Evo Teamwork

Evo’s creative services team is a new group of Evo’s teams. They are responsible
in producing the Evo’s magazine ads, promotions, and website contents. Being in
creative service teams was not easy since they need more to be productive in making
eye-grabbing photos, clever words, and compelling design.

Question Number 1: What organizational dilemma was hurting Evo’s creative output,
and how did management resolve the problem using teams?

 Being part of the creative services teams, it needs a lot of ideas and concepts to
have presentable outputs. However, the people who are in chare in creating creative
output were full of rejection that can hurts people’s feeling since they put a lot of
effort just to came up with those ideas. One of the example if this is Tre, a
photographer, wherein there were times that he had conflict with the images and
layout that he chose because it do not match with the ad that they were working on
and it becomes a problem to the team. However, Nathan Decker, known as the
leader of the team, handles it with professionalism by not insulting his workers’
output instead he talks with them calmly and giving advices without dragging them
down. Because of that practice, it helps the employees to be motivated to do better
and work hard.

Question Number 2: How might Nathan Decker lead effectively as the team starts
“norming”? Note: Motivation and Productivity or Norming is the third stage of Group and
Team Development.

 Nathan Decker is a senior human OD commerce at Evo. He stand as the leader in

the teams. The way how Nathan effectively starts norming the team makes him a
great leader, based on his co-workers. The way Nathan leads his team by
encouraging his people to discuss about their priorities and motivates them to
speaks up if they have any concerns about to the project that they are working. He
listens up to every member of the team’s opinions and ideas and making sure that
everyone will agree to this decision. He practices his team to be creative and
productive as a team by being understanding to each other. The way Nathan leads,
 it creatively driven the employees with organizational skills that they became aware
of the importance of every field.

Question Number 3: Can you relate the group performance factors of composition,
size, norms, cohesiveness, and informal leadership to Evo?

 As a creative service team, wherein the composition of the group is all about the
creativity projects, and just like what Tre mention, if the output of their ideas does
suit with project that they are working on, it will be a problem for the team. Since the
sizes of the creative service team are consist of photographer, graphic organizer and
etc., their diversity in the field makes them to be more productive because of the
ideas that are being shared within the teams and because of that it starts norms that
results them to practice to help and each other with their skills in their field, and
because of that it solves every problem of the team. Having a good environment
within the team that they are working on creates a cohesiveness because of the
practices that they are uniformly doing and because of that, they are working harder
to be more productive and valuable as team in the future. All of these progress were
achieve because of having a leader for the team which makes them to be more hard
working and satisfied with their workplace. Nathan Decker, who is an informal
leader, since he is more like director and project sponsor for the team, he leads and
direct his team to do better job and encourages the team without dragging them
down and loses their confidence. Since their project is all about creativity, it may be
hard for the employees to be insulted with their creativity that’s why Nathan, instead
of insulting them, he praises with their efforts and gradually to correct their mistake.
This kind of leadership results to a better team.