...Evaluation of Group Team Effectiveness Tatiana Alvim Ming Chuan University Evaluation of Group Team Effectiveness Question 1 In our Organizational Behavior classes we studied chapter 9 that talks about the "teams" and for this assignment the teacher asked us to analyze our group's effectiveness. An effective team work is the key to the success of any group. I will evaluate my group based on "Climate of trust", "Abilities of members", "size of teams", "work design" and "common purpose". One of the most important facts why I consider my group a successful one is because of the "size of our time” we were just seven. Like the president of AOL says the secret to a great team is to "think small. Ideally your group should have seven to nine people". When you have a small group everybody can participates actively talking and discussing with each other, sharing their ideas, which help a lot. In that time we all shared the same goal, we had a "Common Plan and Purpose" so we have put a lot of time and effort discussing a purpose that was good for everybody. We had meetings in MCU's library, we created a Facebook group so we could put all the information’s there and when we realize that something was wrong we were very flexible to change the plan and keep going with the new decision. When you are working in-group the ability of members are also very important. Part of a team's performance depends on the knowledge skills, and abilities...
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...Team Development I. Between expectations from superiors and the demands of a competitive marketplace, many leaders look for new innovations to increase the effectiveness of team projects. Strategies on how to improve the effectiveness of our Transitional Team were researched to ensure our organization’s success. A. Members of any group collaboration must remain effective at all times to ensure success of the objectives and goals as in regards to their organization. Strategies for improving the effectiveness of the Transitional Team include: clarifying the team mission, creating a plan/objective, and conducting progress reviews. 1. When preparing for a major change, it is best to clarify the team mission. Each team member must know and can comprehend the mission, and understand their role in fulfilling such mission (Maroney, 2004). 2. After clarifying the mission, we must collaborate to develop a plan which outlines the team’s goals and objectives, provides strategies for fulfilling the team mission, and successfully accomplishing the goals and objectives (Maroney, 2004). Such plan should also include the responsibilities of each member in relation to fulfilling the mission and goals (Maroney, 2004). 3. Throughout phases, we should conduct progress reviews during collaboration to discuss and analyze results and future plans concerning...
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...agents. There are three agents of change; external, internal and external-internal change agents. External agents of change are temporary. They are used in situations where an organization needs help individual and group behavior. External agents are usually professors or private consultants. Internal agents of change are already apart of the business. They already know how to change an organization. In most cases they are managers who have recently been brought into organization that needs help. External-Internal agents are the combination of both external and internal. An organization uses both approaches to change the problems that have arisen. Question My thought-provoking question is how effective are external and internal change agents? I want to know why because what would be the next step to take to get the company at a good performance level. I know this works in most cases because I have seen it happen. I am just curious. Personal Implication Internal change agents personally affect me the most. My dad is a general manager at Applebee’s and he usually gets sent to stores that have a poor performance. He knows how to run a restaurant successfully. My dad has to go into the store as a customer to see how the employees behavior individually and as a group. He figures out what needs to be changed. In most cases it is the employees’ attitudes that need to be resolved. He also shows how a manager should act and lead a team. As soon as the store reaches its goal in performance...
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...Data bases searched 2005 to 2014 | Key words used | Number of studies found | Cochrane Google scholar | Plantar fasciitis treatment | Systematic reviews | 0 | | | Randomised controlled studies ( RCTs) | 4 | | | Controlled trails | 0 | | | Case studies | 0 | Effectiveness of calf muscle stretching for the short term treatment of plantar heel pain: a randomized trial Joel A. Radford, Karl B. Landorf, Rachelle buchbinder and Catherine Cook Goal: Randomized sham controlled trial to determine whether calf muscle stretching is an effective short term treatment for plantar heel pain Strengths * Used the Foot Health Status Questionnaire which has proven good reliability * Decent sample size (n=92) * Moderate success of blinding Weaknesses * Some of the patients in the stretching group had to discontinue stretching due to pain (this is important to note in the patient handout) * Only demonstrated one way of stretching the calf Conclusion: Calf muscle stretching is not recommended for plantar heel pain Level of scientific evidence: 2 Degrees of recommendation: C/D Cryoultrasound therapy in the treatment of chronic plantar fasciitis with heel spurs. A randomized controlled clinical study C. Costantino, M.C. Vulpiani, D. Romiti, M. Vetrano, V.M. Saraceni Goal: To evaluate the clinical efficacy of cryoultrasound therapy, in comparison to cryotherapy alone Strengths: * Decent sample size (n=84) * No reported side effects or complications ...
