Introduction
Throughout this course, you have learned what steps you will need to take to put together a successful team. You will use your knowledge about each step of the team-building process and its significance in a final report for your VP. You will explain what makes teams important and effective. This assignment gives you an opportunity to analyze your leadership potential while applying business writing skills.
Scenario
Your VP has asked you to create a 5–7 member team that you will lead for a new product or service the company is introducing. You have taken steps throughout your course to begin building your team. You will deliver a business report to your VP for your final team proposal.

Instructions
Write a 3–4 page report to the Vice President to include the following sections:
1. Title Page
Include a title page with the following information
 Project name.
Date.Prepared by: your first and last name
.Prepared for: your VP’s first and last name.
Company name.

2. Introduction
Your introduction should be 1–2 paragraphs summarizing what you will cover in the report as well as your reason for writing the report. Be as specific and concise as possible when writing your introduction so that the reader can clearly understand what they will find in your report.

3. Body
The body of the report will include three labeled sections:
Envisioning the Team
Based on the Week 3 assignment and feedback, describe your team’s purpose, its roles, and critical skills. Include the following:
The team purpose statement (the shared goal).
The specific roles that will make up your team and what each is responsible for. That includes a description of responsibilities and the types of tasks each member performs.
The skills/traits each role will require and why those are critical
.
Picking Your People
Describe your plans for researching, recruiting, and evaluating the best candidates. Don’t forget to review the Week 5 assignment on evaluating candidates and the instructor feedback. Support your rationale with examples and references from course resources. Use the following suggestions to get started:

Share your scouting techniques to recruit the team members.

Share your plan to research applicants or potential candidates, including the supporting rationale

Share how you will attract and persuade the most valuable candidates to join your team.

Provide examples of key roles on your team and explain the evaluation or testing recommended for those roles and why those are appropriate.

Leading an Effective Team
Explain what makes the team and you as a member of your own team effective. Include the following
Identify and explain four characteristics that will be important for your team to be effective and successful and why those are key.  Provide support for your points from course resources
.As a member of your own team explain strategies you will use to be the leader your team needs. Provide support from course resources and your DiSC assessment.
Consider strategies for increasing team effectiveness.
Think about what you learned about your personality traits from the DiSC assessment and complementary strengths in your team members.

4. Conclusion
Summarize the findings or results discussed in the report and reiterate the most important recommendations.

Planning an Effective Team

Jennifer Lowe

JGR200

April 25, 2022

Dr. Manuel B. Johnican Sr

1. Identify the team’s purpose, stating what the team does, for whom and why

It is our team’s job to create and develop new video game products for our company Stream

Gaming Console. Our company intends to introduce an innovative product to customers who

appreciate unique and creative video games. To make the new game a success, I must select a team

of individuals who can accomplish the goal. As a team, we will design an innovative and creative

gaming product to satisfy customer demands and turn them into loyal customers of the company

for a long. Each team member will perform their role professionally to achieve expected outcomes.

Each team member is committed to their role, and they will work enthusiastically to make the new

product a success for the company.

Describe 5 – 7 team roles, including leaders, responsibilities, and importance to the team—
incorporate information from course resources.

i. Leader as Researcher: I’ll be the leader of the team and work as the researcher for the

demand for the new product. As a leader, I will keep the team motivated to achieve a

common goal, and as a researcher, I’ll research the demand for the product in the target

market.

ii. Design Strategist: Marcus will work as a design strategist to strategize user-friendly

and creative design. His role is essential for the team to progress creatively. If the

product’s design is unique and innovative, the product will achieve expected outcomes.

iii. Content Strategist: Monty will work as a content designer and produce valuable and

understandable content to describe the qualities and features of the designed product.

His role is essential for the team to continue.

iv. Data Analyst: Shauna will work as a data analyst to analyze the scope of the product

in the market. The data analyst will keep the product’s design in mind while analyzing

data trends and inform the leader about the ups and downs of the market to make

strategies accordingly.

v. .

2. Explain the skills required for each role and why those skills are critical.

i. Leader and Researcher: A leader should be motivated to keep his followers

motivated and active towards achieving a common goal. As a leader, I need skills

such as effective communication, motivation for the team, creativity, flexibility,

and strategic thinking. And as a researcher, I must have research skills critical to

collecting accurate and quality data (Jouany,2022).

ii. Design Strategist: Skills required by a design strategist include critical and

analytical thinking that is crucial to approach a quality design for the new product.

iii. Content Strategist: The skills required by a content strategist need experience in

understanding, planning, executing, and delivering the right and accurate

information to customers. These skills are crucial for communicating with

customers professionally (White, 2017).

iv. Data Analyst: A data analyst plays a crucial role in defining data sets and

characteristics of the population and target market. Skills required by data analysts

include data visualization, data cleaning, machine learning, and data classification

to make substantive decisions. These skills are necessary to ensure the data

collected is authentic and can be used to create product distribution decisions

(Gallo, 2021).

v. Product Developer: A product developer should be skilled in designing and

engineering knowledge, management of prototype design process, and strong

written skills to develop a robust creative product (Betterteam,2021).

