside the workplace also and that also affected their daily works and it leads to the better production as well. The relationship has formed in a way where at the initial level dysfunctional situation is there (Colbert,Barrick and Bradley 2014). After that struggling relationship period enter where employees are struggling to cope up with the situation. After that the no progressive situation that means inconsistent relationship stays back and after few months the ice breaking situation has come and employees are considered themselves as an average relationship. The change in relation situation improves when good understanding and relationship maintained by the employees and great relationship impacted on the organizational outcomes as well.

The meeting is very important from employees’ perspective as lots of issues have been faced by the employees that has evolved through the process. In case of critical understanding or implementation of strategies, meetings are very important. In some meeting sessions, leaders or managers ensure training and development of employees and also some of the rules and regulations have been introduced in this process (Cole, Carter and Zhang 2013). In case of complex situation, to know the employers’ perspective over the situation, managers have organized meeting and through the meeting, some effective solution can be found that can protect the company from the external penetrating factors.

Innovative Decision Making and Planning for Organizational Development

Team development is needed for the enhancement of the organizational productivity and culture. The team building effort is depending on some of the important aspects that is technically helping the organization upgradation. The goal, support, collaboration, training, motivation, and skill all segments are involved in the development of the team. In that situation, employees are motivated by the leader’s view and vision that encourage employees’ relation and effect on productivity (Gajendran and Joshi 2012). The team building issue and support from the leaders provide motivation to employees. In some cases, team spirit enhances by the strategic movements of the team. Planning is needed for that process, and then the innovation has come in this section. The struggle situation and team evolving nature is the best way to build a resourceful team.

Motivation comes from achievements and recognition. Most of the employees motivated by the money they get or the recognition or position offered by the company. In that situation, promotional growth and additional responsibility are provided to the employees and they motivated by the process (Yukl 2012). Herzberg Two factor theory is maintaining the motivation and hygiene in the same way and that encourage the employee to do better for the organization.

Effective communication is one of the significant ways to build a team. If employees are not communicating in a proper form then internal conflict situation of the distance in minds will always persist. In case of underlying the media mass cases, people are very much affected by communication problems where proper communication, understanding and ignorance is being dealt with right and wrong choice of organization handling. In case of this organization team member need to communicate to know each other (Liden et al. 2014). The process will influence the workplace dimension if they are emotionally tied up. Knowledge Gap theory is important in this aspect some experienced people are marinating the distance between them and other new employees but the process is just not applicable in that situations as the entire communication and building situation is important for the organization to make them a good position in the competitive business structure. The effort provided in team building cases is important. Communication motivates employees and leaders to understand the objective of the team as well as understand the importance of workplace they are involved in.

Some of the effective qualities are needed for leaders and all these qualities will develop the position of the company and get better productivity for the organization. Confident team handling and positioning the team at the best product one is the right way to manage the team. Effective communication and make an emotional understanding with the employees is the correct manner that leaders have to implement in their organization to deliver the best productiveness (Daspit et al. 2013). Leaders have to be fair and understanding so that emotional influenced reflected from their behavior. The skilled negotiator factor is the most important factor of leader and that impacted the team performance and decision-making cases.

Performance Evaluation and Rewards

Conclusion

Therefore it can be concluded that leading and managing a team is important for this jewelry firm as the leadership structure needs to improve a lot and along with that working culture needs to be defined in a right form so that production level will increase in a significant manner. Communication needs to improve in intra-team level and formation of team dynamics is important for this thing. The capacity of the team is good and that develops the productivity and analyze the problems in right way that relatively significant for the organization. The level of increase networking and increase the efficiency of team member through training and development is important and that provide the appropriate level of upgraded production for the organization.

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