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...their stakeholders is get them on the same page. The stakeholders and leaders have the same goals and expectations. So has for the leaders are concern their strategy is to express to the stake holders how they are as much involved in the organization as the stakeholders. Stakeholders want to feel a sense of security where they are investing in. As a leader it’s their job to let them know that the organization appreciates them. Leaders can use to their advantage how the alignment correlates to effective communication. In return the stakeholders can expect a successful organization. By leaders showing enthusiasm and the get up go attitude this will further along gear up the stakeholders to fully communicate. . The ultimate test of the effectiveness of communication with stakeholders is getting feedback from the stakeholders themselves (Lang, 1999). Getting feedback from your stakeholders...
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...Journalists receive the opportunity to use newsu.org, a website which provides courses for aspiring writers. The “Writer’s Workbench” course presents journalists with a wide variety of explanations regarding how to compose an effective work. The course is divided into four sections: Nuts & Bolts, Special Effects, Blueprints, and Useful Habits. The first section, Nuts & Bolts, elaborates towards the fundamentals of writing an effective paper. Writers should appreciate the content of the Nuts & Bolts section, which presents readers with thorough explanations of the necessary characteristics of journalism. The Beware of Adverbs and Using Strong Verbs subtopics, for example, stood out because writers will discover the level of effectiveness that different parts of speech deliver within a report. Writers may not appreciate the list of verb qualifiers at the end of the “Strong Verbs” subtopic, which does not provide examples regarding why to avoid using the listed examples. Journalists will use the content of this section when they need to omit unnecessary details within their works. The second section of the course is entitled Special Effects, which explains how to write formal and creative. This portion of the course is beneficial, because this section explains how to conduct a vibrant and colorful report, while applying formal writing techniques. The Seeking Original Images subtopic was well elaborated, especially when the author humorously cites athlete Cal Ripken, Jr...
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...Selection Criteria: Studies for selection examined the effectiveness of interlock programs in a defined population. Studies were required to have a clear description of the program and outcomes evaluated, to have a comparison group and to provide interpretable data. Data Collection and Analysis: A total of 31 studies were found. Ten studies met the selection criteria. Three of these studies were eliminated from further analysis because they did not contain original data. A fourth study was eliminated due to methodologic weaknesses, leaving six studies for final review and analysis. Pooled analyses were not done because studies did not follow similar methods over comparable time periods. Main Results: Five of the six studies found interlocks were effective in reducing DWI recidivism while the interlock was installed in the car. In the five studies demonstrating a significant effect, participants in the interlock programs were 15%–69% less likely than controls to be re-arrested for DWI. The only reported randomized, controlled trial demonstrated a 65% reduction in re-arrests for DWI in the interlock group, compared with the control group. Conclusions: Alcohol ignition interlock programs appear to be effective in reducing DWI recidivism during the time period when the interlock is installed in the car. Future studies should attempt to control for exposure (i.e., number of miles driven) and determine if certain sub-groups are most benefited by interlock...
