...Trust and Interpersonal Relationships MGT 521 Week 4 Individual Assignment University of Phoenix March 17, 2011 According to Stephen B. King, a facilitator who wrote an article titled ‘Building trust among members of a work team: One facilitator's experiences’ (2000), he believes that trust has to be earned; it cannot be assumed among team members. Building trust among team members is not an easy mission, but is substantial to the success and cohesion of a team. His experience as a facilitator with a team of employees from the Penn State University library led him to question, ‘when working in teams, is trust assumed or do team members have to earn trust?’ In the interest of determining an answer to his question, King facilitated several surveys to assess how trust affects interpersonal relationships among team members. In addition to that, this paper will also take into consideration what teams must do when trust is lost and how to keep trust among team members. This paper will use some of the ideas put forth by King in his article coupled with other researches to provide some justification to the questions put forth. When working in teams, is trust assumed or do team members have to earn trust? The aforementioned paragraph referenced that building trust in a team environment is not an easy task. However, trust is essential to the effectiveness and success of teams. “Trust is a fragile thing: it takes time to build and it can be destroyed instantly...
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...utter frustration since the team that consisted of the top 8 members with excellent strength and condition, rowing technique, and psychological dimension kept frequently losing the JV team before the national championship race. Facing with this problem, Coach P. hold a meeting with the team members to discuss about the problems among the team. Now on, he has to make a decision among the choices of switching the Varsity and Junior Varsity boat, switching individual boat members or intervening to improve the Varsity boat’s performance. II. Problem identification 1. The members of Varsity don’t cooperate with each other and there are so many problems in the Varsity Team on the aspect of relationships, responsibilities, resources and rewards. Relationships: No leader but some disrupters in the team. They do not communicate with each other. Responsibilities: Team members just complained about others and don’t cooperate with each other. Rewards: they do not care too much about winning. 2. The coach P. is not a good machine operator to complement each member with its strengths and advantages to improve the productivity of a whole team but just like a manager of a production line to combine each member together. He does not have the appropriate means to communicate with team members and motivate the team. And he should find the problem early. III.Present options 1. Switch the boats or individuals members. Pros: Replenish fresh blood for the team and promote the...
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...not view kinship in a biological manner but biology on the other hand studies it in the physical manner. The terms pater and mater are used to refer mother and father in anthropology studies whilst in biology the terms genitor and gentrix are used. Every newborn by is said to be recognized to have relations to at least one of his parent by the fact of his birth. Kinship is used to organize members of the society into different categories, roles and various social groups, based on either parentage, marriage or other types of relationship, (Schneider 2005). Inheritance rights are customarily based on how close kinship relationships are and thus, used to transmit property and status from one generation to another. In some cases kinship might be extended through relations not from the same bloodline in the kinship universe. This is what is termed as fictive kinship. The most common used example is where by you’ll get one has godparents who are not his real parents. Some will have aunts and uncles whom they call guardians and they are not even related to their parents. In religious sects members sometimes call each other brother or sister but those statuses have rules that are attached to them. In most cases fictive kin ties will require both parties who establish a bond to come to consent and they are normally voluntary ties unlike true kinship bonds. In this kind of kinship support for mutual networks is widely...
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...CASE ANALYSIS ON THE VIRTUAL ENVIRONMENT WORK TEAM MGT 131 F Group #TeamWork Members: Ablang, Rohanne ____________________ Dudas, Mary Joy ____________________ Jovellanos, Jamie Lee ____________________ Muega, Lou Erika ____________________ Pelayo, Zhinkie ____________________ Pile, Mariel ____________________ Piñero, Hannah Kristel ____________________ Date submitted: November 19, 2014 I. Point of View The group will take the point of view of Dave Regan, the manager of the work team because he is the person who has the authority and power to share the problem to the higher management and to implement the solutions to his subordinates. II. Problem Statement The case analysis aims to answer the question, “How will Dave Regan address the issue of secrecy and promote transparency within the virtual work team?” III. Analysis of Relevant Case Facts - T.A Searns uses superior computer databases and analysis tools for counseling clients. - Employees of T.A Stearns are usually lawyers and tax accountants who had picked up programming skills on the side. - Work in T.A Searns was carried out in a virtual environment by four programmers. - The Stearn programmers are a team rather than a group because each individual is responsible in every task they’ve done. - The programmers are interrelated. One must share...
