Management

See AttachedOn the home page of this module, six different management and team competencies/conditions were described. In this case, you will reflect on how these competencies/conditions act either alone or with others, to create task and interpersonal connection.Case AssignmentRead the following article:Lii, A. T., Alsever, J., Hempel, J., & Roberts, D. (2014). The new teamwork. Fortune, 169(6). Available in the Trident Online Library.Then address the following:Do competencies/conditions act either alone or with others, to create task and interpersonal connection.Discuss how each competency and condition leads to either task and/or personal connection by contributing to goal clarity, loyalty, trust, or information sharing.Explain your reasons with reference to the background materials and examples from the case reading or other research if needed.Assignment ExpectationsYour paper, which should be 4 to 5 pages (excluding title and reference pages) and include at least 3 scholarly sources, will be evaluated using the following five criteria:Assignment-Driven Criteria (Precision and Breadth): Does the paper fully address all assignment expectations? Are the concepts behind the assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?Critical Thinking (Critical Thinking and Depth): Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?Business Writing (Clarity and Organization): Is the paper well written (clear, developed logically, and well organized)? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included in all papers? Are paraphrasing and synthesis of concepts the primary means of responding to the Keys to the Assignment, or is justification/support instead conveyed through excessive use of direct quotations?Effective Use of Information (Information Literacy and References): Does the paper demonstrate that the student has read, understood, and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student’s use of relevant and quality sources? Do additional sources used in paper provide strong support for conclusions drawn, and do they help in shaping the overall paper?Citing Sources: Does the student demonstrate an understanding of APA Style of referencing, by the inclusion of proper end references and in-text citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all end references been included within the body of the paper as in-text citations?This Case Assignment should be turned in by the end of the module. TOYOTA STYLE TO TEST ITS NEW TECH, THE FUEL-CELL  GROUP WENT ROAD-TRIPPING. Execs Who  Play (and Stay)  Together THE FOLKS WHO BUILT HOT  GROCER WHOLE FOODS ACTUALLY LIKE ONE  ANOTHER. A LOT.  WHOLE FOODS’ “e-team” of seven top exec utives possesses a closeness and trust sel dom found in big corporations that keep the  C-suite strictly professional. Co-CEO John  Mackey has been friends with executive vice  president Jim Sud for 47 years, dating back  to when they were Houston teenagers, going  on double dates together. (Sud’s $5,000  investment helped the company get started.)  Chief financial officer Glenda Flanagan  joined in 1988, when Whole Foods had just  six stores. She and Mackey live in the same  Austin neighborhood and often go on morn ing walks together. Though they’re scattered  in offices in California, Massachusetts,  Maryland, and Texas, the seven executives  try to spend time together outside the office.  President A.C. Gallo once toured Croatian  villages with Flanagan and Mackey. This  spring the entire executive team will head  OVER THE PAST three years,  members of the fuel-cell  vehicle group have logged  more than 1 million test miles  in certifying Toyota’s first-ever  production fuel-cell car: a  zero-emission, electric drive,  four-door sedan that can travel  300 miles and be refueled in  three minutes. On trips lasting  weeks at a time, the nine member group, based in Tor rance, Calif., has taken the car  from Yellowknife, Canada, to  Death Valley, Calif., with stops  in between in Las Vegas, San  Francisco, and the Rockies. Using classic automo tive test protocol, the team  installed the fuel-cell com ponents in nondescript older  cars known as engineering  mules and traveled caravan style with support vehicles.  Three technicians handled  the driving (technicians are  renowned at Toyota for their  ability to calibrate suspen sions with their posteriors)  while four engineers moni tored the powertrain. FORTUNE.COM 80 Due to be introduced in the  U.S. next year, the car, which  as yet has no official name, will  initially be sold in California  with a subsequent rollout to  the Northeast, and Toyota,  optimistically, has already  boosted its production targets.  The carmaker has been  working on fuel cells since  2001 and now believes  they have greater poten tial for development than  similar battery-powered cars.  