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I need six probing questions for my classmates posts listed below. 45 words per

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I need six probing questions for my classmates posts listed below. 45 words per question is what it will come to divided up. 1. Carmen Identify and discuss in detail what you consider to be the most important two (2) elements of evaluating a team’s effectiveness. In other words, describe two methods for assessing team effectiveness.
Deciding on what elements to use to evaluate a team’s effectiveness depends on the purpose of the team. For example, my team’s purpose is to help families become self-sufficient by issuing public services benefits correctly and timely. So, to confirm that the team is effective, management evaluates each team member’s Individual Development and Output (Haas et al., 2016).
Part of selecting team members is determining if they have the skills, talent, and abilities to process the work assigned to them (Thompson, 2017). A team that has a strong structure, with a variety of skills and experiences, can be creative and support each other in their development and goal attainment. To determine how effective the team is, the element of Individual Development may be used to confirm that each team member has the task management skills, interpersonal skills, and technical expertise necessary to support the team and process the work assigned (Haas et al., 2016).
A second element that may be used to measure the effectiveness of a team is output (Haas et al., 2016). If the output is under the expected standards, both in quantity and quality, then this may be a sign that performance is being affected by a team member, or the team is not transitioning through the Development Sequence of a team’s performance, established by Psychologist Bruce Tuckman (MindTools, n.d.).
Individual Development can be applied during the selection of team members and observed as the team matures. Both elements may be used to evaluate and monitor the team to give leaders feedback on how well the team is working together (Haas et al., 2016).
Haas, M. and Mortensen, M. (2016 June). The Secrets of Great Teamwork. Harvard Business Review. Retrieved from
MindTools (n.d.). Forming, Storming, Norming, and Performing. MindTools. Retrieved from
Thompson, L. L. (2017). Making the Team: A Guide for Managers (6th edition). [VitalSource Bookshelf version]. Retrieved from vbk://9780134484952
2. Robert
The first element of evaluating a team’s effectiveness that I consider to be important is the Team Design. Thompson (2018) states that “it is more important to have a well-designed team than a team with a good leader”, because even good leadership will not be able improve the overall effectiveness of a poorly designed team (p.27). Poorly designed are less effective at performance management, personal accountability, collective responsibility, managing tasks, and overall customer approval (Thompson, 2018). In the sales/ project management department in my organization, the teams are made up of a sales associate, a project manager, and the project engineer. The salesperson sells the overall scope of supply to the customer, and the team is created by the senior project manager, dependent upon the specifics of that scope, in correlation with the team member’s skillsets and experience. We also have repeat customers, so it does not hurt to throw the same project team at a new project with a repeat customer, from a previously successful project, as a rapport has already been developed. We aim to design the strongest teams possible for every project to minimize conflict and ensure success.
The second element of evaluating a team’s effectiveness that I consider to be important is the diversity in the team’s overall skills, talents, and abilities. I believe that these are important in defining the overall structure of the team. There needs to be a healthy balance of technical/ functional expertise for the competence to accomplish the task; task-management skills for planning, executing, and monitoring performance, along with the ability to deal with unknowns; lastly, interpersonal skills, because team members are human beings with real world problems, and not machines that lack emotion (Thompson, 2018). High performing teams possess a healthy balance of diversity and skills. As Haas & Mortenson (2016) state in their article, “every individual doesn’t have to possess superlative technical and social skills, but the team overall needs a healthy dose of both”. This balance of diversity and skill within a team offers multiple perspectives from personal, and past experiences that assists with creativity, critical thinking, and problem solving.
Thompson, L. L. (2018). Making the team: a guide for managers. Pearson.
Haas, M., & Mortenson, M. (2019, March 18). The Secrets of Great Teamwork. Harvard Business Review.
3. Omar
One method that I consider essential to evaluate a team is the diversity within the team. A team with a variety of skills will strengthen and complement the skills, strengths, and weaknesses of other team members. According to Thompson (2018), “diversity is any attribute that another person may rely upon to notice differences” (p. 38). Having a diverse team will bring experience from social backgrounds and life experiences. Having the diversity will also increase the knowledge base and perspective that each member will bring to the team.
The second method of assessing a team is the team design “a well-designed teams were more successful on a number of key organizations effectiveness criteria assuming collective responsibility, monitoring their own performance, managing their own tasks and strategies and customer approval” (Thompson, 2018, p. 27). Designing a team requires skill, knowledge, and competence essential to a team’s effectiveness. “These competencies include group decision-making, planning, adaptability/flexibility, and interpersonal relations” (Erickson et al. 2015, p. 3). Designing a good team with the right characteristics will increase understanding, purpose, confidence, and trust to accomplish successful results. Combining these two methods of evaluating a team will improve efficiency, empowering the group members by increasing participation to voice opinions and take operational team improvements.
Erickson, A. G., Noonan, P., Carter, K. S., McGurn, L., & Purifoy, E. (2015). The Team Functioning Scale: Evaluating and improving effectiveness of school teams. International journal of educational research, 69, 1-11.
Thompson, Leigh L. Making the Team: A Guide for Managers. 6th ed., Prentice-Hall, 2018.
