...Introduction USAA's mission is to facilitate the financial security of its members, associates, and their families through provision of a full range of highly competitive financial products and services; in so doing, USAA seeks to be the provider of choice for the military community.(USAA,2014) In our team huddles or meeting’s we always begin with our mission. We live and breathe the mission every day in all our doings at work and at home. USAA strives for excellence in all lines of business; Property & Casualty, Banking, Financial Investing and Retirement. Companies will have their pros and cons, it is up to them to correct their flaws and make it right. USAA scores their performance with Satisfaction Scores (Sat Score) in every department that deals with members on a face to face environment or interaction on the phones. These scores reflect on our performance reviews as a whole. USAA, the innovator in mobile and online banking has opened its doors to their members through social media and the internet. Not only does USAA communicate with members through online media, they have created other outlets for employees to communicate with each other. These outlets are not that effective for Financial Centers that are placed away from our Home Office and Campuses. Communication needs improvement between Home Office and the Financial Centers, leaving disconnects between the two; leaving members upset and in turn give Financial Centers a bad satisfaction score. Teamwork...
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...LEARNING TEAM ‘A’ CHARTER |Course Title | LAW/531 – Business Law | |All team members participated in the creation of | | | | |this charter and agree with its contents ( (Please| | | | |check) | |Instructor |MICHAEL T. MILLAR, JD | | | |Course Dates | 06/29/10 – 08/09/2010 | | | | | | | | | | | Team Members/Personal Information |Name | |Phone | |Fax | |Email | |Jennifer Hall | |(707) 628-6679 | | | |Jhall806@sbcglobal.net | |Aleen Lien | |(651) 249-3111 | | | |alien@sjm.com | |Sharona...
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...University of Phoenix Material Team Building Worksheet 1. Describe team members’ results on the Discovery Wheel and develop your multiple intelligences exercises. What similarities and differences exist within the team? Within the team we have found that due to our similar back grounds in the military we approach learning in a lot of the same ways. As a group we brain storm and analyze every aspect of the problem to come up with the solution. Although some of us are easier to persuade to one idea to another, all of us require justification in order to allow it to pass the group. Alberto, Marvin, and Mike all use the no non sense approach to problems and class while Tracy tends to look at it more as a 3D more than one way to skin a cat type of out look. It seems that we feed off of one another in a group environment. When one of the team members doesn’t understand the others try to explain it in the easiest way possible. Through the discovery wheel and intelligences exercises we found that the team pretty much has the same learning style and curve. It isn’t hard for any of the members to get their input in or speak up to the other members if there is a difference of opinion. With the exercises so far we have had no problem coming together as a team. 2. What are the advantages of having diversity on a team? What challenges might the team face because of diversity? The advantage of having diversity...
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...The Forgotten Group Member The Forgotten Group member is a case study in the Organization Behavior book that creates a scenario about an A student by the name of Christine who faces challenges while working in a group on a project as the team leader. Initially, the group starts in the forming stage because the group members and especially Christine begin to have concerns about how their personal work and the work of the other team members contribute to the project. Towards the end, the group is now in the storming stage. The storming stage is described as a period of high emotion and tension among group members. During this stage, the group may experience uncomfortable pressures and efforts are made to find ways to accomplish team goals while also satisfying individual needs. I believe the group is now in this stage because a difficult member by the name of Mike has not been showing up to group meetings and has only turned in rough handwritten notes. Because Mike has been social loafing, this will cause the group to express emotions about the situation which will cause tension among the group. The group will then realized that because the lack of Mike’s efforts, they will have to come together to do his work. If Christine, the team leader, would have understood the stages of development, she would have realized that her team was not developing at the pace they should have been. She would have recognized the issues at a time where it could have been easier to resolve...
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... Each team member is different from the and therefore bring different strengths and weaknesses to the team. Team members must learn to listen to each other, accepting the ideas and suggestions of other members. Trust between team members is a very important part of becoming a successful team. The team charter is an excellent tool that is used to find out what each member can contribute to the team. THE TEAM CHARTER 3 The Team The first step to being a successful team is to get to know your team members. Without knowing your team you cannot fully know what each member can do for the team. You will need to ask each other questions to find out what strengths each member will bring to the team. These questions will also help the team learn what weakness the members of the team will need help with. Webster’s online dictionary defines team as “a number of persons associated together in work or activity” (2011). The Team Charter What is the team charter? The team charter is a contract between each team member. The charter has several different parts to it. The first part, of the team charter, is the team information section. In this section members can list their contact information. This makes it easy for the team members to communicate with one another. The next section is the skills inventory section. Here team members can list the skills that they can contribute to the team. The third section lists the goals that each member has for the...
