Proactive Planning

timer Asked: Jul 2nd, 2018
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Question description

You have just attended a manager's meeting about establishing self-directed, high-performing teams. The company is concerned because some of the managers are having success building self-directed, high-performing teams while others are not. A discussion occurred that identified the characteristics of the successful team building elements and compared them to those managers that have not been successful. This is a situation where those who are struggling need to learn from those who are doing well. The discussions included identifying what could be going wrong and what steps might be taken for success.

You have been asked to write a research report that summarizes the meeting and offers some recommendations that might be helpful to those managers who are struggling. Specifically, your report must include:

  • Identification of the difficulties the managers may be having in establishing self-directed, high-performing teams
  • Identification of the successful characteristic of establishing self-directed, high-performing teams
  • Recommendations for success
  • A designed plan that might help guide the struggling managers and improve negotiation and conflict resolution skills

Use the Library and Internet to research this topic.

Present your findings as a 5-7 pages (body of paper) formatted in APA style.

Submitting your assignment in APA format means, at a minimum, you will need the following:

  • Title page: Remember the running head and title in all capital letters.
  • Abstract: This is a summary of your paper, not an introduction. Begin writing in third-person voice.
  • Body: The body of your paper begins on the page following the title page and abstract page, and it must be double-spaced between paragraphs. The typeface should be 12-pt. Times Roman or 12-pt. Courier in regular black type. Do not use color, bold type, or italics except as required for APA level headings and references. The deliverable length of the body of your paper for this assignment is 5-7 pages. In-text academic citations to support your decisions and analysis are required. A variety of academic sources is encouraged.
  • Reference page: References that align with your in-text academic sources are listed on the final page of your paper. The references must be in APA format using appropriate spacing, hang indention, italics, and upper- and lower-case usage as appropriate for the type of resource used. Remember, the reference page is not a bibliography, but it is a further listing of the abbreviated in-text citations used in the paper. Every referenced item must have a corresponding in-text citation.

Please submit your assignment.

Your assignment will be graded in accordance with the following criteria. Click here to view the grading rubric.

This assignment will also be assessed using additional criteria provided here.

Tutor Answer

School: Boston College



Proactive Planning
Student’s Name
Institutional Affiliation



Proactive Planning

Effective administration requires advanced preparations, which demands managers to
plan. One of the approaches to organizational planning is proactive planning, which implies
creating the destiny. Proactive planning requires undertaking schemes for advanced planning,
event scheduling, and preparation for success and in numerous cases, it optimizes company
coherence and safeguards against unwarranted occurrences. Proactive planning presumes
outlining a suitable hereafter and formulating strategies to establish the condition of the desired
future. As opposed to waiting for success to come to them, managers should tackle anticipated
challenges in advance to achieve victory. They should construct company master plans that focus
on high objectives while take all requisite measures to alleviate risks. Proactive management of
risk entails cautiously evaluating situations to establish the main shortcomings and taking steps
to lessen possible harms. Through careful management of risks, proactive leaders are able to
guarantee company success. A proactive strategy can ameliorate every aspect of a company
from production, marketing, and service delivery to staff relations. By being optimistic and
courageous, proactive bosses can stimulate the establishment of a similar proactive behavior in
the staff, making them enthusiastic and confident in their undertakings. Proactive bosses also
apprehend the significance of staff empowerment and developing their expertise guarantees their
future capacities, expanding the supremacy of the company as a whole.
Self-Directed, High-Performing Teams
Self-directed crews are indeed self-sufficient associates where representatives not only
resolve issues but also execute guides and take full liability for the outcomes. These highperforming teams replace the conventional order of manager, overseers, and operating workers
and members are fully liable for their own undertakings. Crew approaches mainly succeed when



task crosses disciplines and functions, commodities or services demand quick development,
learning and transformation are the major concern, task completion, and when there are quick
modifications in the surrounding. Teamwork is imperative for companies to deal with challenges
and execute strategic activities. Crews pull together the knowledge and expertise of an entire
group of staff to realize objectives. While some bosses are successful in establishing successful
self-sufficient, high-performing crews, others often find it difficult to establish the same.
Understanding the components for constructive teamwork can enable bosses to develop and
conserve high-performance crew in a company. The components for effectual teamwork include
commitment and trust, communication, freedom for creativity, adaptability, and diversity of
capacities. Bosses should comprehend the characteristics of a low-performing team, including
destructive dispute with the team, low commitment, unclear goals, ineffective meetings,
utilization or personal criticism, lack of disagreements, and guarded or cautious communication.
Difficulties Bosses May Be Having In Developing Self-Sufficient, High-Performance Teams
There are various challenges usually experienced in shifting towards the utilization of
self-managed teams. The mistake these bosses may be doing entails conducting a poor task of
developing a supportive surrounding for teams. For example, award plans that stimulate persons
to compete with others breaks teamwork. Teams require a proper, long-term institutional lifesupport system. Teams are not a quick mend to any institutional problem and demand a
supported devotion over time. Some bosses may also lack the will to relinquish power to the
teams thus lack of team empowerment. The usual mistakes include poor staffing of teams, lack
of trust, limited experimentation with teams, transferring lessons learnt from one team to others,
conflicting or vague team assignments, and insufficient team skills teaching. Other mistakes
include adopting teams for as a quick mend without long-term devotion, and weak collective



strategies and poor company practices that crews are not created to conquer. In addition, hostile
surrounding for teams such as management resistance, competitive reward plans, and commandand control culture impede teamwork.
Successful Attributes Of Developing Self-Sufficient, High-Performing Teams
Effectual teamwork establishes its own set of attributes, which makes it probable to see
solidarity in a group. Structures laid to enhance teamwork enables crew to obtain positive
outcomes. The characteristics of an effective teamwork include participation, unified devotion to
a target, open communication, resolution making, and efficient utilization of ideas. For crew to
perform coherently, all members must participate in the development of a solution. All...

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