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...SEPTEmbER 2008 MISUSE OF INFORMATION TECHNOLOGY WHITE PAPER SEPTEmbER 2008 INTRODUCTION 10 years of an average working life spent on email with over three years wasted An EU-wide survey commissioned by Plantronics, Inc. from the Henley management College’s Centre for business in the Digital Economy provides new insight into how managers actually use information and communications technology (ICT) within their organisations and what impact the technology is having on the enterprise in general. The survey makes uncomfortable reading for anyone who believed new technology would automatically break down the barriers to communication, transforming organisations for the better. Rather, it suggests that close to half our ‘communications time’ at work is spent fielding and generating emails of which a full third are superfluous or irrelevant. The extensive use of e-mail for internal transactions is being questioned as a substitute for phone or face-to-face discussion particularly as the lapsed time for decisions is being elongated. The Henley findings also highlight the extent to which electronic work has intruded into home life, creating an expectation of being always connected. True, good use of ICT has benefited operational performance by speeding response times, allowing more effective information sharing, greater inclusivity among organisations, better processes and improved support for decision-making. At the same time, it is making working life increasingly faceless...
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...Building an IT Business Case – BBC 0701 Submitted by: Paul Martin, 12 November, 2006 Summary of What Constitutes Strong Evidence of a Program’s Effectiveness? Two notions are initially introduced as approaches to answering the title question: 1) Effectiveness is understood to mean the impact of the program and 2) There are numerous methodologies used to demonstrate effectiveness or impact. Examples of these methodologies are provided: * Randomized Controlled Trials – An RCT is a study that measures interventions effect by randomly assigning a person or persons to intervene into a program environment where non-intervened groups can be observed as well. * Direct Controlled Trials – Environment factors can be directly controlled to test effectiveness of a weapon system or new technology expected to operate in the environments that are created and directly controlled. * Quasi-Experimental or Comparison Group Studies – those with compared to those without intervention. * Non-Experimental Direct Analysis – may be used to analyze why a program is so effective. More detailed descriptions of these basic assessment methodologies are provided by the author, who goes on to introduce one of the central challenges to developing strong evidence of a program’s effectiveness – VALID measurement of the outcome or impact of a program compared to VALID measurement of what outcomes would have been in the absence of the program. This probably leads to another supported white paper...
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...position and employment status? 2. What are the Goals and Objectives of the Research Programs in the selected schools in Oriental Mindoro? 3. What is the status the Research Programs in the selected schools as to: a. Budget b. Projects c. Personnel d. Research Accomplishment 4. How effective is the management of the Research Program in respondent’s school in the following areas of concern: a. Staffing b. Planning of research projects c. Implementation of research projects d. Allocation and utilization of funds e. Monitoring and evaluation f. Dissemination of research outputs 5. What are the significant differences in the perceived effectiveness of the management of Research program of the selected schools when the respondent’s profiles are considered? 6. How relevant are the researchers conducted in the selected schools in terms of: a. Environmental impact b. Social impact c. Economic impact 7. What are the problems encountered in the Research Programs in the selected schools and their solutions in the following areas of concern: a. Staffing b. Planning of research projects c. Implementation of research projects d. Allocation and utilization of funds e. Monitoring and evaluation Methods used: The researcher prepared questionnaires to be answered by the...
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...Organizational effectiveness can be defined as the efficiency with which an association is able to meet its objectives. This means an organization that produces a desired effect or an organization that is productive without waste. Organizational effectiveness is about each individual doing everything they know how to do and doing it well; in other words organizational efficiency is the capacity of an organization to produce the desired results with a minimum expenditure of energy, time, money, and human and material resources. The desired effect will depend on the goals of the organization, which could be, for example, making a profit by producing and selling a product. An organization, if it operates efficiently, will produce a product without waste. If the organization has both organizational effectiveness and efficiency, it will achieve its goal of making a profit by producing and selling a product without waste. In economics and the business world, this may be referred to as maximizing profits. The main measure of organizational effectiveness for a business will generally be expressed in terms of how well its net profitability compares with its target profitability. Additional measures might include growth data and the results of customer satisfaction surveys. Highly effective organizations exhibit strengths across five areas: leadership, decision making and structure, people, work processes and systems, and culture. For an organization to achieve and sustain success, it...