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...Erik was supposed to be under Jenkins. He was assigned under Jeff Hardy. The relationship between Hardy and Erik was not in good terms. No experience in this field and no guidance to Erik. o A formal reporting structure is an important factor in making the communication flow smoothly and enabling productive relationship. From the beginning, the reporting structure was not formal. Peterson was assigned to report to Hardy, who had no experience in the industry and had different incentive than Peterson’s. Hardy, hence, could not make effective decisions and provide guidance to Peterson and became the barrier between Jenkins and Peterson. o Group VP Peripheral Vascular position was vacant. This created a void in the communication between Erik and upper management. Hardy seemed to be disengaged or no experience in the field o Product Manager position being vacant added enormous pressure on Erik. o Interpersonal and organizational relationship with colleagues. Peterson had relationship issues with Scott Green and Cantor who managed the Key Opinion Leaders. Establishing relations is a critical component • Team Conflicts o Team Issues: Conflicts between Andrews and Jones o Lack of respect between team members o James Wallet and Burns o No guidance to the team members from Erik o Peterson was not trying to adjust and build relationships with employees, specifically with Andrews o Peterson was unable to avoid...
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...Tuckman's model explains that while the team develops maturity, skills, and establishes relationships among its members, the leader is changing his style of leadership. Beginning with a directing style, moving into coaching, then participating and ending with almost independent delegation. When the company closed, my team was performing to the maximum of capabilities and they knew that at the time I was the next thing to an employment agency. Then, the team was on the performing stage, according to the literature read for this purpose. At this point the team could produce a successor leader and the previous leader can move to another place to develop a new team. The authority and freedom extended by the leader to the team rise as the control of the leader is decreasing. The phases of it are: Forming, which is the training phase. At this stage the group is made up of only for preparation or orientation. It is characterized usually because people try to stand out, also denote insecurity and deficiencies among its members, despite the outgoing members quickly assume a leadership class. The members are conscious of the need to remain predominant. There is a high dependency on the leader in terms of guidance and direction. Individual roles and responsibilities are unclear. The leader must be prepared to answer lots of questions about the team's purpose, objectives and external relationships. The processes are almost always ignored; Storming is the conflict phase. Now that the...
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...Benefits of Interrelationship Diagraph - It encourages team members to think in multiple directions rather than linearly; - explores the cause and effect relationships among all the issues, including the most controversial; - allows the key issues to emerge naturally rather than allowing the issues to be forced by a dominant or powerful team member; - systematically surfaces the basic assumptions and reasons for disagreements among team members; and - allows team to identify root causes even when credible data doesn’t exist. http://www.bpmenterprise.com/content/c070319a.asp The Interrelationship Digraph: Looking for Drivers and Outcomes |[p|[pic][pic] | |ic|Bookmark This Page | |] | | | |[pic] | | |Email This Page | | | | | |[pic] | | |Format for Printing | | | | | |[pic] | | |Submit an Article | | | | | |[pic] | | |Read More Articles | | | | | | | | | | | | | | | | | | | ...