3. Explain three strategies that will be important to the team’s effectiveness, why they

are essential, and with references to course resources.

Three strategies that are important for the team’s effectiveness are as follows.

i. Clarify goals, expectations, and responsibilities to team members.

ii. Engage team members in discussions and ask them about their motives

iii. Give proper feedback to improve team members’ effectiveness and performance

(Gleeson, 2020).

All these three strategies are essential to improve the effectiveness of team members

because these strategies focus on individuals steadily. Clarifying goals and responsibilities will

help team members pave their path and look straight towards steps to achieve these goals. The

engagement of team members will improve their participation in the project, and they will work

enthusiastically. Proper and detailed feedback is vital to enhance the performance of team

members. When the previous version of members is reviewed, it will help them look at the

strengths and weaknesses of their performance and work better in the future. All these strategies

will help our team members to achieve the expected outcomes of the new product project.

References

Betterteam. (2021). Product Developer Job Description. Retrieved from

https://www.betterteam.com/product-developer-job-description.

Gallo, K. (2021, July 22). Product Analysts, What Is That? Retrieved from

https://towardsdatascience.com/product-analysts-what-is-that-936978e5c215

Gleeson, B. (2020, July 8). 9 Simple Ways To Improve Team Effectiveness. Retrieved from Forbes:

https://www.forbes.com/sites/brentgleeson/2020/07/08/9-simple-ways-to-improve-team-

effectiveness/?sh=593af4fd6ad5

Jouany, V. (2022, February 17). What Are The Top 24 Leadership Skills That Make a Great

Leader? Retrieved from https://blog.smarp.com/what-are-the-top-leadership-skills-that-

make-a-great-leader

White, J. (2017, August 29). What Skills Do I Need to Be a Content Strategist? Retrieved from

https://digitalmarketinginstitute.com/blog/what-skills-do-i-need-to-be-a-content-strategist.

References

JGR200

Week 5 Assessment Tools Reading

Read about the three assessments in this document and complete the worksheet that follows.

I. The DiSC Assessment

The DiSC Assessment is a behavior assessment tool that we learned about in JGR 100. It centers

on four different behavioral traits: Dominance, Influence, Steadiness, and Conscientiousness.

DiSC can be used to assess an employee’s general personality, and which type of job (and

accompanying work style) may suit them best. It can also help to identify someone’s

management style and how they can most efficiently manage employees with differing

personalities.

SAMPLE DiSC QUESTIONS

1. In my work environment, it is most important to me to:

a. Help co-workers and to be in a peaceful environment.

b. Feel that my co-workers admire me and to be free from rigid rules.

c. Know exactly what is expected of me and to finish one task before moving to another.

d. Get things done and to see results.

2. In my work environment, it is least important to me to:

a. Help co-workers and to be in a peaceful environment.

b. Feel that my co-workers admire me and to be free from rigid rules.

c. Know exactly what is expected of me and to finish one task before moving to another.

d. Get things done and to see results.

3. When someone offers an opinion or conclusion and I disagree, I am most likely to…

a. Tell them that I disagree.

b. Say something humorous.

c. Ask for more information.

d. Nod and say nothing.

If you want to learn more about the DiSC Assessment, check out their website!

DiSC Profile

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

Page 1 of 6

JGR200

II. The Criteria Cognitive Aptitude Test (CCAT)

The CCAT measures an individual’s aptitude, or ability, to solve problems, digest and apply

information, learn new skills, and think critically. The CCAT consists of 50 items that involve

reasoning and problem-solving skills that need to be completed in just 15 minutes.

Tests like this are valuable predictors for success in hiring people for jobs that require problem-

solving and analytical skills. Not only that, but research also shows that cognitive aptitude is one

of the most accurate predictors of job success: twice as predictive as job interviews, three times

as predictive as experience, and four times as predictive as education level.

SAMPLE CCAT QUESTIONS

1) If a train travels at a speed of 400 miles per hour, how many hours will it take to travel 3000

miles?

A. 5

B. 6

C. 6.5

D. 7

E. 7.5

Answer: E

2) Only professors work on the 5th floor. Some secretaries work on the 3rd floor. Jonathan is a
professor.

Jonathan works on the 5th floor. Is this statement:

A. Correct.

B. Incorrect.

C. Unable to be determined from the information.

Answer: C

Follow this link if you want to learn more about the CCAT.

