Case Analysis, Of The ‘Go’ Team

Case analysis, of the ‘Go’ team

The work presented is centered on the analysis of Roche’s “Go” team, which consists of a combination of seven researchers from the Departments of Genetics and Oncology, with various professional history, but with the same objective, identify new goals for medicine Against cancer, using genomic tools.

What are the elements for leadership to be effective? How would you characterize the leadership style in this case?

I consider that the main element to decree how leadership effective consists of the leader’s ability to achieve the proposed objectives, however there are so many authors who mention different key elements for effective leadership, for example they argue that “effective leadership will depend on the level of the development of the collaborators ”, however, taking into account the type of leadership of this case, some differences can be seen.

It is recognized that the leader of Roche’s “Go” team has certain qualities of a transformational leader according to the characteristics mentioned by, because it provides a vision and a mission, the group’s purposes are expressed in a simple way, also a stimulation is encouraged intellectual and a careful solution of the problems, in addition enough attention is paid to both personnel and the different problems that may arise within the investigation. These same qualities can allow effective performance in the group, as it would allow greater productivity, as well as greater adaptability to the organization.

Keep in mind that this is a team oriented to health issues, and that in this area it has been possible to implement a transformational leadership effectively, in addition to this type of leadership “promotes the need for a change and continuous improvement of the organization, seeking participation and consensus among all activities and people ".

How are effective equipment formed? When are interdisciplinary groups better and when the disciplinary?

Taking into account the information obtained about the Roche team, this was made up of professional researchers with a history that would be useful for the development of the team, in addition all the researchers agreed and were united by the desire to identify new goals for cancer medicines.

The composition of effective equipment "refers to the attributes of the team members and how they combine to form effective interdependent teams" for the formation of effective equipment, communication is necessary, the commitment, in addition the members must be complementary.

Interdisciplinary groups such as Roche’s “Go” team consists of a team formed by professionals who come from different disciplines and therefore specialize in different fields, but maintaining the same objective, the advantage and for which I consider more efficient these groups is that due to the diversity that each member has, different knowledge and skills can contribute to the rest based on their profession. For their part, disciplinary groups are delimited and defined, so it would be useful when a unilateral, simple approach or a single research or situation approach is sought.

How can you use knowledge about why people bind to groups to increase the effectiveness of these?

Taking into account the knowledge about people, their skills and their objectives, good communication is necessary between team members to increase performance, productivity and efficiency, provide the necessary tools so that they can develop their activities, generate a good atmosphere labor that motivates people, to open spaces where the activities carried out by each one can highlight, giving way to creativity. This will allow professionals in a better development of their activities.

What challenges and dilemmas you could anticipate when trying to direct a team like Roche Go?

The fact that it is an interdisciplinary group could generate conflicts, according to (Munduate, Ganaz process that emanates from the daily routine, structural pressures and participants in the organizational environment ”conflicts can be given because they can have different ideas, taking into account that it is a team formed by researchers from different departments, even when have the same objective could identify different methods to achieve the same. So discussions could be generated when making group decisions.

Why the presence of other improves performance in some situations and worsens in others?

The presence of others can improve the performance and productivity of our activities within one team, if the other has our same objectives, also if it contributes to the development of any activity that is being carried out, if the presence of this will improve the performance. However, the presence of another can affect our performance, this will happen if the other is an external agent or that simply does not share our objectives or perspectives, which also does not contribute with constructive citrus or their role is negative.

There are changes that are expected in people, and these have to do with learning related to the ways of executing tasks, with new knowledge to address problems, with habits modifications, with internal interpersonal relationships. Apparently they are not deep changes but if they are complex as long as it is not easy performance.

What would you do to guarantee sufficient discussion of controversial issues in a work team? What can managers do to bring hidden conflicts to light without aggravating them?

As already mentioned throughout the document, trust is an important issue, in addition an opening to dialogue should be given, so meetings could be constantly maintained where some conflict is socialized (preventing them from becoming bigger before to look for a solution for them), provide security to the members of a team so that they can deal with these issues are sincerity and thus be able to raise solutions to problems

As managers and given the need to bring to light conflicts it is necessary Sincerity about the conflicts present, to avoid a larger conflict in the midst of the discussion there must be a negotiator who listens to those involved impartially, so that the final can reach an agreement.

If you were a consultant in this case, what changes would you recommend?

In this type of organizations linked to the field of health it is necessary to adapt the leadership structures to the new and different challenges. Therefore, an organizational change is necessary, especially in the roles and responsibilities that allow new planning and development strategies, good labor environments must be highlighted, to encourage communication, conflict resolution to generate positive changes while seeks to carry out objectives.

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