What kind of team-player/ team member you are? 

SWOT as team member

Strength: My major strength which i have evaluated is that as a team member i am very cooperative. My communication and leadership skills are good which helps in coordinating with the other team members (Greer, et al., 2018). I am very honest and reliable person so people trust me easily and it helps in committing to the goals. I am also motivated person so i have any issue arises in the company being the team member i motivate other people and maintain the positive environment at the workplace.

Weakness: My major weakness as the team member is that i am not much patient who sometimes makes me angry and it affects the productivity. I love to take the risk but sometimes that rusk affects the productivity and profitability of the company also (Costa, et al., 2017). I am also not a good listener so i used to talk and communicate easily but when it comes to listen anyone, i can’t make the focus and it creates the communication gap.

Opportunity: The major opportunity i have as a team member is that when working in the team the task can be delegated effectively so it helps in doing the work on time and helps in achieving the goals and objectives of the company (Sweis, et al., 2018). Working with team also helps in dealing with every situation effectively as colleagues can collaborate with each other and help each other to grow. I have also found the opportunity that if anyone finds any issue while doing their work they can concern with other team member and can perform their role effectively.

Threat:  One of the major threats i have found is that disputes arises in the team which affects the overall productivity of the company. If any team member does not work effectively then it affects the productivity of the whole team. I have a threat that some other team members ineffectiveness does not affects my performance (Dhurup, et al., 2016). I have also had the threat that due to failure of one person the whole team has to suffer and the productivity has delayed.

In my team i would be the junior team leader because i have certain skills and characteristics which help in making me different from other team members. I have good communication and leadership skills so other team members decoded to make the team leader. Even i am very motivated and cooperated person with the other team members so in the absence of the senior team leader i am the one who take all the major decisions.

What kind a team you need? 

Being the team leader i expect that other team members work effectively and do their task on time. I need a team where all the team members have maintained good relationships with each other and cooperate with them (Mendes, et al., 2016). I want that every team should communicate effectively so that no communication gap arises at the workplace.

I want that other team members should have the characteristics of effective communication, mutual respect, shared the knowledge and skills, shared goals and objectives of the company, clearly defined roles and responsibilities of other team members, etc.

I need a team where all the team members are willing to learn new things. I need that team member which talk about the new ideas and innovation in the company and contribute their thoughts with each other (AFACAN FINDIKLI, 2015). I need the team which shows respect and honor for each other and share their expertise so that goals and objectives in the team can be achieved.

I need the team members which play an effective role and have the skills of collaborations so that task can be performed by working with each other. I also want that team members should work in the flexible environment so that they can focus on their work.

I need an effective team where team members communicate with each other effectively so that they can share their ideas, thoughts and opinions. I want a team where the team members should focus on the goals and the results so that contribution of the individual in the team can also be evaluated. I want a team where the members have the skills of contributing equally instead of performing one or two team members (Parker, et al., 2017). I want that team member should have the competency where they offer support to each other. Every team member requires help so other team members should be supporting so that production in the company can be enhanced.

I want that other team members should have the characteristics such as trust, respect, leadership, motivation, encouragement, etc. I want that every team members in the team should belongs to the different culture so that an effective decisions in the company can be taken. I also want that in the team member’s different personalities are there of different age groups so that broad range of ideas and creativity at the workplace can be build up (Tang and Naumann, 2016).

What are the values and rules/norms in your team? 

The main values which i think the team members should follow is related to managing the relationship follow ethical things at the workplace, shows honesty and integrity, provide job satisfaction to the employees and many other things. I think all the team members should be targeted equally and there should be no partiality at the workplace based on the religion, age and other matters (Bakker and Albrecht, 2018).

I think the core values which are important for the team members are growth and learning at the workplace, passionate about working, thinking big and small, doing the work rapidly and effectively. The major core value which has to be follow at the team members are they should laugh, loud and live effectively.

The rules and norms which are important in my team are clear and defined roles, ethical behavior, work should be done on the given time period, people should follow the discipline and rules and regulations, good behavior, etc. The team norms i think which is required in the team for the effective working  is treating each other with dignity, avoiding the agendas which are hidden, stay confident in every situation (Poth, et al., 2020). I also need that in the team the norms of genuine among the team should be there. The genuinely is there i don’t want any team members should be fake.