4. Carmen MBTI and Teams
My Myers-Briggs result was INTJ. My two most dominant preferences were INtuitive 71% and Judging 76%, and the other two were Introvert and Thinking (Hirsh et al., 2016). My initial reaction was that I am not an introvert. Those who know me have always highlighted how talkative and open I am. But after some self-assessment, I learned that I do prefer to spend time alone to think and re-energize. For example, the 2020 Stay-at-Home orders did not affect much of my lifestyle. However, according to this, my percentage in Introvert is only 55%, so about 45% of the time I prefer action and enjoy working with people. Based on my results, my temperament sorter is Rationalist and 5% to 10% of the population have my temperament (Hirsh et al., 2016). I had prior knowledge that this is how I view life and make decisions. I work in a department that helps families find ways to become employable, put food on the table and overcome homelessness. Customers’ challenges are not black and white, and some of our customers tend to be victims of their own doing. In the past I have been told by team members to put myself in our customers’ shoes and use that to help the team provide timely services. Rationally, I may think that it is best to deny a service to a customer who has not shown improvement, but as a public servant, my goal should be to aid with the belief that this will be the one time when the customer will become self-sufficient. I am currently working in a team of trainees. The team works based on a pooled interdependence; they each focus on a group of cases and at the end of the month their performance is pooled and reported to the manager (Thompson, 2017). Because every case has a time-sensitive emergency, this job is fast-paced and can be stressful. During this assessment, I realized that as an INTJ, I can exacerbate my team’s stress by not patiently explaining my ideas thoroughly; in my mind the idea is so vivid, so I do not understand why my team members cannot see what I see (Hirsch et al., 2016). Coincidentally, a team member recently brought this to my attention, and now that this assessment has supported this, I plan to work on simplifying my ideas and being more patient when expressing them.
Hirsh, E., Hirsh, K.W., Hirsh, S.K. (2016). Introduction to Myers-Briggs Type and Teams (3rd ed.). CPP Inc.
Thompson, L. L. (2017). Making the Team: A Guide for Managers (6th edition). [VitalSource Bookshelf version]. Retrieved from vbk://9780134484952
5. Robert
My four letters on the MTBI self assessment survey are ISTJ (Introvert, Sensing, Thinking, Judging). For Introvert, it states that I prefer to spend time and re-energize in my inner world of ideas and images. I had to think about this one for a while. I am still not quite sure what it means, but my best guess is that it is someone who is comfortable in their own skin, which makes sense for me. I am one of those people that does not need to be around other people constantly, and does not mind being alone. I sometimes prefer it. Sensing was not a surprise to me, as I tend to rely a lot on personal instinct, and ‘gut feelings’ which has gotten me this far, so why change it? Thinking and Judging were also no surprise. I try to always make decisions based upon objective priniciple and not out of pure emotion, in both my personal and professional lives, and I lead a fairly structrured lifestyle. I guess I could say that there were no real “aHa” moments for me looking at the results of this assessment about my style. I will say that there were some questions on this assessment that made me really think about which answer I should select. At the bottom of the self assessment results listed natural personality type matches that would best get along with my personality type. The temperment sorter describes the four temperments of observable personality traits, with each temperment listing their own qualities, shortcomings, strengths, and traits. When mixing temperments/ personalites that do not necessarily match has the potential to cause conflict within teams. Some personalites and temperments just do not mix, but I can see how sometimes they might work well together in a team setting. Two different personalities more often that not will have two different perspectives, which can be a good thing as it can foster creativity and innovation. The information received from the self assessment has just futher solidified to myself what I already know. I am very up front and deliberate with teammates (in a good way). I will let them know what I am good at, what I am not good at, and areas where I would need some help. However, I will not carry the load myself, but am also more than willing to help out a teammate if needed. Reference
Keirsey Temperament Assessment.
6. Omar
My four letters on the MBTI assessment survey are ESTJ (Extrovert, Sensing, Thinking, Judging). I wasn’t surprised about learning my personality type because I have to interact with others most of the time. At work, I have to be an extrovert, I’m a mechanic, and by trait, I have to use common sense and logic to increase sensing, which helps my creative thinking and judging skills that help the decision-making process.
Knowing the team member’s personality types will help the leader to lead the group properly. According to Thompson (2018), “People who score high on extraversion, openness to experience, and conscientiousness are nominated more as a task- and relationship-oriented leaders” (p. 55). Knowing the teams’ personality types will help identify the role the member will have in the group. For example, I currently have a particular modification project for a military vehicle with new upgrades that involve a lot of elaborate work and require some critical thinking when modifying a vehicle. I have some teammate who is very timid and does not like asking questions when he has problems. I have noticed that he is introversive and doesn’t like communicating his thoughts and ideas unless I asked questions. Being aware of the member’s personality type would allow me to identify possible shortcomings or even improve the team cohesion and improve my leadership style. “Leaders who are accountable are more team-oriented particularly when they identify with their team” (Thompson, 2018, p. 60). This knowledge will also allow me to be more supportive of my team’s needs.
Thompson, Leigh L. Making the Team: A Guide for Managers. 6th ed., Prentice-Hall, 2018.

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