SNHU Project Two: Management Plan MGT 200 PROJECT TWO THISTLE, CAMERON Frank will serve as the focus of our investigation into the team dynamic in our large technology company. He is very curious about thinking. He enjoys conceptualizing things and having a broader perspective. He is good at coming up with ideas, but he lacks the ability to put them into action. Additionally, mediocre work irks him. His teammates' assistance is required to move things forward. He would act as the group's initiator and contributor. Then there's Allyson, who enjoys working alongside her colleagues. Her enthusiasm may lead her to preside over meetings, making her coworkers feel excluded. She has no experience working with diverse groups because she joined the company right out of college and stayed for five years. She is accustomed primarily to the difficulties faced by her current team. It will be helpful to have someone who can control Allyson so that she doesn't fly away. She is an excellent elaborator due to her vitality. Jerry is next, and he will try to help other people and finish work quickly. His productivity and drive are unmatched. It might be hard for him to keep his focus. At various points throughout the day, it might be necessary to manage Jerry's distractions. Jerry would be a worker who was focused on completing tasks. Sarah enjoys conducting research and comprehending data. As a result, prior to drawing any conclusions that she may share with the team, she ensures that she has all the relevant information. Because she prefers to gather all her information beforehand, her weakness is that she is not skilled at brainstorming. Sarah would be most suitable for the position of research and development. We begin with Portia as we progress through our Small Technology Corporation. Portia has set and intends to achieve her objectives. This demonstrates her ambition. Portia has been experiencing difficulties with the company despite working remotely, which has discouraged her. She has a lot of experience because she has worked for STC for fifteen years. Portia would assume project leadership in that scenario. Arjun, who prefers to do things on his own, comes next. He enjoys working alone and according to his own schedule, despite his ability to collaborate well with others. He needs to be managed and coerced into participating in team meetings and finishing work on time to collaborate. It is suggested that Arjun be the Team Recorder to encourage him to collaborate with the team and ease them into the process. He will be able to take notes during meetings and explain decisions thanks to the recorder. Violet, on the other hand, is not exactly open to change. She doesn't want to learn new skills or take on new responsibilities, even though she loves her job. She will be able to finish her work, but she won't like more work, new roles, or changes in general. Violet's best job would be as a procedural technician. Jerome is another employee who works from home. This works for him because he is very introverted and has trouble expressing himself and his thoughts, especially when presenting his work. He gains confidence because of your encouraging him to speak up. He should be given the responsibility of offering an opinion to motivate him to speak up more. He will be able to speak to other people more freely because of this. Regarding Jin, she is outgoing and enjoys interacting with other people, but she can occasionally appear aggressive and confrontational. Her tendency to speak first and act second can be problematic. Because she enjoys people so much, she would be better suited for the role of an energizer because she can easily reenergize the team. Carlos, yet another remote employee, is the final one. His workplace conveniently disregards him and keeps him in the dark. He thrives on having processes and procedures in place because he finds it easier to follow a predetermined plan than to create his own. Carlos should take on the role of evaluator-critic on the team because he needs to work on making himself more visible. This would require his input and make him feel like he belongs. The Bureaucratic Theory and the Human Relations Theory, in my opinion, were the best choices. Workplace informal organizational structures, methods for influencing productivity, and employee satisfaction are all subjects of the Human Relations Theory. It generally encourages other people to work together and treats employees as a group rather than as individuals. The bureaucratic theory, like human relations theory, supports team structure, diversity, and a positive work environment. Individual accomplishments are prioritized over group accomplishments. The human relations theory is, in my opinion, the best for team leadership. The emphasis is placed on teamwork, but the team manager retains significant control. Members are given a voice and collaboration is encouraged. Using the human relations theory, everyone can share their thoughts and ideas to gain new perspectives and opinions. Instead of working on individual objectives or projects, the idea is to concentrate on a single project. Everyone will be able to feel satisfied with their overall output and contribution because of this. The goal of human relations theory is to make employees and workplaces happy. People who work in this kind of environment are less stressed and more likely to show up to work with a positive attitude. Employees should feel like they can talk to their managers in this way, which should lead to an open-door policy. All concerns have been comprehended and appropriately addressed. Everyone participates in making decisions. Because technology is constantly evolving, we can conduct business in amazing ways. I chose to use Video Conferencing and Instant Messaging as my two technologies. You can reach whomever you need, regardless of where you are, which is one of the greatest advantages of these methods of communication. Having access to the Internet remains one of the fastest and most convenient ways to communicate, despite occasional connectivity issues beyond anyone's control. I believe that video conferences would benefit greatly from the technology provided by Microsoft Teams. Within teams, meetings that require an invitation can be scheduled to prevent outsiders from attending. Additionally, distinct channels with sub-areas can be established for regular inquiries and distinct projects. The ability to limit the number of users and create voice channels is extremely useful. Additionally, you can share a screen with anyone to allow them to observe what you are doing, which is useful for presenting a variety of content. Voice, video, and text-based chatting are just a few of the many options available in Teams, which can satisfy a wide range of requirements while remaining secure. Another convenient feature is the capacity to set your status as busy, online, idle, or absent. It doesn't matter where Teams is used; it works. The strongest aspect is the real-time involvement of remote workers. By preventing information from passing through each employee, a team with greater unity despite distance is promoted. Information can be secured using a single technology, and notifications can be pinned and require a response so that everyone knows what to do. People can acknowledge it as a result, providing a paper trail for those who claim they were never notified. I believe that teams and human relations theory would complement one another perfectly. Everyone can communicate in real time and in the way they feel most at ease thanks to the numerous features of Teams. It is simpler to break up into smaller groups to complete tasks when there are multiple channels. Additionally, it makes it simpler to disseminate information to everyone, allowing it to be disseminated quickly and easily without the risk of missing anyone. Teams could be implemented quickly and would not require any training on its functions. As a result, collaboration and communication will be enhanced.