Analyzing the Team

Last week, you began to analyze your team by considering its level of emotional intelligence (EI). You also considered the communication style of both the team and leader. You will continue analyzing the team and its leaders by using the concepts that we have studied this week. Consider the following categories and answer the questions:
What are the common values team members’ shares? How do these common values help the leader?
Are there any shared team values, which, if present hinder the team’s performance? Justify.
Are there any shared values missing which if present would enable higher team performance?
Is the leader a value-based leader? Justify.
What action steps would enhance the shared values of the team?

In this team, there are some values shared by the members. These shared values, for example, include listening to one another open-mindedly without interruptions, sharing information, experience, and knowledge, and expressing concerns. The leader of the team benefits from these shared values as he can arrive at key decisions agreeable to the members, as well as positively challenging destructive behavior and dishonesty of the members without backlash due to the open-minded nature of the team. Accordingly….


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How would you analyze the leader of the team using the four EI dimensions (self-awareness, self-management, social awareness, and relationship management)?
What competencies does the leader have that are strengths?
What competencies might be lacking or are weaknesses?
Is the team marked by resonance (positive emotions) or dissonance (negative emotions)?
What action steps would help improve the leaders’ EI?

I would analyze the leader of the team using self-awareness (EI dimension) by determining whether he understands his emotions, and how to control them when handling the team. Using the self-management dimension, I would determine whether the team leader can manage or handle the team without resorting to verbal attacks, makes emotional or rushed decisions, and compromises on his values. Accordingly, I would use the…

Is power shared in the group? How?
Do team members feel empowered?
Is the level of empowerment in the group appropriate? Why?
What conditions exist that support team members’ feelings of empowerment?
What conditions exist that if removed could increase team members’ feelings of empowerment?
What action steps could improve empowerment/motivation in the team?

The power is shared in the group. Every member of the group has a position with the authority to oversee the execution of a specified activity. For example, the power-sharing agreement involves every member of the team having a say through participation in various activities, as well as influence the decision-making process. At the same time, the team members feel empowered because the decisions made in the team are not passed until everyone agrees, and after their contributions have been factored in. Accordingly, the empowerment level in the group is appropriate because every individual….
What type of communication occurs in team interactions (i.e., persuasion, information, entertainment, relationship)?
Does the correct type of communication occur or does the wrong type of communication frequently occur?
What type of communication method does the leader use? Does the leader listen, persuade, manipulate, or coerce?
What actions steps could improve team communication?
Team Design
How well is the team designed? Is there any category of the team design phases (i.e., task analysis, people, process or procedures) that needs to be re-examined and possible changes made?
Where is the team at in the stages of team development?
What action steps could improve team design or development?


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