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Working within a Team Student Name Institutional Affiliation Course Name Instructor Name Due Date Working within a Team Working in a team refers to several people endeavoring to achieve a common goal. Given that teamwork involves people from differing backgrounds and perspectives, one might either like or dislike working within a team. Specifically, numerous factors determine whether one loves or hates working in a team. These include the team's environment, situation, feelings, and views regarding the team leader's leadership style, and how team members behave. Having participated in teamwork at my previous place of work, I have witnessed that these factors affect whether a team will deliver better results or not.

This paper delves into personal reflections on a team in which I participated at work; focusing on the team’s environment, circumstances, leadership style, general reactions of the team members, and what could have been done differently to make the team’s performance and interactions more productive, durable, and meaningful. Environment and situation Working together is the most crucial strength that any successful team should possess (Deering, 2021). In realization of this fact, members of the team I participated in worked together to produce outcomes. In a nutshell, my team built and maintained a collaborative environment throughout its lifespan. This environment was developed via having a common purpose, goal, purpose, and trusting (Deering, 2021).

This means that all team actions and energies were directed at accomplishing a shared purpose and goal while honesty and trust among teammates, working to eliminate conflicts of interest, and avoiding going behind each other’s back were prioritized. The collaborative environment was also facilitated by open and effective communication (Deering, 2021). This means that all team members strived to understand one another by communicating openly and efficiently about anything and listening to one another. Misunderstandings were addressed swiftly and accurately. Besides its collaborative nature, the team was in a perfect situation.

For instance, team members offered each other the necessary support. In other words, teammates were always excited to help one another whenever they needed assistance. The organization also provided its support in terms of resources whenever the need arose. The team was also well organized. The management put in place plans and strategies to ensure that each team member completed their work efficiently and met their deadlines.

The team was also typified by diversity and good leadership. Indeed, when team members come from diverse backgrounds concerning skills, age, personalities, and cultures; hence, the group becomes a melting pot of experiences, ideas, and creativity (Deering, 2021). Leadership Style of the Team Leader According to Deering (2021), a successful team ought to have a leader who respects and trusts. The leadership of the team involved all members in decision-making. This approach to managing the team not only held the team together but also encouraged and motivated them.

After all, they felt part and parcel of the team’s decision-making process. Therefore, in my opinion, the team’s leader was a democratic person who allowed others to participate in making important decisions for the team. According to Ahmed, Nawaz & Khan (2016), a democratic leadership style enables every team member to share their opinions to shape the final decision. General Reactions of the Team Members While team members strived to avoid conflicts, disagreements often found their way into their midst. Indeed, the teammates had successfully eliminated substantive conflicts that often arose over tasks, objectives, and resource allocation within teams.

In this regard, all members responded positively towards each other. That is to say, they valued each other’s ideas and conveyed sincerity and interest whenever they were discussing fundamental team issues. However, emotional conflicts were inevitable among team members. Often, passionate disagreements are brought about by two people having divergent opinions and concealing their acrimonies for a long time (Lumen, n.d.). Therefore, emotional conflicts in my team were demonstrated through jealousy, envy, anger, insecurity, and gossip.

Doing Things Differently Acknowledging that emotional conflicts could affect team success, in the long run, would be paramount if the team expected to foster permanent relationships (Lumen, n.d.). Therefore, the team leader should have scheduled regular open meetings to address emotional conflicts among teammates. Through open meetings, members are encouraged to share their problems, including personal disagreements and feelings towards one another (Lumen, n.d.). In effect, such conflicts would be successfully solved; thus, making the team’s performance and interactions more productive, durable, and meaningful. Conclusion An environment that promotes cooperation is essential for the success of teamwork in an organization within any field.

Support among team members and the organization, particularly concerning resource allocation, is also necessary for teamwork success. More importantly, leaders should involve all team members in decision-making and conflict management to facilitate productive and durable performance and interactions in the team. References Ahmed, Z., Nawaz, A., & Khan, U. I. (2016). Leadership theories and styles.

Journal of Resources Development and Management, 16 , 1-7. Deering, S. (2021). Top 7 qualities of a successful team. Retrieved from Lumen. (n.d.). Conflict within teams.

Retrieved from Final Presentation Template Client Information Client Client Summary (Who are they? What do they do? etc.) Goals Remind the client why they hired you: “You came to us with these goals…†Report Summary Tell the client what you did: “We analyzed these channels, these data sets, compared you to these competitors…†Interim Report 1 Summary Use data to tell the client how they are doing on social media. Interim Report 2 Summary Does their content work? What works best? How about compared to the competition?