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...Presentation 4: case study-The forgotten group member 1. Identify the five group development stages (forming, storming, norming, performing, adjourning) in the case. Forming -organize group and make relationship between group members. Professor Sandra Thiel had divided the class into groups of five people and had given them a major group assignment worth 30 percent of the final grade. Christine was elected “Team Coordinator” at the first group meeting. The other members of the group were Diane, Janet, Steve, and Mike. Storming - Showing each others’ characters and facing conflict because of different characters. - Diane was quiet and never volunteered suggestions, but when directly asked, she would come up with high quality ideas. - Mike was the clown. - Christine saw herself as meticulous and organized and as a person who tried to give her best in whatever she said. - Steve was the business-like individual, always wanting to ensure that group meetings were guided by an agenda and noting the tangible results achieved or not achieved at the end of every meeting. - Janet was the reliable one who would always have more for the group than was expected of her. Norming - Beginning of teamwork. They actually start to work, and find the differences among members. Actual problems are happened. - Christine had called everyone to arrange a meeting for a time that would suit them all but seemed to be running...
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...When working in teams, is trust assumed or do team members have to earn trust? It depends on the person when it comes to trust. Personally someone has to prove to me that I can trust them. For example when working in a group I trust the members by how they contribute to the project. Trust plays a big role in interpersonal relationships as well. To have a strong interpersonal relationship with other one has to trust others first. For example in the article I have researched it states is a phenomenon in organizational settings. For a group to work well together there must be trust among everyone. Consider how trust is lost when working in teams and how to keep trust among team members? Trust can be lost in several ways when working in a team. For example, a team member may not show up to a meeting on time. Also, the team member might not do their part of a task or complete their task with minimal effort. Another factor that could affect trust could be getting tasks completed late. In order to keep trust among tea members several things have to be done. One of the important things is to complete the tasks that are assigned in an efficient and timely manner. Also, showing up to meeting at the appropriate time and doing the best possible work that one can complete. Trust and having a strong interpersonal relationship with teams is something that helps the team work together...
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...000 people. GMCT was in the construction phase for one and half years before Peterson started and was still in the start-up stage. GMCT was to operate 21 cell sites; 16 sites were anticipated to be ready by the turn-on date and five others in the eight months following. By March, GMCT was one month behind target and its turn-on-date had been revised from February 1st to April 1st. When he arrived to Hanover, Peterson convinced the corporate office to terminate the contract with the construction subcontractor due to poor performance. He then hired a new subcontractor, Granite State Construction Company based in New Hampshire, which was led by Smiley DiCicco. At this time, Peterson determined there were significant interpersonal relationship issues among his staff, including between himself, Hardy and Andrews, the chief engineers. When he first started Peterson knew that Andrews was not capable of leading a start-up project such as GMCT....
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...case, it is important to determine the role of each player and for the team as a whole to attain victory over the rival team. Similarly, in a one-man business, all the activities are performed by the owner himself. But when the owner employs someone to assist him, he has to determine the work to be done by the employee and give him the right to use materials, machinery, equipment, etc. This is the point when organising becomes necessary. As more people are appointed, there has to be further division and sub-division of work among them. When an organisation becomes large, separate departments are created to perform different functions. Each department has to be divided into a number of smaller units. Ultimately, the work of the organisation is divided into a number of positions of employees and managers. Relationships are then established among the different positions in the organisation. The outcome of the organising process is a set of formal relationships which is known as organisation structure. In this lesson, we shall study about the process of organising which leads to the setting up of an organisation structure. 13.2 OBJECTIVES After studying lesson, you will be able to : � state the meaning and the process of organising; � enumerate the steps in the organising process; � explain what is done in each step; � state the meaning of...
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...of allegiance; uniform or dress codes; restrictions regarding behavior or speech Informal Collectivities: the opposite of a formal organization- includes natural and spontaneously evolving associations such as groups and families. They share these features with organizations: -familiarity and continual communication among members -personal identification of members with the collectivity -solidarity among members -maintenance of boundaries between members and outsiders -identifiable social structure Social Structure: the pattern of relationships, expectations, and transactions in a collectivity, whose relationships include: -who directs actions and who receives action -who initiates contact with whom -who depends on whom for services, material resources, or emotional support -who may grant and who must request approval or permission -what others expect or need from specific individuals only formal organizations have Formal Structure 1. explicit descriptions of individual expectations and duties 2. rules governing access of some individuals to others 3. specific procedures for exchanging resources 4. gradations among individuals of power and authority 5. explicit criteria for membership and exit -charters, bylaws, and organizational charts are signs of formal structure Function Organization, whether formal or informal, is a survival tool: beings of all kinds behave in a collective fashion for mutual or group benefit...
