Recommendations For Scenario Testing

SCENERIO TESTING 2Scenario testingNameInstitutional affiliationDateStep 4 deliverable: scenario testing results templateScenario:Reference the specific scenario.Identify the team member conducting the test of this scenario.Analysis:How would a team would use the task force plan to work through this scenario?Action steps:Recommendations for improving the solutions(s) within the plan to better address the scenario.Scenario #1 – alpha leaderTested by team memberTesting result – failDetails- submitted task force plan will fail in this scenario. As we have not mentioned criteria for forming a team and define individual roles. So, they are chancing that alpha leader would destroy the team’s harmony and discourage individuals contributions· Define criteria for forming the team· Define individual roles and their contributions· Methods to clarifying that only effective leaders can assign tasks.· Identifying roles that can guide others in the team and do peer review for the solutions provided.· Define proper/formal ways to provide feedback for the solutions provided.scenario 2Formation of cliquesTested by a team leadertesting results – failDetails – the current workforce strategy will fail. We have not outline measures to prevent or discourage cliques, which has the potential to damage team collaboratives. This can-even unintentionally, makes the other members in the task force feel secluded which in turn could demoralize trust between these members.· Restructuring the team.· The team leader should set the ambiance by sharing the expectancies and visions of the group.· Promote an all-encompassing culture with the essential values being center and front.Scenario 3interdependencyTested by team membertesting results- -failDetails – all members of the task force are knowledgeable and experts. Therefore, they will incline to work individualistically and present their individual outcomes in their daily meetings. (Hughes, M. (2018). All members of the task force are knowledgeable and experts. Therefore, they will incline to work individualistically and present their individual outcomes in their daily meetings. This will fail to attain the task force goals.· Clarify the common objectives of the task force. The members should comprehend reasons why these objectives are crucial and how they are a primary fragment of making the objectives become a certainty.· The significance of each member’s part should be emphasized.· Encourage and promote information and knowledge sharing among the members.· The motivation of the members.scenario 4passive- aggressivenessTested by a team leadertest results – failDetails – the current task force plan will fail as some of the team members may have the impression that they are more proficient than others, portraying themselves as the ones contributing more towards the team’s objectives than the others. This can establish a vicious sequence, and a team member might react to this by drawing back even further. (Costa, A. C. (2018). The feelings of uncertainty and vulnerability are greater in individual team fellows as they might feel that their input and usefulness are not appreciated. Resultant of this, the team member will incline to center his/her energy and effort on protecting their position and personal interests in the team, instead of supporting the mutual objectives of the team.· Establish a work setting where members can feel more at ease to amenably disagree and less comfortable with repressing disputes.· Every member’s function and significance should be highlighted.· Equal delegation of tasks.· Avoid withholding information and micromanaging.· Team leader to work equally with all members without partiality.scenario 5Absence off commitmentTested by team memberTest result – failDetails – the current task force plan will fail as we have not come up with strategies and plans to prevent or reduce commitment issues among the members. (Bisbe, J. (2017). Noncommitted members tend to be shallow in their dialogues and lack dedication in the team undertakings and will not be automatically involved in the resolutions and conclusions of the meetings thereby resulting in poor team performance.· Guarantee all members feel appreciated and valued.· Establish clarity about accountabilities and roles.· Promote and encourage inventiveness and fresh ideas.· Give compliment where it is due· Promote and encourage team identity.ReferencesBisbe, J., & Sivabalan, P. (2017). Management control and trust in virtual settings: A case study of a virtual new product development team. Management Accounting Research, 37, 12-29.Costa, A. C., Fulmer, C. A., & Anderson, N. R. (2018). Trust in work teams: An integrative review, multilevel model, and future directions. Journal of Organizational Behavior, 39(2), 169-184.Hughes, M., Rigtering, J. C., Covin, J. G., Bouncken, R. B., & Kraus, S. (2018). Innovative behaviour, trust and perceived workplace performance. British Journal of Management, 29(4), 750-768.