In the 21st century, the capacity to lead teams has become a critical ability for the leaders and the managers. However, as it happens with teams, one sometimes does come across malfunction members who can be classified as being a slacker or an obstructionist. A slacker is a team member who shirks work or responsibility, not out of inability or incapacity, but owing to a natural and personal inclination to do so (Holpp, 1998). An obstructionist or a toxic group member is usually an individual who methodically and systematically impedes and blocks the progress of a project (Holpp, 1098). Hence, team leadership essentially involves the talent and the ability to deal with all forms of members in a team, be it the slackers or an obstructionist. As per the existing knowledge and theories of team management, the best way to deal with a slacker or an obstructionist is to follow a mixed approach, which aims at confronting the inherent propensities of such people, to bring them out into the open, while accompanied by soft tactics like acknowledging one’s best qualities and by motivating one to contribute to team effort (Holpp, 1998). Such a hot and cold approach towards the personality types under consideration is bound to yield the desired results, because of its moderation and versatility (Holpp, 1998).
A slacker shirks responsibility or work does not mean that one is devoid of talent, skills, insight or aptitude. So, simply speaking, a slacker stands to be a potential asset for a team if somehow one figures out a way to make one work (Holpp, 1988). Usually a slacker tends to avoid or by pass responsibility because one has a perception that the other team members are not consciously aware of one’s tactics of or predilection for d...
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... that long ingrained negative tendencies and habits cannot simply or only be cured by avoiding them or by trying to win them over by extending praise, motivation, rewards or incentives (Holpp, 1998). In a team scenario, one can only solve a problem by actually facing that problem. So, whether it is a slacker or an obstructionist, one cannot correct a problematic team member without confronting one. Of course, the problematic team member may not always end up becoming cooperative after a confrontation. Still, this should not serve as an excuse for ignoring or avoiding a problem that is holding a team back. An effective team leader is always left with two options, either to make a team member work or to chuck one out. And both of these options ultimately amount to confrontation.
Works Cited
Holpp, Lawrence. (1998). Managing Teams (1st ed.). New York: McGraw-Hill.
What are some common threats to each of the essential conditions for successful team performance? What are the psychological factors underpinning these threats?
...y, a leader cannot control every aspect of the team or project working on, ergo an effective leader must understand this and adapt their leadership mind to different scenarios. Even the most inspired and passionate team still experiences rough patches no matter what the leader does. The best thing an effective leader can do in this situation is to remain professional and keep a tranquil attitude.
People may possess a multitude of skills and qualities that make them leaders but only a select few contribute to their success. These qualities help to distinguish them as leaders in their homes, committees and more. As a leader, one should always strive for their “team” to get better rather than just being good (Halverson). pushing them can be effective in helping them to get more done and improve their skills. A leader would not work his followers to the bone for they would tire out easily. this could end up decreasing productivity while people would look forward to working. By wanting to improve, a team can push through barriers as opposed to only trying to reach a certain level. Th...
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I know a person that I can consider as ineffective leader. He is very inconsistent, resilient in obtaining incentives, inconsiderate and unprofessional in dealing with people and doing his work. He is wor...
Leading teams today is a unique opportunity. Interaction between managers and employees has changed so much over the last few decades (Robbins, Decenzo, & Coulter, 2013). Leaders of the past used an autocratic theory, meaning that employees did was their boss asked and did not question why. The employee did not participate in any decisions or give any input to new ideas. The leaders of today understand that if they want to maximize their employee’s performance they must be a leader that influences their employee. It is a different relationship of the past.
... resolution via coaching, constructive criticism and positive actions. Additional measures may need to be taken should behavioral issues persist to include the termination of team membership and/or repercussions for non-active participation. Resolving negative issues by turning performance around can only be accomplished when team members clearly understand their role within the team and the importance of their participation. This occurs with the encouragement and support of all team members; hence team morale improves in addition to team productivity, efficiency, and effectiveness.
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As the old saying goes, "An ounce of prevention is worth more than a pound of cure." The dynamics of a team can be very diverse. Sometimes that's good and sometimes it's bad. It is so important to extinguish all issues from the very beginning because otherwise they lie buried and slowly build into something that is blown out of proportion. It is important to safeguard the team from this by setting up a system of routine meetings, and team rules to where people have a chance to discuss and solve potential problems in an open unbiased forum.
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The area of team leadership attracts a lot of attention in the modern world because of the need to assemble and deploy diverse teams for the completion of projects. The future of many corporations relies more and more on the kind of team leadership they have for their projects. This paper explores a number of facets that constitute effective team leadership.
Likewise, the conflict should be acknowledged as soon as it is seen and prepare for the resolution. During such time, the discussion about it plays vital role towards resolving the conflict. In order to maximize team efforts, teammates must cooperate with each other and try to resolve conflict with proper and transparent communication. While resolving a conflict, it is also important for the teammates to remember why they are together in the first place and follow their best foundational strategy.
Teamwork is becoming more important in the work place, because of the leaders and the fact that it allows full participation with all employees. In order to complete several different tasks, managers and supervisors usually perform teams and assign different tasks to complete one major assignment. Team work starts at the top (Smikle, 2009). When supervisors or managers are willing to administer teamwork, they are enabling the employees to follow. Managers or supervisors set good examples when they delegate tasks, but more importantly express to the employees how teamwork is productive. Employees work by example, more so now than by demands.
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Large companies such as Auto Industries use teams to help build their company. Teams have several individuals working together to come up with innovated ideas to help benefit the company as a whole. The managers that are watching the challenges and progression of the team are crucial. The teams are individuals that have different experiences in the work field that come together to build creative proposals to help grow the company.