本文主要讲述的是组织中的团队效率和决策制定，海军战术技术团队的案例研究已经被用来类比人们需要在凝聚力中工作的不同方式。军事需求的主要目标是人们需要成群结队地工作，并确保团队满足主管的要求。在这个范例中有三个层次的因素需要考虑。它是在危机时刻帮助领导者，使领导者意识到情况，使他们能够做出决定的问题。最后，在某些军事行动中，人民往往不能依靠其军事指挥官作出决定。本篇论文代写文章由澳洲论文通AssignmentPass辅导网整理，供大家参考阅读。
The case study of Naval tactical technical team has been used to make analogies about the different ways in which the people need to work in cohesion. The primary objective of military requirements is that the people need to work in cohorts and ensure that the supervisor’s requests are met by the team. There are three level factors that need to be considered in this paradigm. It is to aid the leader in times of crisis, make the leader aware of the situation and enable them to make determination of the issues. Finally, in some cases of military action, the people cannot often rely on their military commander to make a decision.
In this paradigm, the companies and the people need to be aware of individual competencies and managerial capacity to make decisions. There must be team work and at the same time the individuals need to function as a separate unit as well. Hence the main message that the companies need to develop is the art of working in cohesion. This would create a persona where the people understand the importance of individual contributions to the team and the importance of team. In the case of military bases the people have the shared objective of ensuring that the safety of the people is maintained in this paradigm. The companies need to be aware of this basic notion of creating a shared objective and also ensuring that the individuals in the team are appreciated for their performance. A comprehensive working environment where there is respect between the team members and individual work would enable in the creation of long-term solutions for all the people.
In a hypothetical scenario where I am the project manager in the future, there will be efforts taken to focus on the shared objectives for the team. There will be clear accountability and transparent communication that will be created. Intangible individual rewards and team appreciation would be done on a regular basis. There will be informal and formal communication that would be initiated with the members of the team. The genuine concerns of the people would be addressed in this paradigm. In this process, all the people would be appreciated and focus will be given on the final objective or the team deliverable. It is understood that the real-time implications of these would be a daunting task. However, efforts would be taken to ensure that there will be a cohesive team that would work towards a common goal of managing people.
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