Q1:
the stages of the work and the evolution of the team has ever known
Bruce Tkman (Bruce Tuckman), which is five stages:
1) construction Forming
2) storming
3) stability or normalization Norming
4) productivity Performing
5) end Adjourning.
Phase I: Building Forming
Characteristics:
– Forming a team meeting for members
– Members trying to Atarafoaaly each other.
– Match the goals and distributed business.
– The team put some of the laws that the team will work in accordance with them.
– The commander of the team that needs to be prescriptive at this stage.
Phase II: Storming Brainstorming
This phase characterized by the emergence of conflicts and disputes the opposition to perform tasks between team members
– Characteristics:
– For individuals express their own ideas
-ahtmal Emergence of hostility and conflicts between team members
– Increasing competition for influence and influence others
– Directs his team leader towards the goals and roles
Phase III: stability Norming
The members of the team at this stage to adopt a set of standards and organizational values to regulate their relationships to achieve the desired goal, and the commander to explain the criteria that the behavior of members of control, as the shape and the presence of a sense and a sense of increasing cohesion among members leading to bring them from each other, confidence and show clearly among the members of the team at this stage.
Characteristics:
– Character of the team begin to appear, and most of the differences between Members have been resolved.
– Members agree on ways and methods of work (team rules)
– Members agree on the tasks required of them in the team (team roles).
– Communication becomes more open.
– Are Alaatlerav strengths at each individual and Alasfadh them.
Fourth stage: Performing productivity
Relations become at this stage between the fixed and stable team members, roles and clear each and every one of them, as well as the structure and goals that help the team to fulfill its mandate, the focus at this stage to solve problems and make decisions.
Characteristics:
– The concentration of the team moved from a focus on the growth of the team to focus on the task or is required of the team project.
– Each team member knows how to work with the other also knows how the team works as a whole.
– The team will be in a strong position to face the problems and solve them.
– There is a strong growth in productivity toward the ultimate goal of the project.
– The leader becomes a facilitator for the work of the team
Phase V: The End Adjourning
It is at this stage if the team and the end of his duties as a result of achieving the desired goals, and ends with cooperation among member after achieving a goal or start a new achievement of another goal.
Characteristics:
– Some teams increase productivity at this stage.
– There is the possibility that less effective because of the team members feeling sad because the relationships they have built nearing an end.
– The task will be completed in this phase, the project comes to an end, and the team is resolved.
Q2:
What distinguishes the administrative leader of the Director is concentrated in two main aspects, namely: –
1. strength of the relationship and humanitarian ties between the leader and the others (followers / subordinates) comes from the attention of the commander skillfully human interaction and build social relationships based on a foundation of teamwork and common goals.
2. leadership style as commander often not based on official authority as does the director is based on personal abilities in dealing with others and earn their convictions to implement the goals it seeks to achieve
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Commander of specifications have been summed up in general: –
1) Field of intelligence.
2) The ability to make a decision.
3) The self-confidence.
4) honesty.
5) collective possibilities
6) Gravity (ideal effect): where describe the behavior of a leader who has the admiration and respect and appreciation of their followers, and requires that risk-sharing by the leader, and provide personnel needs before personal needs of the commander, and do the actions of a moral nature.
7) Catalysis inspirational: the actions and behavior of the leader, which raises the followers love the challenge.
8) Intellectual stimulation: any encouragement in solving the problems and the search for new ideas and support new and creative models to perform the work.
9) individual mind: any gently listen and to give special attention to the needs of personnel
Manager properties:
1) Issuing orders and decides.
2) Depends on the powers granted.
3) Is interested in solving problems.
4) A specialist in the performance of his work.
5) Is committed to the implementation of the instructions.
6) Seeks to achieve the official targets.
7) Ensure that there is a gap between himself and subordinates.
8) Do not be tempted to renewal and innovation.
9) It is imposed on the group.
10) Is interested in achieving objectives.
11) Managerial skills first.
12) A one-way communication from top to bottom.