Powertrain costs have been  reduced 95% over the past  10 years, partly by includ ing the use of parts already  developed for Toyota hybrids.  Packaging the bulky compo nents has been significantly  streamlined. Team leader Matt  McClory says the fuel-cell car  has already passed one key  test: In the bitter –30° cold at  Yellowknife, a conventional  gas-powered rental car being  used as a support vehicle  failed to start after a cold  night. The fuel-cell car fired  up flawlessly. —Alex Taylor III to the Virgin Islands for a beach vacation.  “We just like hanging out together,” says  Mackey. How does this translate into good  business? Mackey says their high degree  of trust means better communication and a  willingness to work things out when prob lems and disagreements arise. With 33 to 38  new stores opening this year and revenue  expected to climb 11% to 12% this year, it is  hard to argue with his approach. (For more,  see previous story.) —Jennifer Alsever whCFO Glenda Flanagan and co-CEO John  oMackey are also neighbors. They talk busi- ness and more on regular morning walks. le foods: redux photograph by MATTHEW MAHONHomejoy:  Just Add  Water From left:  Mark Linsey, VP  of engineering;  LaNae Nix, VP of  client services and  platform support;  Adora Cheung, CEO; Aaron  Cheung, VP of  growth; Deborah  Lightfoot  THE ERA WHEN startup teams would toil together in obscurity for years before launching a product or seeking funding  is long gone. In 2010, Homejoy founders and siblings Adora and Aaron Cheung, now 30 and 25, respectively, brought  a startup idea to mentoring program Y Combinator. It didn’t work, but they left the incubator with enough seed funding  to try different ideas. When their software-driven housecleaning business plan caught on in 2012, Andreessen Horo witz led a $1.7 million investment; just seven months later Redpoint Ventures, along with Google Ventures, injected  $38 million. Because of its high-profile backers, Homejoy has been able to assemble a dream team of seasoned vets,  such as finance director Deborah Lightfoot, who had the same gig at gaming giant Electronic Arts. —Jessi Hempel How IBM Corralled  an Unwieldy Team SURPRISE! AN OLD-SCHOOL ORGANIZATIONAL  TECHNIQUE (NOT SOFTWARE) SAVED THE DAY. IBM IS ONE of the most technologically advanced companies in the world,  but when one of its executives needed to organize a sprawling team of  more than 200 of the brightest scientists at eight different IBM labs, two  government laboratories, and five university campuses with diverse areas  of expertise, he turned to a book written in 1985. IBM Fellow and chief scientist Dharmendra Modha, charged with oversee ing an ambitious government-funded project to develop a chip that would  mimic the human brain, used a method called  six thinking hats, described in a book of the  same name by inventor Edward de Bono. He  told the team members, who struggled to find  consensus in their email and digital communi cations, to characterize with colors their argu ments: white for facts, black for discernment,  red for emotions, green for investigating an  idea, and yellow for optimism. The idea: Drive  objectivity by separating fact from emotion. a znetop nivagphotograph by CODY PICKENSModha says the method worked to en courage quieter participants with good ideas  to speak up and allowed everyone to recon cile diversity of thought. To ensure a common  direction, Modha created a contract, outlining  the technical specs of what each party would  build. It eliminated the ambiguity of whether  a key piece of technology would fit with the  work done by others. “It kept us working in  complete synchronization,” says Modha. When groups differed on the best way to  tackle a particular technical challenge, he  split people into two groups. Each group  pursued their approach and measured the  results objectively at the end of a set period.  The idea: Ensure that failure was never a  mark against anyone’s reputation but rather  a learning experience for everyone.  In 2011, Modha’s team success fully demonstrated a brain-inspired chip  architecture, and the project continues to  develop technology that helps computers  think more like humans. No word yet on  whether the computers divide their argu ments by color. —J.A. April 28, 2014 TEAMWORK From left: Dan Fogarty, chief marketing officer; Kevin  Reddy, CEO; and Keith Kinsey, president, at a Noodles  & Co. restaurant in Aurora, Colo. A Restaurant’s  Team of Rivals NOODLES & CO. USES CONFLICT  TO SPICE UP THE C-SUITE. LACROSSE’S  QUIET TRIO THE THOMPSONS OF THE  UNIVERSITY AT ALBANY ARE SO  IN SYNC THEY DON’T NEED WORDS  TO COMMUNICATE. SOME TEAMMATES meet or practice so frequently that  they develop a sort of magical rapport. University