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...INTRODUCTION (Valentina) Our team had the pleasure of interviewing William Griffenberg but goes by Bill, who joined TAMUSA on January 2018. Prior to joining TAMUSA, he was the CIO at the Florence County for four years, where he had a successful track record of managing, fixing and implementing a better network system. He was in charge of doing an IT overhaul because the county network system had tremendous problems many related to network security. He earned his Master on Information Systems Management. This interview was performed on February 26th of 2018. Due to security and the sensitivity of the information, Bill was limited in the information that they were able to share regarding their information and data center infrastructure. Bill did his best to provided us with plenty of insightful information that allowed us to piece together the information we are sharing below. One of the things that he told us and we all know is that IT has become a critical part of every business in the world and that it was created because there are customers. Background of the organization During the interview we asked about the background of the IT department but we were not given much about it, so I decided to add some background about TAMUSA and also some about the IT industry. School Background: Texas A&M University-San Antonio is a contemporary university reflective of the diverse and heritage-rich community it serves. Founded as the first upper-division institution of higher education...
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...the groups were initially allotted, four of the members were familiar with each other. On our first meeting everyone introduced themselves and it was encouraging that our group was diverse in terms of educational background and work experience. Initially everyone used to assemble for the group assignments and gave their inputs. It was evident that no one wanted to be left behind. Also it was evident that no one wanted to own the responsibility for the group assignments. Everyone initially wanted to establish for themselves that they were good enough to be a part of the group. Member C having extensive experience of working in teams took the lead and initiated interaction among the group members through social mediums like whatsapp and google groups. Meetings were organized and to the point. After everyone became comfortable with each other our group meeting became fun. Storming: Member C’s systematic and planning ahead of time was well received by the group. But since he took the lead everyone started expecting him to take care of things and contribution of members decreased. After first set of quizzes group realized that the members who didn’t contribute were lagging behind. There was a drastic change after that. Members concurred that group meetings for qualitative subjects were inefficient. Members attempted the assignments individually and understanding developed that successive assignments were not taken by the same member. Group operated in a very mechanical way. There...
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...corporate dividend policy. You are required to include a public company listed in Bursa Malaysia and determine is there any obvious pattern to the dividend decision? Notes to Students 1. For the Group Coursework, the maximum is 5-6 students to a group. 2. The approximate length for the Group coursework should be around 3,000 words. Report in excess of 10% of the required words will be penalized. Include the word count at the end of report. Students are to use Harvard referencing in this assignment. 3. The coursework should be type written using Times New Roman font (size 12) with line spacing of 1.5. Use simple binding and no need for plastic cover. 4. Students are to submit a Group Member Appraisal form to ensure total participation of each member and a plagiarism statement. It is compulsory to submit your assignments to Safeassign. 5. Be mindful of plagiarism. Referencing and bibliography are expected if any part of your assignment is borrowed from any particular source. You may be penalized for non-referencing to the source. Please fill up plagiarism statement form and attach it with your report. 6. The deadline for submission of your coursework is WEEK 10. General assessment criteria: Criteria | Maximum Marks | 1. Introduction | 10 | 2. Body | 35 | 3. Company Review | 20 | 4. Conclusion : Opinion | 10 | 5. Plagiarism | 10 | 6. Harvard Referencing | 5 | 7. Overall Presentation | 10 |...
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...A Team Charter is an agreement among the members of your team on how you will operate to ensure success. The Team Charter process ensures an awareness of team goals, anticipation of roles team members will play, processes and ground-rules for working together, and exploration of team member interests and styles that may impact team effectiveness. Here are suggestions for how to create and use a Team Charter. 1. Each team should meet to discuss the questions below 2. The team should agree and commit to a formal document that will serve as the Team Charter. 3. Each team member should express agreement to the commitments by signing the Team Charter. 4. A copy of your Team Charter should be visible during each team meeting, so that team members can refer to the document to reinforce agreements made. It should also be available to course instructors, who may want to ensure that you have a plan for completing their assignments. 5. The Team Charter should be elastic. It should be edited, upon agreement of the team members, to serve the evolving needs of the team. MEMBERSHIP 1. Who are the members of your team and what is their contact information? 2. What is the educational background and work experience of each team member? 3. How might the diversity of the team (e.g. culture of national origin, race, gender, knowledge, background) be an opportunity and/or barrier? KNOWLEDGE AND SKILLS 4. What are the top two hard skills (quantitative, writing...
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...norming stage and performing stage. They have adapted to the absence of Mike and are motivated to finish the analysis in an effort to achieve a good grade. Each member has completed their part except Mike, who has just handed in notes to Christine. All of the other members have looked past any turmoil of Mike and either adapted to that or ignored him. Managing a team through these five stages will increase the overall effectiveness of that team; therefore understanding the different stages could have assisted Christine. If she knew what each stage entailed ahead of time, she could have anticipated certain issues or attempted to resolve them. In the beginning Christine should have laid out the group rules, assigned all the tasks, and allowed the members to introduce themselves and get to know one another. I think she did a good job leading them into scheduled meetings; however, Mike was just a complainer about the early meeting. When tension arose in the group, because Mike was upset seeing the group members having a good time and mingling without him, Christine could have focused her effort on talking to him and explaining, in an effort to get him to join and understand the group. Knowing that tension usually sets in at some point, she could have worked it out in an effort to move to the next stage and keep the member on track. We do not know if she set deadlines for notes, final drafts, etc. The week before the due date everyone besides...