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...effectively with patients, family members and the healthcare team. To participate effectively in all these relationships, nurses most understand the structure and functions of communication (Hood, 2014). According to Hood (2014), “Communication is an essential element of helping others. Mutual goals cannot be defined or achieved without effective communication.” With effective communication; respect and patient satisfaction will be the positive outcome. The two types of communication that will be discussed will be communicating with family members and communicating with the health care team. Learning the skills of communication through work experience and reading evidence based articles will help the future nurses to succeed in proper communication. Communicating with patients and family members Communication is an essential part of quality care within all areas of health care especially at the bedside. Bedside nurses provide not only physical care to their patients but also informational and emotional support to patients and their family members (Milic, Puntillo, Turner, Joseph, Peters, Ryan, Anderson, 2015). Through communication during nurse-client interactions, the nurse hopes to enable the client to acknowledge the importance of and live a healthy lifestyle (Hood, 2014). Verbal Communication Nurses must be aware of their body language, eye contact and vocal tone when attempting to communicate with patients and family members. There are several types of communication...
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...in a group can create synergy among the team members as well as increase both vision and efficiency within the group. By working together, the team can generate more of the creative solution on problems that they have. In addition, the companionship that is created by working together as a team can create a good relationship among each other. Working in a group can help us to accomplish the task in less time because more people are combine to complete the task by dividing them into parts. For examples, we have a large task that need to be done; the team members can split the task into small assignment then divided it to each of the team member. Hence, they don’t have to waste more time and brainpower to complete the task. Another advantage of working in a group is that unique skills are combined and utilized effectively. Every member team has different strength and skills. Therefore, they can combine all the skills and strength to get good results in their task. For examples, each of the members has different kind of ideas, and then they will combine it and get a good outcome in their task. Teamwork also can build up a good relationship and unity. Relationships or friendship are important to have a good communication with each of the team members. Stronger relationship will make the team members feel comfortable relying on each other. Each of the team members will also become more responsibility when doing his/her task because team members depend on each other for success...
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...LINK OF SATISFACTION COMMITMENT AND PERFORMANCE ON FACULTY MEMBERS’ PERFORMANCE AT HIGHER EDUCATION INSTITUTIONS IN PAKISTAN PhD Scholar S. M. Arsalan SHOEBY Hamdard University, Pakistan PhD Scholar Faisal SALEEM KASBIT, Pakistan MS Graduate Ambreen RAZZAQ Institute of Business and Technology – Biztek, Pakistan Naveed R. KHAN Universiti Pendidikan Sultan Idris – UPSI, Malaysia Email: naveed.r.khan@gmail.com Abstract: The contribution of faculty members in producing scholars and economy building can’t be rule out in any country. The faculty member’s satisfaction, commitment and performance are the points to investigate in higher education sector of Pakistan, especially in private sector universities. This study is conducted in Pakistan to investigate the relationship of satisfaction with commitment and performance, and commitment association with performance. The tools were adopted from the studies of Rice & Schneider (1994) and Smeenk et al. (2008). The top five, private sector universities of Karachi, as per HEC criteria, were taken as target sample to conduct the survey. This research affirmed that satisfaction is positively correlated with commitment and performance, and commitment also correlated with performance of faculty members of private sector universities in Pakistan. Keywords: satisfaction, commitment, performance, faculty members, universities, degree awarding institutions, higher education, private sector. Introduction The growth of higher education...
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