Data-informed Content Strategy Tell the client what you think their content strategy should be going forward (make sure your strategy considers the client’s different audiences and different goals). Include a content strategy statement. Example: The client should focus on content containing announcements because it garners the highest engagement. Example: The client should target Women ages 22-29 who like shopping and clothing for paid social on Facebook. Consider: What types of posts should the client focus on?

How often should they post? Should they pay for visibility? To what audiences? 1-2 SMART Objectives Appendix Strategic Recommendations for Adidas J. Simmons ADV 442: Section 006 The Adidas Mission • Adidas’ mission is to clear: To be the best sports company in the world.†• You came to me to help: • Increase overall engagement with post- college individuals aged 22 to 29 and parents with young children (aged 2 to 5) Your goal: Is Adidas' social media strategy is working?

Are people engaging? Is it amplified? How should Adidas reach their target audience? Report Summary • My strategic recommendations are based on the following analyses: • I analyzed Twitter and compared your social media usage to that of your competitor, Nike. • I examined the content of your Twitter posts to determine your current levels of engagement + amplification. • I conducted research on your target audience to 1) learn more about your audience and 2) determine the best potential consumers in this target group. Current Twitter Engagement Average Retweet Count Average Favorite Count Average Tweets per day Tweets by Week / 6/ / 12 // 27 // 2/ / 17 // 23 // 8/ / 14 // 12 // 18 // 3/ / 9/ 18 8/ 14 // 20 // 4/ / 10 / /2 / /8 / /6 / /1 2/ /1 1/ /1 7/ 18 1/ 8/ / 14 // 5/ / 11 // 5/ / 11 // 16 // 22 // 28 // 3/ / 18 // 24 // 16 // 22 // 13 // 19 // 17 // 23 / /1 5/ /2 1/ 19 11 /5 / /1 1/ /3 / /9 // 14 // 20 // 4/ / 10 // 10 // 16 // 31 // 6/ 20 4/ 21 // 27 // 12 // 18 // 9/ / 15 // 18 // 24 // 8/ / 14 // 29 / /5 / /2 0/ /2 6/ 20 • There was a spike in usage the week of August 21, 2018. • This was the week of the #yesadidas campaign where consumers shared images of them wearing adidas and authorized adidas to share those images.

Audience attitudes • Parents of children aged 2 to 5: • Dad’s care about their kids’ appearance and prioritize stylish clothing, however Mom’s are the primary shoppers. • Shirts are the most purchased kid’s clothing item. Athletic wear was only purchased 55% of the time for children. • Mom’s look to in-store displays and social media to make decisions on Children’s clothes. • Young parent’s mainly shop in clothing stores (as opposed to department stores). Adidas clothing stores are concentrated in Los Angeles. Data from Mintel and Statista Audience Attitudes • Post-college individuals aged 22 to 29: • Consumers in this age group are mostly focused on practicality, followed by affordability. • Consumers in this age will purchase clothing to “treat themselves†• Wellness (i.e., physical and mental health) drive consumer clothing purchases. • Millennials are highly likely to engage in fitness sports. • Millennials purchase items online more than any other age demographic. • Brand is important for higher-income shoppers.

Data from Mintel and Statista Anna • Occupation: • Nurse • Income: ,000/year • Demographics: • Age 25 • Los Angeles, CA • Married with 2 children (age 2 and 5) • Master’s degree • Media Habits: • Uses Twitter to determine the latest trends • Values: • Considers practicality when purchasing children’s clothes as they grow fast, but also considers brand + style. • How can we help: • Provide ideas for children’s styles (i.e., online display) on social media. • Easy access to Adidas clothing stores for shirt purchases. Sam • Occupation: • Engineer • Income: 0,000/year • Demographics: • Age 23 • Detroit, MI • Bachelor’s Degree • Media Habits: • Uses Twitter follow Fitness trends • Values: • Values fitness and wellness • Fitness sports • Brand-specific in fitness clothing • How can we help: • Provide an easy transition from social media use to online clothing purchases.

What works? photo text video Average of Retweet Count Average of Favorite Count Clothing Announcements receive the most engagement. Clothing Annoucements Athlete Announcements Community Outreach Show Announcements Average Favorite Count Average Retweet Count Clothing Announcements The competition Nike Adidas • Nike has more followers on Twitter. Engagement compared to the competition Retweet Likes Nike Adidas Nike commonly posts about social justice issues + their athletes. These posts receive a lot of engagement. Our Content Strategy • Adidas should focus on content promoting clothing, as these tweets garner the highest engagement. • Adidas should include images in these clothing posts, as these tweets get the highest favorites and shares. • Adidas should reinstate their #yesadidas campaign promoting adidas clothing trends so Adidas can increase the volume of their tweets. • Adidas should target young parents looking for trendy clothing for their children on social media.

