For the interview assignment in Team Dynamics, I chose to speak with Dan Kidd. He is a self-employed Certified Public Accountant (CPA), who lives in Cullowhee, NC. He earned his Bachelor of Science in Business Administration with a concentration in Accounting in 1972 from the University of South Carolina. For the next five years, he earned his CPA and increasing management positions in a CPA firm. Except for a couple of years, he has held a private practice since 1977. Due to recent changes in professional standards, Kidd has also received the credential of Chartered Global Management Accountant, (CGMA) which shows he “achieved proficiency and leadership in management” (“AICPA CIMA Joint”, 2011) Mr. Kidd stated that his workplace has evolved throughout the years, foremost dependent upon the amount of clients’ work he had. From there, he said building a team is a constant process of matching his employees and their abilities to work that reflects suitable pay with appropriate charges for the clients. If a college age worker could enter data the same way a CPA could, then it would be best for the client if the less experienced and hence lesser fee be charged for that portion of the work. When asked about the makeup of his team of workers, Mr. Kidd said there are many factors to be taken into consideration. All weaknesses and strengths need to be taken into consideration when deciding if, where and how a person can work at the office. Workers need to have a concept of a client’s business if they interact with them, as well as social skills that put them at ease. Attention has to be placed on how the personalities in an office create one organism. If someone does a task well, but lacks important social skills, then it can be co... ... middle of paper ... ...ICPA, CIMA Joint Venture Would Offer New Management Accounting Designation. (2011, March 3). Journal of Accountancy. Retrieved December 8, 2013, from http://www.journalofaccountancy.com/Web/20113959.htm MindTools.com. (2013). Resolving Team Conflict: Building Stronger Teams by Facing Your Differences. [Online]. Available from: www.mindtools.com/pages/article/newTMM_79.htm. [Accessed: December 7, 2013]. Sirgy, M. J., Efraty, D., Siegel, P., & Dong-Jin, L. (2001). A new measure of quality of work life (QWL) based on need satisfaction and spillover theories. Social Indicators Research, 55(3), 241-302. Retrieved from http://search.proquest.com/docview/197620843?accountid=12381 Wageman, R., Gardner, H., & Mortensen, M. (2012). The changing ecology of teams: New directions for teams research. Journal of Organizational Behavior, 33, 301–315. doi:10.1002/job.1775
Believe it or not, all teams are deemed as dysfunctional, things don’t always go as planned; because teams are made up of human beings who are flawed and imperfect and everyone is not always on the same page. In order to make a team work, you have to take the good with the bad and have the courage to fight through all the obstacles that will be thrown in the way during the process. The book follows Kathryn Petersen, the CEO of Decision Tech and she faces a tough crisis in leadership, which is uniting a team that is in turmoil and it can cause the whole company to crumble into pieces that may be unsalvageable.
Bateman, T.S. & Snell, S.A. (2009). Management: Leading and Collaborating in The Competitive World, New York, New York: McGraw Hill Companies. (p. 101)
Kouzes, J., & Posner, B., (2007). The leadership challenge, (4th ed.). San Francisco, CA: Jossey-
Kouzes, J. M., & Posner, B. Z. (2007). The Leadership Challenge (4th ed.). San Francisco, CA:
Please note that the opinions expressed below are a generalization of the organization. Specific opinions may or may not apply to specific individuals.
Individual success at work is a subjective concept. For some it is defined by the rank that they attain within the company, for others it is defined by the lifestyle that their occupation has allowed them to lead. No matter what the personal definition of success at work is, its achievement is largely influenced by the individual’s interpersonal and intra-personal perceptions. Interpersonal perceptions, that is being able to understand others, and their actions, has high significance when working in the diverse team environments of a workplace. While, interpersonal perceptions may not directly contribute to success at work, it contributes heavily towards the individual’s ability to work in teams, which if done successfully, will directly contribute to individual success at work (Poon 2004). Even before the individual is employed, employers look past their academic performance and look closely at how they well they work in a team and to do so they need to have good interpersonal perceptions of their team members (Baker-Evelet...
With such a degree of team work expected by the organization so to should the human nature of individuals placed in such situations to form bonds and relationships beyond work be expected. The days of 9 to 5 with plenty of time in the evening and on weekends to interact with others socially are not as prevalent in today’s U.S. workforce. The U.S. works longer hours than other countries and takes shorter vacations if any at all compared to other countries.
Team Dynamics is how a group of two or more that works together for a common goal. One definition of a team is: two or more individuals associated in some joint action. (Webster’s New Collegiate Dictionary (1976). In the business & education world, these joint actions should have some mission or objective that achieves results like a research paper. My Team C has come together with a common goal: Writing a successful paper for week 5 on “What safeguards exist currently to ensure academic honesty & are they working?” For this to be possible we must learn how to work as a team.
Bateman, T.S., & Snell, S.A. (2011).Management: Leading and collaborating in a competitive world (9thed). New York, NY: McGraw-Hill Irwin.
Kouzes, J., & Posner, B. (2007). The Leadership Challenge (4th ed.). San Francisco, CA 94103-1741: Jossey-Bass.
After taking the test and receiving my results, I was not surprised by what I saw. I scored moderate in Model the Way, moderately high in Inspire a Shared Vision, moderately low in Challenge the Process, High in Enable Others to Act and Encourage the Heart. The three observers were teammates from a previous class (MGMT 313) taken earlier this year. We were assigned as a team in the beginning of the quarter and worked on multiple projects together. The leadership roles between my teammates and I switched depending on our strengths and weaknesses considering the project.
Places of business are flooded with a variety of personality types that give both strengths and weaknesses to the establishment. Although the workplace is crowded with different ways of thinking and performing, there are two main categories that an employed person may fall under while completing their work. Contrary to popular belief there are multiple differences that vary between personality types in professional settings like characteristics, work ethic, and relationships with co-workers and the boss.
In the workplace it is essential individuals understand both their own personalities and also how to interact with other people based on their personalities. “Understanding others and how they function is a first step towards having good interpersonal relationships in the work environment and thereby enhancing personal effectiveness” (Chauhan & Chauhan, 2006, p. 357-358). Individual personalities can vary greatly and it is highly possible for different personalities to clash when working together, particularly in team situations. Different personalities within work groups help to influence the team performance in two distinct ways. Firstly, as an input factor, which...
Managers should understand an employee’s skills and abilities to make an informed decision on whether or not to hire him. Once hired a manager uses skills and abilities as a deciding factor for an employee’s job placement within the corporation. Secondly, an evaluation of an employee’s personality helps the manager in his leadership approach of that employee. Thirdly, perceptions can be the deciding factor of whether or not a candidate is hired and or promoted. An individual perceived as fitting in may be hired to negotiate business deals. Particularly, if the individual shows a favorable attitude through actions and deeds and has strong values and behaves
Taris, T. W., & Schreurs, P. G. (2009). Well-being and organizational performance: An organizational-level test of the happy-productive worker hypothesis. Work & Stress, 23(2), 120-136. doi:10.1080/02678370903072555