Groups And Teams Read the minicase at the end of Chapter 11, “Integrating Teams at Hernandez and Associates.” Write a paper in response to the two questi

Groups And Teams Read the minicase at the end of Chapter 11, “Integrating Teams at Hernandez and Associates.”
Write a paper in response to the two questi

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Groups And Teams Read the minicase at the end of Chapter 11, “Integrating Teams at Hernandez and Associates.”
Write a paper in response to the two questions listed below, with a minimum of six citations from the assigned reading (not the case) in Hughes, Ginnett, and Curphy (2019). (Note: It is not necessary to do any outside research beyond the information in the minicase and the assigned reading.)
Make certain that you utilize the Team Leadership Model (TLM) to respond to Question (a)(i) below.   
Provide a detailed explanation for your evaluation that demonstrates clear, insightful critical thinking.

Like many leaders, Marco has a team in place and does not have the luxury of building a new team to adapt to the changing business environment his firm now faces. Use the TLM to help Marco diagnose the problems faced by the firm and identify leverage points for change.

Consider the major functions of the TLM—input, process, and output. Where do most of the firm’s challenges fall?
What are the team’s goals for outputs?

Identify potential resources and tools from the content in Chapter 11 of Leadership: Enhancing the Lessons of Experience that Marco and his team could use in assessing term performance and developing a strategy to change the way they conduct business at Hernandez & Associates.

Your paper should be 500–600 words in length Because we have emphasized that leadership is a group or team function and have suggested that one measure of leadership effectiveness may be whether the team achieves its objectives, it is reasonable to examine a model specifically designed to help teams perform more effectively: the 
Team Leadership Model
, or 
TLM

47–49 (shortened from earlier versions that called it the Team Effectiveness Leadership Model). Another way to think of this model is as a mechanism to first identify what a team needs to be effective, and then to point the leader either toward the roadblocks that are hindering the team or toward ways to make the team even more effective than it already is. This approach is similar to McGrath’s50 description of leadership, which suggested that the leader’s main job is to determine the team’s needs and then take care of them. This approach also will require us to think about leadership not as a function of the leader and his or her characteristics but as a function of the team. As the title of the model suggests, team effectiveness is the underlying driver.

Because we have emphasized that leadership is a group or team function and have

suggested that one measure of leadership effectiveness may be whether the team

achieves its objectives, it is reasonable to examine a model specifically designed to

help teams

perform more effectively: the

Team Leadership Model

, or

TLM

47

49

(shortened

from earlier versions that called it the Team Effectiveness Leadership Model).

Another way to think of this model is as a mechanism to first identify what a team

needs to be effective, and then to point the leader either

toward the roadblocks that

are hindering the team or toward ways to make the team even more effective than it

already is. This approach is similar to McGrath’

s

50

description of leadership, which

suggested that the leader’s main job is to determine the team’s needs and then take

care of them. This approach also will require us to think about leadership not as a

function of the leader and his or her characteristics b

ut as a function of the team. As

the title of the model suggests, team effectiveness is the underlying driver

.

Because we have emphasized that leadership is a group or team function and have
suggested that one measure of leadership effectiveness may be whether the team
achieves its objectives, it is reasonable to examine a model specifically designed to
help teams perform more effectively: the Team Leadership Model, or TLM
47–49
(shortened
from earlier versions that called it the Team Effectiveness Leadership Model).
Another way to think of this model is as a mechanism to first identify what a team
needs to be effective, and then to point the leader either toward the roadblocks that
are hindering the team or toward ways to make the team even more effective than it
already is. This approach is similar to McGrath’s
50
description of leadership, which
suggested that the leader’s main job is to determine the team’s needs and then take
care of them. This approach also will require us to think about leadership not as a
function of the leader and his or her characteristics but as a function of the team. As
the title of the model suggests, team effectiveness is the underlying driver.

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