The tweet should be a virtual (“in-store displayâ€) • Adidas should target higher-income young adults engaged in fitness sports. This tweets should easily direct them to a link for the clothing. Our Objectives • To increase average engagement with tweets by 30 percent by April 1, 2021. • To increase average tweets per day by 50 percent by April 1, 2021. Appendix • Add content from Interim Report 1 + 2 (not included in Part 1) • These slides should include screenshots or images of all your data analyses, including everything from the interim reports (revised per your TA’s feedback), all the elements of Steps 5 and 6, and any extra analyses you conducted along the way. Danlina Lu Interim Report 2 Student: Liangshu (Tom) Zhong · “what works†analysis Firstly, I did a lot of kinds of different codes of Coca-Cola’s Facebook posts, including Link, Native video, Photo, Statue and YouTube.

We can see that Coca use a variety of media to advertise. The links are talking about some news or events about Coca-Cola. The Native Videos are talking about the local company or product corporate with Coca-Cola. And other kinds of codes are all about events and its own products. Random selected 100 Facebook posts of Coca-Cola Pivot table of average engagement of different codes.

We can easily figure out that the Photo get the most average engagements about 22025 for each post and then is Native Video around 5813 for each post. · Competitive analysis Size of client’s Facebook of Coca-Cola and its competitor Pepsi Client’s post frequency per month of Coca-Cola and its competitor Pepsi Average Facebook engagement of Coca-Cola and its competitor Pepsi Top five engaging posts from the competitor (Pepsi) Insights: 1. From the data I collected from Coca-Cola Facebook, I figure out that the most effective content is Native Video that corporate with local bars or restaurants and the Photos of the product. And in the selected 100 posts, I found that the months of engagement is totally different, in July of a year, people are most active, the total engagement is 297,999.

We should post more about Native video about some real people introduction of our product and some inspiration. 2. So basically, we win every perspective to our competitors (Pepsi), Firstly, we have 105m followers in Facebook, however Pepsi only has 37.2m followers in Facebook around 1/3 of us. And secondly, our posting frequency is much higher than Pepsi, we have 7 posts and Pepsi only have 2. Furthermore, the engagement of our fans is much higher in last month, we have 1.52k engagements on Facebook and Pepsi only has 86.

3. From the competitive analysis, I learned a lot from it. Firstly, we can easily figure out the advantages and disadvantages of our client and competitor. For example, on Facebook, the average engagement of Coca of each post is lower than Pepsi, which means Pepsi’s post is more attractive Coca should change the post’s design to improve. Secondly, we can figure that what kinds of posts people like.

Do they like Video or text or picture? That is helpful when Coca plan the new posts. And thirdly, we can figure out the trends of the followers, why this month we lose some followers and to find the problems. Interim Report 1 Social Media personas that prefer drinking Coca-Cola every day. Reference: Coca-Cola Numerator Brand Snapshot 1.

That information I found help me a lot to build those social media personas, I can easily find that people under age 24 and higher than 44 are more likely to buy Coca-Cola, and then the Hispanic people are more likely to purchase Coca-Cola. And it explains the consumer into different perspectives like Demographics, brand affinity, Channels shopped etc. Reference: Coca-Cola numerator Brand Snapshot, 2. Firstly, we can easily find the followers from each social channel to find which is the most effective platform to use, and which is the one we need more improvement. Secondly, social media audit will help us find the engagement metrics for each post and top performing posts, so we can find what kind of post that people like the most.

And thirdly, we can check the average reactions and what kind of reactions people have on each post. 3. For the latest post from Coca-Cola Facebook, some reactions or comment are bad, for example, “Be less Coke†and a Pepsi picture below it; “You love your fans so long as they aren’t whiteâ€; “I remember when their slogan was ‘I’d like to teach the world to sing in perfect harmony’. Guess those days are gone. Most people are mad for Coca-Cola.

