BY DAY 5
Respond to two or more of your colleagues’ posts in one or more of the following ways:
- Ask a clarifying question about your colleague’s description of their team experience or suggested managerial practices.
- Suggest one or more additional practices your colleague could use as a manager to promote effective, positive, and inclusive teams.
- Relate an example from your own experience of a positive, effective, and/or inclusive team to what your colleague shared.
Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned or any insights you have gained as a result of the comments your colleagues made.
8:13pmOct 11 at 8:13pm
My best experience was when I was a store manager at a rental company. It was the best team experience I ever had. We were the dream team, and the entire district knew it. I was the number 1 store manager, had the number 1 sales manager, had the number 1 credit manager, and number 1 and 2 customer service representatives. Overall, our store was ranked number 1. All the decisions that I had to make I did it as a team. I involved my other managers in the day-to-day operations of the store. Although I was the store manager, they had my back. We were very close. We all came and walked in the store at the same time, and we left at the same time. I was the only female in my store. My guys protected me with all they had. If a customer came in irate and cursed at me, they stepped in. We made sure everything was in line when it came to deliveries, collecting merchandise, inventory, sales, and the show floor. When we were together one hand washed the other. Our customer service representatives didn’t get many results when they went to customers’ houses. So, my credit manager and I went on the road. While we were on the road my sales manager and customer service representatives held the store down until I got back. If my district manager would call for me, they would make an excuse like I was on my lunch break or in the rest room.
One key factor that contributed to our positive culture was communication. We always spoke about things that were going if. If we had an issue, we talked about it as grown adults should. Another key factor was we had respect for each other. None of us was perfect, but we respected each other’s differences. We would “show respect to every other member of the team and give them the benefit of the doubt (Wittman, 2018)”. Lastly, is conflict resolution. “A team that is committed to resolving conflict instead of escalating it can flourish in a climate that defeats the negative effects of stress, and banishes burnout (Wittman, 2018)”. There was a time when my district manager put a female in my store to work. My guys knew me and my work style, so they approached my district manager regarding putting a female in the store with me. They let him know how they felt and that it wasn’t a good idea. She didn’t stay at my store.
Two practices I would be a team leader. “Team leaders expect workers to be on time, to do their jobs, to meet deadlines, to produce results, and to get along with each other (Wittman, 2018)”. And I would also “handle disputes, perceived offenses, or conflicts with dignity and professionalism (Wittman, 2018).
8:02pmOct 11 at 8:02pm
Of all the teams I have been a part of, I honestly think that the best one I was a part of was during my teenage years working in fast food. Today, I am a far removed from the fast-food market and it definitely was hard work. I’ve heard a lot of horror stories about people in fast food, but the manager and workers made it a great experience. The manager was unlike any I’ve ever had, and even today. He worked behind the counter and on the line alternating hourly between roles. He worked harder than everyone else and that motivated us. As subordinates, we saw that he would not ask us to do anything that he wouldn’t put effort into doing himself.
Three factors that contributed to positive culture were the manager, location, and diversity of the team. Our team was composed of people that were culturally different and we all got along in the process of learning about one another. The days would go by quick during the summer in that we saw most of the same customers daily in our location and once we learned things, the manager did not micromanage. One of the biggest problems in an organization Vickerberg stated in the article involved managers not knowing how to manage the differences in how people approach their work (2017). This was not a problem as diversity was accepted and he had a philosophy of us being only as strong as our weakest worker.
Two specific practices I would use as a manager would include forcing collaboration and encouraging people to talk to one another (Matsudaira, 2019). I think that forcing others to collaborate would allow for workers to get close and learn about each other’s cultural background. This would include encouraging workers to talk to one another. Communication is one of the most important things in an organization and any company without proper communication is likely to fail.