Grouping an appropriate skilled mix of individuals who are trained with team dynamics along with first-line supervisors for the initial development and execution of teamwork will ensure a solid foundation for a work team (Freidman & Casner-Lotto, 2002). The members and leaders must have an apparent direction with clear roles and well-defined responsibilities (Succeeding, 1997). Strozniak (2000) states, "Leadership must shift from the traditional commandand-control mode to a coach-and-collaboration style that supports a team environment" (p. 49). To assist in morale, recognition and reward systems need to be implemented to sustain performance (Succeeding).
With each kind of task, a different team model will be used. A self-managed team includes a leader who facilitates direction and goals; subsequently the team makes the decisions and implements them. Self-managed teams manage their own work, with no outside manager. Leadership typically will rotate to each member depending on each member's knowledge. (Thompson et al., n.d.).
The most customary team used is manager-led teams. The workings of the team are controlled by the team leader, while the members are only responsible for the work. .
When teams determine their own objectives and methods, they are called self-directing or self-designing teams. (Thompson et al., n.d.).
When a team has a meeting, it is suggested to follow the 4P Meeting Management Model. "It has four key steps: (1) specify the purpose of the meeting, (2) invite the right people, (3) carefully plan the meeting content and format, and (4) effectively manage the meeting's process." (Thompson et al., n.d., p. 94) .
To identify the conflict is crucial; conflict can be beneficial when managed effectively. There are two main types of conflict found within teams. First, A-type conflict also known as emotional or affective conflict is "personal, defensive, and resentful rooted in anger, personal friction, personality clashes, ego, and tension," basically lowering efficiency (p.