I think the rules which are necessary in the team is the team meeting on the frequent basis so that review can be done. Team meeting also helps in boosting the confidence so this rule of team meeting should be applied to bring the different sets of perspectives. The rule which must be followed in the team is that focus should be made on quantifiable goals. The team should have clear defined roles to all the team members (He, et al., 2015). This rule is essential so that day to day business activities can be done in the effective manner and resources of the company can be used. These rules are necessary in the team so that consistency and predictability can be maintained. Rules also help in achieving the desired results by guiding an effective action.

How do you assess and measure the success of your team?

When the goals and objectives set by the company is achieved then it is measured that team is successful. If the team is performing well and their productivity is enhancing then the team, is successful. The success of the team is also assessing by the KPI factors. In which metric is selected. The team has evaluated that if the revenues in the company has increased then it is one of the major factor that team member can evaluate their success.

The success of the team is also measured by the profitability in the company. If the profitability is achieved then the team is working effectively. One of the major metric of KPI is the income sources (Černe, et al., 2017). The team is successful when there is no conflict among the team members and team is working effectively by collaborating with each other. The success of the team is also measured by involvement of the team members.

If the team members are showing positive results and they establish the clear baseline then also the success of the team can also be measured. The effectiveness of the team is also evaluated by ascertaining the feedback and reviews from the team members. If the feedback and reviews are positive then team is working effectively (Demir, et al., 2018).

The success of the team is also evaluated by the number of present employees in the company. If the rate of turnover is high in the team them the team is not effective but if the team members are satisfied then the number of the absentees reduces and the performance of the team enhances.

References

AFACAN FINDIKLI, M. M. (2015). Exploring the Consequences of Work Engagement: Relations Among OCB-I, LMX and Team Work Performance. Ege Academic Review, 15(2).

Bakker, A. B., & Albrecht, S. (2018). Work engagement: current trends. Career Development International.

Černe, M., Hernaus, T., Dysvik, A., & Škerlavaj, M. (2017). The role of multilevel synergistic interplay among team mastery climate, knowledge hiding, and job characteristics in stimulating innovative work behavior. Human Resource Management Journal, 27(2), 281-299.

Costa, P. L., Passos, A. M., & Bakker, A. B. (2015). Direct and contextual influence of team conflict on team resources, team work engagement, and team performance. Negotiation and Conflict Management Research, 8(4), 211-227.

Demir, M., Likens, A. D., Cooke, N. J., Amazeen, P. G., & McNeese, N. J. (2018). Team coordination and effectiveness in human-autonomy teaming. IEEE Transactions on Human-Machine Systems, 49(2), 150-159.

Dhurup, M., Surujlal, J., & Kabongo, D. M. (2016). Finding synergic relationships in teamwork, organizational commitment and job satisfaction: a case study of a construction organization in a developing country. Procedia Economics and Finance, 35, 485-492.

Greer, L. L., de Jong, B. A., Schouten, M. E., & Dannals, J. E. (2018). Why and when hierarchy impacts team effectiveness: A meta-analytic integration. Journal of Applied Psychology, 103(6), 591.

He, X., Ai, Q., Qiu, R. C., Huang, W., Piao, L., & Liu, H. (2015). A big data architecture design for smart grids based on random matrix theory. IEEE transactions on smart Grid, 8(2), 674-686.

Mendes, M., Gomes, C., Marques-Quinteiro, P., Lind, P., & Curral, L. (2016). Promoting learning and innovation in organizations through complexity leadership theory. Team Performance Management.

Parker, S. K., Morgeson, F. P., & Johns, G. (2017). One hundred years of work design research: Looking back and looking forward. Journal of applied psychology, 102(3), 403.

Poth, A., Kottke, M., & Riel, A. (2020, June). Evaluation of agile team work quality. In International Conference on Agile Software Development (pp. 101-110). Springer, Cham.

Sweis, R. J., Al Sharef, R., Jandali, D., Obeidat, B. Y., & Andrawes, N. (2018). The relationship between project team members’ effectiveness and acknowledgment of talent: Team members’ perspective. International Journal of Construction Education and Research, 14(2), 141-160.

Tang, C., & Naumann, S. E. (2016). Team diversity, mood, and team creativity: The role of team knowledge sharing in Chinese R & D teams. Journal of Management & Organization, 22(3), 420-434.