Criteria Cognitive Aptitude Test (CCAT)

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

Page 2 of 6

JGR200

III. The Emotional Intelligence Appraisal

As we discussed in week 4, Emotional Intelligence is the capacity to assess and be aware of both

your own emotions and those of others, and to use that knowledge to interact in an empathetic

and productive manner.

The Emotional Intelligence Appraisal provides an overall EQ score and measures each individual’s

capacity for self-awareness, self-management, social awareness and relationship management.

SAMPLE EI TEST QUESTIONS:

ALWAYS OFTEN SOMETIMES RARELY

People have told me I’m a good

listener.

I stay calm under pressure.

I handle criticism well.

Key: There are no right or wrong answers, but more positive = more EI points.

Here’s where you can find more information about the Emotional Intelligence Appraisal.

Emotional Intelligence Appraisal

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

Page 3 of 6

JGR200

Week 5 Worksheet

Read each hiring scenario. For each scenario, decide which of the three tools would be the most
effective in evaluating a candidate for the position.

Write your answers in this document, beginning each answer directly after the scenario it applies

to. Explain which tool you chose and why the tool is more appropriate than the other tools. Your

answer should be a well-developed paragraph that includes references to the course resources.

● SCENARIO #1: Your human resources department needs to hire a new Employee Relations

Manager (ERM). This person’s job is to manage conflict and workplace issues between

managers and employees across three separate departments. The ERM must be able to

handle disgruntled employees and managers with compassion, discretion and

professionalism even in situations where tempers may run high.

The emotional intelligence appraisal is the most effective tool for determining whether an

individual can serve effectively as an employee relations manager. The assessment tool is

adequate for evaluating the individuals interested in filling the position because it determines

how effectively individuals can control their emotions and those of others. These traits will be

fundamental to the employee relations manager, who will be tasked with emotionally charged

situations such as resolving the conflicts that arise in the workplace. The professional should have

the skills needed to control the emotions of the conflicting parties and reason with them

effectively, and ensure that they resolve their problems constructively. Subsequently, having an

emotionally balanced demeanor is essential in resolving other issues that may arise in the

workplace, such as disagreements between workers about the strategies they should use to

complete different projects. The tool will aid in selecting the individual who will have the

emotional intelligence needed to effectively manage the issues that arise in the workplace.

● SCENARIO #2: You need one more person on a team you’re putting together to launch a

new tech startup business. You want to make sure this person’s personality balances out

with the others you’ve already hired. Specifically, you’re looking for someone enthusiastic

and outgoing, but also detail-oriented and focused.

The DiSC assessment tool will be the most appropriate method for selecting individuals with

specific mannerisms to join other individuals and work as a team. This is because the device is

structured to deduce the behavioral traits that individuals possess; hence can be used to

determine whether the selected individual has the attributes needed to perform the required

task appropriately. The tool is used to determine whether professionals have traits such as

dominance, influence, steadiness, and conscientiousness; hence can be used to deduce whether

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

Page 4 of 6

JGR200

the selected individual is focused and is keen on ensuring that all details are followed effectively

when completing a task. It is a vital tool that helps determine whether the personality that an

individual possesses aligns with the other members of the team; hence they will be able to work

together effectively. The questions in the assessment tool, such as how individuals may react to

different situations, will help determine their personalities and personal attributes.

● SCENARIO #3: You’re hiring a new financial analyst for your organization. This position

needs an individual with strong problem-solving and reasoning skills as well as in-depth

mathematical abilities.

The assessment tool that effectively selects the individual who will work effectively as the

financial analyst in the company is the CCAT model. This is because the assessment tool helps

determine whether an individual has adequate problem-solving skills that are essential in

handling the complexities associated with the role of the financial analyst. The professionals

perform several critical functions in the company, such as predicting the expenses that a

company will incur over a period of time and projecting the budgetary allocations needed for

different projects effectively. Therefore, the position should be filled with individuals who have

adequate problem-solving skills to solve any challenges that emerge in the organization, such as

inadequate funds allocated to different projects effectively. The assessment tool will help select

the individual who can fill the position effectively. It asks queries that can determine how those

interested in the job would respond to the different situations to determine how efficient their

problem-solving skills are.

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

Page 5 of 6

JGR200

© 2020 Strayer University. All Rights Reserved. This document contains Strayer University Confidential and Proprietary information and may

not be copied, further distributed, or otherwise disclosed in whole or in part, without the expressed written permission of Strayer University.

Page 6 of 6

Week 5 Assessment Tools Reading
I. The DiSC Assessment
SAMPLE DiSC QUESTIONS

II.  The Criteria Cognitive Aptitude Test (CCAT)
SAMPLE CCAT QUESTIONS

III. The Emotional Intelligence Appraisal

Week 5 Worksheet