hahhhaa

1. Ok...Now, we are moving on into the different types of teams. There 3 primary
teams: functional teams, cross functional teams, and self managed team.
The 1st
one, the functional teams, it is A group of employees belonging to
the same functional department, such as marketing, R&D, production,
human resources, or information systems, who have a common objective.
Likewise, A Functional Team is a group of people or individuals within the same
functional domain that working toward the shared objectives in order to solve
functional problems.
For example, in Toyota business, if Toyota Company wants to have a heated
steering wheel in its next Camry, it doesn’t need to assemble a team of
designers, marketers, managers, and sales representatives to develop the new
product. Instead, Toyota can create a functional team of engineers, who focus
on steering wheel to come up with the mechanisms for heat and then
incorporate element within the brand new car.. In this case, there is no need for
change in institutional processes or priorities, and the overall vehicle
architecture remains exactly the same.
The second team which is a Cross-Functional Team it is A group of employees
made up of members from different functional departments of an
organization who are brought together to perform unique tasks to create
new and nonroutine products or services. For this kind of teams, it comprises
people from different departments and with special areas of expertise working
towards the shared objectives to achieve a common goal.
For example, to improve one’s service that able to fulfil customers’
expectations and satisfaction, the service company might bring together people
of different functional departments. For the first one, it could be the
marketing department where they are responsible to collect the data to
understand what the customers are looking for. The second one is probably the
Operations staff department where they are responsible to design the process
for delivering a service in the system. The third one is probably the human
resources department to oversee the training which the employees might need
new skills to succeed within the new process. And finally, the accountants
department in order to identify new costs and additional savings. So, in this
example, 4 teams of different functional department are brought together to
achieve a common goal in their organization.

2. The third team is Self Managed Teams. Self Managed Teams is a relatively
autonomous team whose members share or rotate leadership responsibilities
and hold themselves mutually responsible for a set of performance goals
assigned by higher management. A self-managed team is a group of people or
individuals that responsible and accountable for all or most parts of producing a
product or delivering a service. This team select their own members, and the
members evaluate each other’s performance. So, as a result, the supervisory or
manager’s positions take on decreased importance and may be even eliminated.
For example, in a school environment, a self managed team is being introduced
whereas every teacher has the autonomy to play the role of a leader and at the
same time still continue being a classroom teacher with less
headmaster/headmistress interference. The teachers use their expertise and
make all decisions regarding their team which is referring to their students
since they know best about their students and what they need, and this kind of
team is practising the principles of democracy because each team member has a
voice in the decision-making process. So, I think that this kind of team allows
teachers to take the lead, simultaneously shared mutual responsibility in leading
her own team, motivates and develop various competencies within the team
itself.
Team leader’s role in supporting creativity
There are so many roles of a leader to support team’s creativity in an
organisation. The first one is
1. Expect creativity
Creativity is strongly interconnected with a person's perception of whether or
not he can be creative. That is to say, leaders ought to expect and approve
innovation among the team members and without proper support from the team
leaders, it will discourage and demotivate employees to be creative.
2. Challenge people
Without challenge, there is not enough stimulus to bring out creative thoughts.
But if there is too much challenge, it will burdens and overwhelms the emotions
and the mind, shutting off the capacity to be creative. Pelz and Andrews (1966)
proclaimed that a certain amount of "creative tension" had to exist between the
employees’ security and challenge states. They have found that scientists' and

3. engineers' productivity increased when the scientists and engineers were given
positive reinforcement and were encouraged to participate in policy-making with
realistic ideas.
https://babel.hathitrust.org/cgi/pt?id=mdp.39015071812346;view=2up;seq=30;s
ize=175 (online reference book, page xxvii)
3. Get a system of rewards for creativity
When workers know that management rewards new ideas, they will try to
generate them. Rewards can exist in different forms, ranging from more money
(bonuses or salary increments) to a wide variety of "perks." Again, Pelz and
Andrews (1966) found that scientist and engineer productivity and creativity
was stimulated when they knew that their ideas and work were evaluated by
people other than their supervisor, which is someone outside of the hierarchy
such as their peers or users. It motivated them when they knew that higher
management sought and listened to such evaluations.
4. Get people involved, immersed, in problems
Even Einstein had struggled for several years trying to clarify the relation of
movement to electromagnetism. Kadang-kadang, manusia perlu diexposekan
dengan few problems bagi membyediakan peluang untuk mereka berfikir di luar
daripada kebiasaan bagi menjana kreativiti dalam menyelesaikan sesuatu
permasalahan.
5. Get rid of the disincentives
A disincentive in this context is referring to several set back factors to
generate creativity. One of the most common discentive is in an atmosphere of
fear; fear of being penalized for failure, fear of not getting sufficient
administrative support, or fear of not having enough time. Ini merupakan antara
factor negetif yang akan menghalang sesorang untuk berfikir dan bertindak
secara kreatif dalam kehidupan seharian mereka dalam sesebuah organisasi.
6. Give your people some slack, freedom and time for meditation
Here, I am referring to mental freedom, as well as freedom from external
factors that some people have to deal in their daily basis in the organisation.
Arieti menyatakan bahawa a creative person person must have time where he or
she does nothing within a certain period of time. Sekiranya seseorang pekerja
must always be "doing" something (running an experiment, shuffling paperwork),

4. they do not have the opportunity to reflect on their previous work. Eventually, I
will deteriorate in creativity for the forthcoming works that they might have to
deal with.
http://ieeexplore.ieee.org/stamp/stamp.jsp?arnumber=6501867
Barriers to creativity
According to Christian Walter (2012), there are few barriers to someone’s
creativity. The 1st one is
1. Fear of risk taking
When leaders reject ideas out of hand because they are different than the way
they have done things beforehand, it might seem logical but when you think
about it, it is clearer that it is contradict to any goal of creative or innovative
thinking. True creativity is about taking risks, breaking new ground, and coming
up with things that are new and novel, not just consistently remain the same
state. So means that, if the leaders limit their employees to only working within
existing bounds, means that they are creating a poor working environment for
creativity.
2. Autonomy or freedom
Let’s say if the leaders making it clear to employees that new methods of doing
things aren’t welcome or by forcing them to work within unnecessarily
structured environment to reach certain goals, this will definitely be a major
obstacles t be creative and inventive in their own terms.
1. Lack of motivation and lack of trust
Ok, for this one, I would like to confer regarding the way how we asses our
students and our grading system. Have you overheard or overcome in a situation
where pelajar you menjawab soalan ujian atau exam tetapi jawapan dia memang
sangat diluar kebolehan dia pada tahap tersebut? Nak kata jawapan tu salah,
tidak jugak, and nak kata jawapan tu betul pon tidak juga because sometimes, we
as teahers are bound in our grading system. For example, recently ada satu
jawapan students ni menjadi viral di social network di mana few pictures being
provided in the questions about memasak, if im not mistaken. N soalannya adalah
bagaimanakah cara y mudah untuk memasak kesemua bahan sekaligus dan
menjimatkan? So this particular student beri jawapan berkaitan dengan
menggunakan periuk y the latest one and ..........so, im not so sure whether

5. his/her answer was accepted or probably rejected, but let’s say if the teacher
as a leader assess and rejects the student’s answer solely based on the scheme
that has been provided with no further explanation, there’s high possibility that
the students will demotivate and gradually kurang percaya terhadap guru
tersebut and shut off the his/her creativity as a sign of passive rebellion.
Factors of Effective Team Decisions
1. The skills and abilities of the group members
2. The size of the group
3. The task to be undertaken
4. Cohesiveness
5. Synergy