The first and foremost task would be to break the ice and get comfortable with all the team-mates since we will be working together in the near future. Getting along well initially will help build a bond which will strengthen with time. Communicating and sharing knowledge and experience will give a good head start on everyone’s capabilities which can later to be used to map activities based on skillset (Weise, 2016). I would focus on the following points to make my team more efficient.
Decide common objectives and goals for the team:
We need to transition into the new team with an open-mindset and no pre-conceived plans. A new team calls for a fresh new approach that the team aligns on. To actually set and achieve our goals, we have to understand what a goal is. Goals are time-bound and definite, which makes them highly specific. These may not have a specific timeline yet, but we need to write them out so you can see what we want to accomplish. Collectively as a team, we need to brainstorm on the various objectives we have and prioritize these based on impact and urgency (Carucci, 2017). During the initial goal defining stage and as we move along, there might be additional objectives that we want to add as part of our go-forward plan and therefore it is essential to prioritize each task and allocate the resources accordingly (Rodriguez, 2016). The goals and objectives should be very specific, measurable, action focused, relevant, and time specific. We need to classify our goals into short-term, medium and longer-term sections and devise our strategy accordingly to achieve all our goals (Webb, 2019).
Understand capabilities of team-members:
It is important to break-down every major deliverable into smaller steps and align on who in the team will perform each task. For this, we need to understand the various capabilities and strengths of each team-member (Kaplan, 2002). We need to have a clear picture on the requirements for each project and the resources required to attain those objectives. Since this is a new team which got together, we need to map out a skill-matrix to identify the strengths and potential in each team-member. Based on the skill-set, knowledge, past experience, and expertise, we can align on everyone’s responsibilities to obtain the defined goals (Rimm, 2014).
Create an action plan
The point of views from every team member must be treated with respect and after careful consideration of all opinions should come up with a plan of action to achieve the goal. We might find some resistance initially from some team-members and the transition might not be smooth but hearing out their opinions and ideas on what could be possible rooms for improvement will bond the team-members. The various component of an action plan would be a well-defined objective or a goal to be achieved, identify steps needed to achieve targets, assigning people responsible for each task, defining the target deadlines and key milestones, planning budget, and monitor the performance to evaluate progress. A plan of action will clearly define our end goal and prioritize activities based on impact and deadlines to achieve our goal.
Be a good example
Whether we are a member or a leader of a team, we need to set an example that every individual is equally important for the success of the team (Schrage, 2016). On any given day, one should not be scared of getting their hands dirty doing smaller yet important parts of the project, to earn mutual respect from peers. Working hard and smart will serve as an inspiration to everyone on the team.
he role of universities extends beyond teaching the academic syllabus. Improving students’ welfare is a key milestone for each university. Therefore, the university initiated research to find a way to improve students’ retention and graduation rates. Accordingly, the university engaged a team in qualitative research. Apparently, the notion of the problem is not clearly defined, thus, this research is exploratory. The exploratory main purpose is to narrow the scope of research unravel the ambiguity of the problem and break it down into a defined research objective (Zikmund, Babin, Carr, & Griffin, 2013). The research is oriented to both universities and students. The research orientation exhibits traditional academic values and norms, like academic autonomy and a curiosity-driven choice of the chosen topics (Hakala & Ylijoki, 2001).
The focus group is a meeting in which experts set together to discuss a certain topic in a loosely-structure format. “Focus Group is a type of in-depth interview accomplished in a group, whose meetings present characteristics defined with respect to the proposal, size, composition, and interview procedures” (Mishra, 2016). The focus group fits with the exploratory technique. The focus group is easy to organize and affordable technique. The interaction allows participants to elaborate on their point of view. Nevertheless, participants might engage in a defensive strategy to defend their opinions which can result in increasing the level of anxiety (Acocella, 2012). Furthermore, the speed of discussion can lead to missing detailed discussion at some points. Managing the discussion inside the focus group is not an easy task. Intervention in other’s opinions and interruption can ruin the entire discussion. Conversely, the participant can fall into a conformism pitfall.
The questions which can be asked during the focus group as following:
– How can Westcliff University improve student retention rates?
– What are the market’s needs?
– What competencies are required to increase the retention rate?
– How can we validate the market requirements?
– What data sources we can get the information about market needs?
– How can WCU improve student competencies?
The first stage of collecting the data is conducting the focus group by which we can get answers to the research questions. The focus group data will be stored in form of text and then the text will be analyzed. The data coding will be conducted to investigate the context. Each statement will be considered in themes and each theme will be assigned to a color. Afterward, the frequency will be set for each theme to specify the importance of each theme. Therefore, we can conclude the answers from the text.
Acocella, I. (2012). The focus groups in social research: advantages and disadvantages. Qual Quant, 46, 1125–1136. doi:10.1007/s11135-011-9600-4
Hakala, J., & Ylijoki, O. H. (2001). Research for Whom? Research Orientations in Three Academic Cultures. Organization, 8(2), 373–380. doi:10.1177/1350508401082021
Mishra, L. (2016). Focus group discussion in qualitative research. An International Journal of Educational Technology, 6(1), 1-5.
Zikmund, W. G., Babin, J. B., Carr, J. C., & Griffin, M. (2013). Business research methods. Ohio: Mason.
he main reasons for failing knowledge management are lack of knowledge for sharing the culture because it is necessary to understand the culture and the system and the way it functions. Second one is lack of team management of Knowledge Management where the firm does not have a strong team for knowledge management who can actual follow the reasons for knowledge management. Moreover, the main difference between IT and dominant business view is to understand ethics of each other which are completely different in their own world.
Tacit knowledge is that to know the new things without base and understanding of basic that How does it know where explicit knowledge is knowing the things with proper explanations and examples. In knowledge management Knowledge and sense of doing it are the main positions and Knowledge management has helped me to update database and problem solving skills. Moreover, the office management procedures and excellent organizational and time management skills have been increased.
Anansy, 2018. Two reasons why information the executives treated [Video file]. Recovered from https://www.youtube.com/watchv=pF9M5ezkxQs&feature=emb_title&ab_channel=KnowledgeMT