at  Albany lacrosse stars Miles, Lyle, and Ty Thompson  take this transcendent rhythm to another level. “They  almost don’t even have to communicate sometimes— they can make things happen by a head nod or a  stick fake or just a shoulder shrug that tips the other  guy, and they’re able to find each other,” says Albany  men’s lacrosse head coach Scott Marr. “This is stuff  you can’t get from normal practice.” It may help that the Thompsons are family. Miles,  a senior, and Lyle, a junior, are brothers; Ty, a senior,  is their cousin. (The brothers are members of the  Onondaga tribe, while Ty is Mohawk. They grew up  on Native American reservations in upstate New York;  all three are “attack,” or strictly offense, players.)  Miles traces their on-field chemistry to playing box  lacrosse, an indoor version of the sport, together  since they were children. “Growing up, playing  with each other, it carries out on the field really well  because we know each other’s tendencies and know  each other’s strengths,” says Miles. Ty adds, “Our  KEVIN REDDY craves a  good debate. So in 2009  the CEO of restaurant  chain Noodles & Co.  hired Dan Fogarty as  chief marketing officer— even though Fogarty  famously clashed with  Noodles president  Keith Kinsey when the  two worked together  years earlier at Chipotle  Mexican Grill. The two were op posite in personality,  skill, and style. Kinsey,  a former accountant,  is predictable; he  eats the same lunch  every day. He’s also  pragmatic, grounding  every idea in financial  and logistical reality.  Fogarty, meanwhile,  grew up in advertising.  For him, no idea is  too crazy. He loathes  routine and seeks out  variety, whether it’s in  fine dining, Scotch, or  travel. Not surprisingly,  Reddy had to referee  many heated debates  between his lieutenants,  who ultimately achieved  détente on a road trip  visiting the company’s  restaurants. “It was  kind of like couples  therapy,” says Fogarty.  “Now we understand the  common goal.”  Reddy believes that  executives who chal lenge one another— rather than validating  each others’ ideas— produce the best  thinking. “I don’t mind if  it gets a little bloody as  long as it’s merely a flesh  wound,” he jokes. Given  Noodles & Co.’s per formance—same-store  sales have grown in 31  of the past 32 quarters— Reddy can accept the  squabbling. —J.A. lacrosse IQ is so high because we’ve been playing  since we could walk.” So how to compete against the Thompsons, or any  set of teammates that exhibits a similar brand of innate  collaboration? Rivals have responded by double-team ing Lyle and Miles or trying to deny them the ball—with  some success. (Albany’s record is 5–5; last year it fin ished 13–5.) But even when Albany loses, the Thomp sons’ play is thrilling—“a thing of beauty,” Marr notes.  Sometimes the best way to deal with a transcendent  team is simply to watch and learn. —Daniel Roberts thompsons: greg wallFrom left: Miles, Lyle, and Ty Thompson have a  —potent combination of terrific lacrosse skills and  inon-field chemistry.  side lacrosse FEEDBACK letters@fortune.com Visit fortune.com/teamwork for five tips on building a great  team, and a look at the best founding teams in history. FORTUNE.COM 82 photograph by BENJAMIN RASMUSSENIf you’re in the binoculars and buoys business, so are we.  If you’re in the binoculars and buoys business, so are we.  We may be in shipping, but your business is our business. From our expert sales and support  We may be in shipping, but your business is our business. From our expert sales and support  teams to our careful drivers and dock workers, our people keep a constant watch over your  teams to our careful drivers and dock workers, our people keep a constant watch over your  shipments so you can keep your promises. So whether you’re shipping Domestic, Expedited  shipments so you can keep your promises. So whether you’re shipping Domestic, Expedited  or Global, your product’s safe with us. odpromises.com/people or Global, your product’s safe with us. odpromises.com/people ®OD•DOMESTIC OD•EXPEDITED OD•PEOPLE OD•GLOBAL OD•TECHNOLOGY HELPING THE WORLD  OD•DOMESTIC OD•EXPEDITED OD•PEOPLE OD•GLOBAL OD•TECHNOLOGY KEEP PROMISES.® Old Dominion Freight Line, the Old Dominion logo and Helping The World Keep Promises are service marks or registered service marks of Old Dominion Freight Line, Inc.  All other trademarks and service marks identifi ed herein are the intellectual property of their respective owners. © 2014 Old Dominion Freight Line, Inc., Thomasville, N.C. All rights reserved. This content is for personal, non-commercial use, and can only be shared with other authorized users of the EBSCO products and databases for their personal, non-commercial use.

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