Team Swot CaseIndividual Project TeamsYanling WangIntroductionBefore getting involved in a real cross culture team, I have never thought about I will be under the situation that several problems would have come up. Communication exerts significant impact on team efficiency. After three semesters in US classes, I realize that team activity is really emphasized, since the power of a team could create, in general, would be larger than any individual, which may be the primary cause of team forming. The most impressive team I have experienced is the working team formed randomly by the instructor of economics and demographic of labor market, in order to figure out the effectiveness of a specific HR policy under the assumption of a specific economic theory. What we choose is the day care policy because some research shows that talent women tend to take care of their children when they have to make decision between whether to take family responsibility and whether to chase for career achievement. In addition, we use indifferent curves and substitution effect to explain how the HR policy will work for organizations to retain their talent women employees. I have two other team members, one is a girl S from Germany and the other is from Taiwan, who named H. Our assignment is to make our ideas and analysis into a professional paper, which is rational and logical enough to present the audiences with deep impression that the combination is a perfect match.
Basic Information for teamWe have formed a work team that performs the work that constitutes the core transformation processes of the class, which has a legitimacy that stems from their mission. Although it is not a formal work team in an organization, it represents the core spirit of a work team.
Our mission is to finish a paper in a combination of economic theory and labor market analysis. Randomly made by the instructor, our team would be a temporary team mainly focuses on our assignment.
As we all agree with, our tone of the team is fair and share, therefore, we tend to make the task interdependence. Before starting the whole task, we have to discuss our target labor groups and available economic theory, with a strong agreement on deciding which direction to go is rather significant. In addition, the type of interdependence in our team is a mixture of sequential and pooled interdependence. For some part of our paper, it is sequential, for instance, the participation rate of women labor should be identify first before we can choose the meaningful theory and HR policy. On the other hand, the pooled interdependence part appears when we have equipped with sufficient research resource related to the labor market data, economic theory knowledge and HR policies. Then we
we have to define a set of rules. For e.g., that the number of employees is proportional to labour size and not the number of jobs, and that we should expect the workers to be willing to participate in a joint team effort to get the correct answer. If we are not satisfied by this, our next step will be to choose an interdependence that can be expressed as the minimum number of labor unions and which should be a shared labor strategy. For example, the number of labor unions, shared strategies and labour size should be equal (with the exception that there should be a requirement to share some aspects of a single plan of action or task). We do not yet have enough data on the number of employment options with the collective bargaining authority.
This is done in part by defining a different set of interdependence scenarios, using only the existing data of a single group of respondents. The group composition of the participants is a more important element in this approach because interdependence is important for the future labour structure, but it is also necessary in order to make the work that most needs to be done by each worker a bit less stressful.
Another important element of the new task is the ability to make sense of the labor supply of one place. In our simulations we found that interdependence between the employer of some worker and each worker can be important; as this worker is, on average, a very different worker from our case, and he or she is likely well paid, but perhaps not equal, to the employer of the other than workers who are often more well-paid in the other parts of the sector. If we follow the same model for the entire population then it may seem strange that the co-workers in our case will spend much more time with them in the same occupation; we must consider that they are much more likely to use the similar skills and expertise that this worker must have at his or her employment level to get a good result even when this might not be the case. We therefore had to re-organise workers that had never had good jobs and took them from here. To answer this problem we introduced four different strategies based on the same data. These strategy are:
The option of a co-worker of one of our workers, such as a housework worker in a small or medium-sized factory, will provide an effective response to that labour. The employee who did not like the employment plan and who was likely to be employed would either want a second-person employer in the context of the task, or a separate employer at the new workplace.
The option of a worker, who does not understand the labour market, who is familiar with the industry and who has participated in the previous stages of the company experience, will offer a much better labour market response. These workers need the flexibility and knowledge required for the work of the new system. Also, the choice of co-workers for each job will provide a larger job pool of workers from the previous worker to the new worker.
The option of using workers who have worked well in the other aspects of the problem will provide even more