Names HCS/504 Date Instructor

The university learning model and goals } Several focus areas for graduate study } Characteristics of an effective team } Advantages and challenges of working within a team } Strategies for conflict resolution } Strategies to create the best outcomes when working in teams } Methods for applying these strategies in health care
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The University of Phoenix, with its founder Dr. John Sperling, recognized that Learning Teams are important in both school and work. The belief that a collaborating team possesses vital functions that benefit students resulted to the University's mandate to continue using Learning Teams on all academic programs (University Of Phoenix, 2004).

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The university adopted the learning team model with the following goals in mind:
◦ 1. Create a collaborative environment ◦ 2. Give an opportunity to broaden and deepen understanding of concepts ◦ 3. Serve as practice area to develop leaders and members ◦ 4. Improve project quality ◦ 5. Provide an opportunity to analyze and apply knowledge ◦ 6. Develop the sense of community and support (University Of Phoenix, 2004)

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The following are areas we can validate the effectiveness of team learning and how performs in comparison to individual learning.
◦ 1. Evaluate the effectiveness of learning teams in comparison to individual learning. ◦ 2. A comparative study on Project Quality between Learning Teams and Individual Projects. ◦ 3. Evaluate the factors affecting Team Learning success.

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"A real team is a small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable." (Katzenbach & Smith, 1993, p. 220) There are four major characteristics of effective teams: Strong Leadership---Team leaders incorporate the team and give praise and coaching when needed using open and 
 respectful direct communication. Trust---Effective teams are built on trust. Each team member has strengths and weaknesses. Team members give
 trustworthy constructive criticism.
 


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Respect---Each team member and its leader display mutual respect for offered ideas and suggestions. Communication---Open and direct communication between team members is vital and must happen often
 to stay on schedule and meet project deadlines. "Effective teams are made up of people who trust each other; where ideas and opinions can be expressed openly; where conflict is worked through and resolved; where people support each other and objectives, goals, vision and purpose are commonly shared." (www.scitronweb.com)
 


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Advantages
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Greater communication and productivity A greater number of perspectives are used to develop ideas Shared responsibility of research The "Blirtit" (2012) website states, "One of the most important qualities to have when collaborating with others is the ability to communicate."
 


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Challenges:
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Solo thinking and personal agendas Unresolved conflict of ideas Team time management and organization According to "Wikipedia" (2012), "No significant task can be accomplished without the help and cooperation of the whole team and the success of each individual is bound to the success of the whole team."
 


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According to Behfar, Peterson, Mannix, and Trochim (2008) "The conflict management process encompasses a wide range of activities, including communication, problem solving, dealing with emotion and understanding positions" (p. 171). Conflict in teams is inevitable but not necessarily detrimental. The team leader must insure the conflict is productive rather than destructive. Used well, conflict can be challenged to stretch the boundaries of creativity and possibilities. Choosing a strong, competent leader who is capable of dealing with the various dynamics of team leading (communication, accountability and motivation) is the best way to insure guidance through team conflict.


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Strategies for conflict resolution include:

◦ Set ground rules for expected team member behavior ◦ Address conflict with open communication and respect ◦ Collaboration and compromise---generate ideas through conflict with a commitment to the project goal ◦ Responsibility---once the conflict is resolved the team moves on toward project completion.

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Tips and samples of best practices provided in the Learning Team Handbook to help ensure a successful team
Use threading. Use appropriate subject line. Regularly check for updates. All correspondence and contributions are posted on the Team Forum. If emails are used to communicate, emails are copied to the Team Forum. ◦ Set deadlines. ◦ Provide allowances for any problems that may arise. ◦ Ask questions if in doubt. Teammates are encouraged to respond to team member’s question within 24 hours. ◦ Use respectful and professional language. (University of Phoenix, 2004) ◦ ◦ ◦ ◦

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While conducting research, we came upon a video of an interview of Ms. Mary Hladio on Fox 19 Morning News Xtra. In this video, Mary Hladio was introduced as a workplace wellness expert. She is the founder and Chairman of Ember Carriers, a company that conducts trainings and seminars to help individuals and organizations achieve their maximum potential. In this video she talked about the Attributes of a Highly Effective Team.

◦ Shared vision and purpose ◦ Established methods ◦ Trust and mutual respect ◦ Support culture ◦ Open communication ◦ http://www.youtube.com/watch?v=ta_xV9p5Diw (Hladio, 2011)

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Conflict resolution:

◦ Conflicts are numerous in health care organizations because the health care industry is characterized by high stress, high emotions, scarce resources, competition, patient complaints, high staff turnover, and regulations on a daily basis (Guo, 2011) ◦ Negotiation

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Primary method for conflict resolution:
– Follow a systematic approach that results in win-win solutions (Guo, 2011)

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When your team is formed, spend the time to understand
◦ Who makes up the team ◦ What are the roles, routines and experiences of each of the team members ◦ How do these roles, routines and experiences align with the other team members and the work of the team? (Chesluk & Holmboe, 2010)

Behfar, K., Peterson, R., Mannix, E., & Trochim, W. (2008). The Critical Role of Conflict Resolution in Teams. Journal of Applied Psychology,
 93 (1), 170-188. DOI: 10.1037/0021-9010.93.1.170.
 Chesluk, B. J. & Holmboe, E. S. (2010). How teams work-or don't-in primary care: A field study on internal medicine practices. Health Affairs, 29(5), 874-9. Blirtit. (2012). Retrieved from http://www.blirtit.com Guo, K. (2011). Developing successful negotiation models and strategies for health care managers. Journal of American Academy of Business, Cambridge, 17(1), 25-32. Hladio, M. (June 25, 2012). Mary Hladio | Gather. Retrieved from http://maryhladio.gather.com 
 Hladio, M. (2011, March 5). Attributes of Highly Effective Teams [Video file]. Retrieved from YouTube website: http://www.youtube.com/watch?v=ta_xV9p5Diw Katzenbach, J. & Smith, D. (1993). The wisdom of teams.: Harvard Business School Press. Scitronweb. (2012). Retrieved from http://www.scitronweb.com University of Phoenix. (2004). Learning Team Handbook. University of Phoenix. (2004). Online Campus Learning Team Handbook. Wikipedia. (2012). Retrieved from http://en.wikipedia.org