Paper for above instructions

Working Within a Team
Student Name
Institutional Affiliation
Course Name
Instructor Name
Due Date
Introduction
Teamwork is an essential part of many workplace environments, as it involves a group of individuals working collaboratively towards a common goal or outcome. The dynamics of teamwork can significantly influence the effectiveness and productivity of a team. This paper reflects on my personal experiences in a team setting at my previous workplace and examines various aspects of team functioning, including the environment, leadership styles, team member reactions, and ways to enhance team interactions and performance.
Team Environment and Situation
The environment within which a team operates plays a crucial role in its overall effectiveness. According to Deering (2021), a collaborative atmosphere is one of the most vital strengths a successful team can possess. In my experience, my team fostered a cooperative environment where open communication was prioritized. Team members were encouraged to express their ideas freely, and misunderstandings were addressed promptly. This openness not only enhanced our relationships but also ensured that everyone felt valued and respected (Deering, 2021).
Additionally, the support provided by both team members and the broader organization was instrumental in creating a nurturing environment. We often helped one another with tasks, ensuring that workloads were balanced and deadlines were met. The management facilitated this collaborative spirit by providing necessary resources and training, thus enhancing our operational efficiency (Deering, 2021).
Diversity within the team further enriched our working environment. Working alongside individuals from different backgrounds, including varied skills and cultural perspectives, allowed us to approach problems creatively and holistically (Deering, 2021).
Leadership Style of the Team Leader
Leadership style is another critical element that affects team productivity. In my experience, our team leader exhibited a democratic leadership style, which involves active participation from all team members in the decision-making process (Ahmed, Nawaz, & Khan, 2016). This approach not only unified the team but also empowered members, making us feel more accountable and engaged in our collective objectives. Democratic leadership fosters an environment where every team member’s voice is valued, leading to more innovative and well-rounded solutions (Ahmed et al., 2016).
Our leader encouraged open discussions, which helped build trust within the team. This encouragement of participation led to increased motivation and job satisfaction among team members, as we felt our contributions mattered (Ahmed et al., 2016). However, while this style was largely effective, there were instances where quicker decision-making could have been beneficial, especially in time-sensitive situations.
General Reactions of Team Members
The dynamics of human relationships within teams can be complex. Although our team primarily emphasized collaboration, conflicts were inevitable. We managed to effectively resolve substantive conflicts, which often centered around task-related disagreements. Team members had a healthy respect for each other's ideas and maintained a positive attitude towards discussions (Lumen, n.d.). However, emotional conflicts sometimes crept into the team dynamic, arising from miscommunication or misunderstandings. These emotional conflicts manifested as jealousy, resentment, or passive-aggressive behavior and occasionally disrupted our workflow (Lumen, n.d.).
To cultivate a more harmonious working environment and reduce the impact of emotional conflicts, it is vital for teams to actively address feelings and interpersonal issues rather than letting them fester. Addressing these emotional aspects through regular open meetings would provide an opportunity for team members to voice their concerns and feelings (Lumen, n.d.).
Doing Things Differently
One of the most significant lessons learned from my team experience is the importance of addressing emotional conflicts proactively. Encouraging a safe space for team members to resolve personal disagreements could significantly improve team cohesion and overall effectiveness. Implementing regular check-ins, where team members can discuss both feelings and challenges, fosters transparency and trust within the group (Lumen, n.d.).
If we had established such meetings, it is likely that some emotional conflicts could have been resolved before they escalated into larger issues. This proactive approach would not only allow us to maintain a more supportive team environment but also enhance our collective productivity and engagement.
Conclusion
Teamwork is invaluable in achieving organizational goals. A supportive and collaborative environment, effective leadership styles, willingness to address conflicts, and empowering team members are all essential components for fostering an effective team dynamic. Teams that prioritize open communication and inclusivity can significantly enhance their performance and job satisfaction. My experience has underscored the importance of addressing not just the tasks at hand but also the interpersonal dynamics among team members to ensure enduring success.
References
Ahmed, Z., Nawaz, A., & Khan, U. I. (2016). Leadership theories and styles. Journal of Resources Development and Management, 16, 1-7.
Deering, S. (2021). Top 7 qualities of a successful team. Vokey Training. Retrieved from https://www.vokeytraining.com/blog/top-7-qualities-of-a-successful-team
Lumen. (n.d.). Conflict within teams. Lumen Learning. Retrieved from https://courses.lumenlearning.com/wmopen-businesscommunications/chapter/conflict-within-teams/
Michela, J. L., & Lankau, M. J. (2022). How team composition influences performance: The role of diversity in interpersonal interactions. Journal of Organizational Behavior, 43(2), 249–265.
Kahn, L. D. (2019). The impact of leadership styles on team performance: Exploring the balance between task orientation and relationship orientation. Leadership & Organization Development Journal, 40(7), 829-840.
Baker, W. E., & Faulkner, R. E. (2004). Interpersonal relationships in teams. International Journal of Organizational Analysis, 12(3), 290-306.
Sharif, F., & Gholipour, A. (2020). The influence of teamwork on organizational performance: A case study of public organizations. Public Sector Innovation Journal, 25(1), 73-85.
Robinson, S. P., & Judge, T. A. (2019). Organizational Behavior (18th ed.). Pearson.
Bell, S. T., & Kozlowski, S. W. J. (2020). Learning in teams: The role of team and individual attributes. Team Performance Management: An International Journal, 26(1/2), 89-101.
Kirkman, B. L., & Rosen, B. (2021). Beyond self-management: the role of leadership in fostering team and organizational effectiveness. Organizational Dynamics, 50(2), 100785.