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...Reflecting on my experience in the MGT 501 class over the last 3 months, l would say it was an eye opener in the sense that the course opened me up to a whole world of information that was entirely new to me. After completing group and individual work for 12 weeks, I would say that l have learned quite a lot from my group in the discussion classes and this has had a positive effect on the way me and the way l interact in the workplace. This essay will focus on what l took away from the course and on how the experiences in this class will shape my future interaction especially in the workplace. For me, the purpose of the MGT 501 course is to present a systemic knowledge about people and workings within organizations that can be used to enhance individual and organizational effectiveness in the work place. MGT 501 introduced organizational behavior from several perspectives in the sense of explaining the meaning and the reason why organizational behavior is useful. It showed me how to develop skills in organizational behavior like leadership skills, personality and learning skills. It also presented a frame work of understanding the field. A very important aspect of this course was to be able to make sense of any organization in which l am placed or l find myself in the future. I believe without a doubt that after taking this course, l can adequately answer questions as to what is going on within an my organization at least from a human stand point. Apart from helping me understand...
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...supervisors (Bateman & Snell, 2013).” Managed toward oneself groups offer various potential favorable circumstances that could be utilized at Sandwich Blitz; including stronger responsibility, worker and consumer loyalty, enhanced quality, upgraded effectiveness, and speedier item and administration improvement. Notwithstanding, there are a few downsides. Directed toward oneself groups are hard to execute, and disappointment is a danger when utilized as a part of unseemly circumstances, or without sufficient initiative. A few associations have been disillusioned with the results from managing toward oneself groups. “The key element of effective teamwork is commitment to a common purpose (Bateman & Snell, 2013).” There are three criteria that defines the effectiveness: “The productive output of the team meets or exceeds the standards of quantity and quality; the team’s output is accept- able to the customers, inside or outside the organization, who receive the team’s goods or services. Team members realize satisfaction of their personal needs (Bateman & Snell, 2013).” The third criteria is “. Team members remain committed to working together again; that is, the group doesn’t burn out and disintegrate after a grueling project. In other words, effective teams remain viable and have good prospects for repeated success in the future (Bateman & Snell, 2013).” There are numerous contrasts between conventional situations and group situations. In customary environment the administrators arrange...
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...After reading the passage, I realized a few ethical violations could be recognized. Before a study or research could be conducted, all participants should be informed on the purpose of the research, what procedures are involved, benefits of the research and any risks related to the research. In psychology, one of the professional codes of ethics is that all participants must consent to the research and must be debriefed. In the Guatemala study, female commercial sex workers were injected with diseases such as gonorrhea, chancroid, and syphilis without their prior knowledge and consent. Secondly, the soldiers and prison inmates were infected with the disease by having sex with the infected sex workers without knowledge of them being infected or being participants in a research. Additionally, when the researchers found out that the soldiers were infected by the female commercial sex workers, they changed their approach by infecting them with gonorrhea through inoculations into the urethra, skin injections of chancroid and syphilis and also exposing the foreskin of the penis to other infectious material. This is again was done without their consent, hence they were decepted. Another code of ethics is the protection of the client’s welfare. Human participants should not be infected or injected, or put in any harm. Researchers must ensure that participants taking part in a research must be protected from physical and mental harm. For example, participants should not be exposed...
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... Teams and Training Team training is the facilitation of building productive and effective teams from within the team itself. Training programs exist to help teams perform tasks and jobs efficiently as possible. Team training programs exists to train the team itself from within the team using the team. Although the article I read pertained to team building in the medical field, much of what was done can be applied to any team looking to better increase efficacy and productivity. In order to determine what makes teams effective we need to know what separates from groups. In a group a leader is appointed, the groups missions is its purpose, only individual work provide products, and effectiveness is measured indirectly. In a Team leadership responsibilities are shared, the team has a specific well-defined purposed that is unique to the team, the team works with its members to develop products and effectiveness is measured by assessing team work products (Johnson & Johnson, 2009). Overall when at work a persons in grouped into teams to help According to the article (Klipfel, et al., 2014) “Respectful communication serves as a foundation for establishing partnerships between persons by engaging them in formation exchange, that develops mutual understating, shared knowledge, and consensus that leads to identifiable action. The example given is when a nurse describes a patient’s illness, they usually describe in broad narrative prospective language, while the physician on...
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