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...company. The President designated the following as members of the committee: 1. the accountant 2. the executive secretary 3. an employee in one of the operating units 4. an officer of the labor union 5. the internal auditor 6. a representative from the public During the first meeting, the seven members were all present. The president made a briefing regarding the purpose of the group, the circumstances that lead to the formation of the group, and his expectations about the group’s output. The group proceeded to determine the various factors relevant to the determination of the rates of the various jobs. Most of the members of the committee, however, cannot devote the time required to finish the job within the time frame indicated by the committee’s effectiveness. The first two meetings were held without much fuss. Everybody was given the opportunity to air his or her views about the various matters forwarded for discussion. For one reason or another, the accountant failed to appear in the succeeding meetings. He never attempted to explain his position to the committee leader or to any member, but his body language indicated that he was too busy doing more important concerns or the president and the board of directors. He tried to communicate with the public representative asking for information about developments in the committee’s work. Outside of the meetings, he indicated to one member his objections to some of the matters that were deliberated...
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...TEAM AURORA We are team ‘B9’, a name that we decide to combine to our new team name, Aurora. B-class stars, as quoted from Wikipedia, and as an analogy to our new team: “Class B stars are very luminous and blue. […] As B stars are so powerful, they only live for a relatively short time. Thus, due to the low probability of kinematic interaction during their lifetime, they do not, and are unable to, stray far from the area in which they were formed.” While this highlights our cohesion, our team ‘literal” name, Aurora, defines our dynamism and diversity: “An aurora is a natural light display in the sky predominantly seen in the high latitude regions. Auroras are caused by charged particles, mainly electrons and protons, entering the atmosphere from above causing ionization and excitation of atmospheric constituents, and consequent optical emissions.” Our team, though being composed of individuals with different backgrounds, believes in the strengths and cohesion of our opinions and skillsets: 6 different personalities, 6 different backgrounds, for only one goal: working together delivering on our promises and creating values for our pairs. As the new team B9 we have decided upon a few guidelines: * What are the General objectives of the team? Do you have any learning or social goals beyond task accomplishment? How do we know we are being successful at this? Our common goal is to achieve excellence through in-depth collaboration, resulting in both individual achievements:...
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...know each other formally, as our focus was just to produce the best and most feasible business idea. In contrast, the TGP made the requirement of "knowing the group members" in such an interesting way. This was done by the requirement of producing a power point presentation for each member via the "Cultural Prototype Exercise" in which each member have to produce 4 slides that describes a typical person from his/her culture and how the member falls under the "stereotypes" of the culture and how they differ from it. This exercise made me realize how similar I am to my culture even though I believed that I don't fall under the "stereotypical Saudi". Other than learning about myself, I came to be more aware to the cultures of my teammates. I was particularly interested in the cultures of two team members as they are relatively new to me, that is the Russian culture (through Ilya) and Hong Kong Culture (through Eva). I enjoyed knowing about the typical person in their culture and how they are different from those typicality. Another requirement was the "Interview Each Other" requirement. In this part, my teammates showed most interest in my culture as I was surprised by how little they know about it. We had the interview during the time in which we shared our personal power point presentations. My group members were amazed how in Saudi...
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...Professional Development Plan A professional development plan is defined as a documented goal, required skill and competency development, and objectives a staff member will need to accomplish in order to support continuous improvement and career development (Duke Human Resources, n.d.). The objective of this essay is to create a professional development plan of Learning Team Red. The development plan will be based upon the DISC Assessment each team member completed in week one of the course, Organizational Behavior. The development plan will address the behavior styles of the members individually and as a group, additionally detailing my leadership ability of the team. Learning Team Red consists of four members. Cathy Devers, Rachel Smith, Victor Torres-Rosario and Tamara Kilgore. Each were to communicate throughout one week providing their results of the DISC Assessment taken personally, with the addition of some based on the assessment completed by others the members known professionally and academically. Neither team member expressed their career goals to the team. However, it is my belief that each wish to excel in the MBA program and their respective organizations. Rachel Smith, the first team member that will be discussed did not engage in active communication. Based upon a brief description, her DISC Assessment identified her as cautious, with a substyle of master minder. Rachel did provide an example of how she interacts in her respective work place, defining...
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...company. The President designated the following as members of the committee: 1. the accountant 2. the executive secretary 3. an employee in one of the operating units 4. an officer of the labor union 5. the internal auditor 6. a representative from the public During the first meeting, the seven members were all present. The president made a briefing regarding the purpose of the group, the circumstances that lead to the formation of the group, and his expectations about the group’s output. The group proceeded to determine the various factors relevant to the determination of the rates of the various jobs. Most of the members of the committee, however, cannot devote the time required to finish the job within the time frame indicated by the committee’s effectiveness. The first two meetings were held without much fuss. Everybody was given the opportunity to air his or her views about the various matters forwarded for discussion. For one reason or another, the accountant failed to appear in the succeeding meetings. He never attempted to explain his position to the committee leader or to any member, but his body language indicated that he was too busy doing more important concerns or the president and the board of directors. He tried to communicate with the public representative asking for information about developments in the committee’s work. Outside of the meetings, he indicated to one member his objections to some of the matters that were deliberated...
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