...There are a number of items that make a group a team. From the text readings the author states that in order to be a team that a group of individuals must have a common goal while exhibiting teamwork in the best way. The team should have complementary skill which would allow for the team to function smoothly. Healthcare teams are unique in that many of the teams must function independently as a member of the team while taking care of their specific discipline with the ultimate goal of high quality patient care. It’s important for each team member to play their role and not overstep the boundaries of their discipline. If there is an issue with the disciplines disagreeing or patient treatment plans counterbalancing it would then be the job of the team leader, in healthcare the patient’s lead physician, to make the call of what the appropriate treatment plan would be. I also believe that the most important characteristic in the success of any team is trust. A...
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...When I was in eighth grade, I remember trying out for the basketball team fully confident that I would make it. I had been on the basketball team ever since fourth grade. However, I had just moved to a new school and I was not aware of how well my teammates were. It would be hard to develop chemistry with them, but I knew that I would become accustomed to them. Ather the first and second days of tryouts I was sure that I was one of the best players on the team. However, on the next day, I had found out that I had been cut from the team. I was in shock! I could not believe that I had been cut and it affected me mentally to the point where I could not think about anything else. This experience helped me shape my character tremendously because...
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...Study The Forgotten Team Member: A Case Analysis Shon Gregory 11-26-2012 Group Development Just as all people go through phases of change in their lifecycle, childhood, adolescence, adult, and old age, teams also go through development/lifecycle phases as well. Depending upon the stage of development that a team is in, issues, challenges, and opportunities should be handle differently. Those phases are Forming, Storming, Norming, Performing, and Adjourning. In our Case Study, The Forgotten Team Member, our team is in the storming phase. By understanding the phases and identifying the current stage that Christine’s team is in, would help Christine in being the Team Coordinator of her class project team. Problem Identification According to our text, the storming stage is characterized by high emotions and tension, it is the most tumultuous period of team the development. Coalitions and cliques start to emerge, individuals start to jockey for positions of status, and obstacles that prevent the team for achieve start to become present. (Schermerhorn 156-157). This true for Christine’s team. Although she was appointed leader of the group, Steve, the businesslike personality, made sure that he was keeping the group on task, a role generally performed by the leader. Mike’s social loafing is starting to make him feel as an outsider to the group, he’s passive-aggressive behavior further emphasizes his outsider status. The other members are team members willing to...
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...1. There were many factors led to the eventual disintegration of Learning team #28. It was apparent that there was a growing dissatisfaction amongst members stemming from poor communication, disproportionate involvement in team tasks, and an evident lack of supportive leadership. Three major factors have been identified for discussion: the absence of the team’s constitution or a charter that clearly defined the team’s goals and processes, inadequate knowledge and skills amongst team members to drive the team’s performance, and absence of positive team culture and values. We explore each of these factors below and analyze how they contributed to the issues in the case. One fundamental misstep that resulted in the progression of issues in LT#28 was the lack of clearly defined standards for both the team and the individuals. With this oversight they failed to address several key components, including: individual and collective performance goals, identifying the roles of each member within the team, and establishing a set of procedures to ensure achievement of the desired results. This crucial organizational step was overlooked. During their first meetings, the team seemed to be enthralled with each other on a personal level and coincidentally made the common misconception that good personal relationships would translate into a solid team structure. The team bypassed the planning process and jumped directly into coursework. When the work started to pile up and pressure fell...
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...a difficult situation after his teams failed to respond to a customer’s outage. James’s main problems are that his teams have a support system that fails to address emergency situations and that James has poor, inefficient communication with his teams that leads to unhappiness in the workplace. Analysis Sun Microsystems uses a support systems that queues problems for resolution. The situation for HS Holdings went into a queue that is designed to keep track of missing contract numbers. Since there is no queue system for emergencies, it took several hours for anyone of importance to notice the issue. Jamal, the programmer that created the queue system, stated his assignment was to create a queue for accounts with missing contract numbers. Never was Jamal communicated to create a program that dealt with emergencies such as when a client’s servers go down. The problem here is that Sun Microsystems does not have an emergency situation protocol. With a fail proof support system, one that is designed to deal with emergencies, James would not be traveling across the globe to meet with each of him teams. Sun Microsystems also fails from poor and inefficient communications from James to his teams which has caused unhappiness. If this problem is left uncheck, employee morale will decrease and Sun Microsystems could start to see themselves with a high employee turnover. One of the biggest reasons for the poor communications between James and the teams is because they are spread out across...
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...Analysis of the Team Charter The team charter is something brand new to me. It is something that I believe that has been one of the missing components of past group work. I view it as a type of contract with my classmates as something I agree to in completing the group work assignments, and something that states my responsibilities as a team member. Each team member has different strengths and weaknesses and in developing group chemistry, this is something of extreme importance to consider. After taking the Jungian Personality Assessment, I learned about myself and my classmates, that we all have strengths and weaknesses, including listening skills and how much we trust one another. In considering these scores, it is going to strengthen our team charter and the understanding of one another to know who is best suited for what position within the group, and the types of responsibilities that should be assigned to that person. Someone that is a good listener is someone who should collect and take a log about what the team decides. They are a good “right hand” to the leader of the group, and in listening to other team members, they can mediate between those that may not have good listening skills. Many times, this is a reason that group work can be a struggle and sometimes, ultimately a failure. A failure to see another teammates side in an assignment, may lead to a one sided, or even only partially developed idea. It may also lead to misdirection. If the leader of...
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...Introduction In this paper, the researcher will analysis a team that he were presently a member. According to analysis the Characteristics, Processes, Issues, Organizational context and Group Dynamics for teams, to find the reasonable recommendations to improve the performance. Overview of the team In 2013, the HuaLi Meter Company wanted to improve the effective of work process and standardize the operation instruction. Therefore, the organization set up a quality improve team, which involve eight people, to analysis the work process and product (kilo-watt-hour meter). This team were made of one team leader, two operation staffs, two product measure staffs, two data analysis staffs, and one standard draft staff. The whole improve process...
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...Analysis of a Team Charter MGMT/521 Analysis of a Team Charter Implementing a team charter is strategic when collaborating, merging, and managing individual differences and similarities. The charter is a guide for a team of peers to follow and acknowledge while considering the team’s personality types, listening skills, and trust levels. The charter will develop and enhance the quality of collective performance within the group throughout the course. Ground rules, guidelines, expectations for time management, involvement, ensuring fair and even contribution, collaboration, and special considerations are set as parameters for the charter. Individual assessments evaluate team trust levels. “This instrument was designed to test your faith in people. Scores will range from 1 (high faith) to 5 (low faith)” (Pearson Prentice Hall, 2007). Collectively, scores for Team E range from one to three. Significantly, scores of medium to high faith prevailed, establishing cohesion. Analysis and interpretation of the listening skills assessment suggests “Effective communicators have developed good listening skills. This instrument is designed to provide you with some insights into your listening skills” (Pearson Prentice Hall, 2007). Results from this assessment confirm the majority have honed listening skills, an essential element in collaborating and cooperating. Evaluation of interpersonal perceptions verifies conclusive evidence for improved success. Friendliness, interpersonal...
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...Analysis of Team Charter Kenisha Thompson MGT/521 Management Dr. Gail A Zwart November 21, 2010 Analysis of Team Charter Paper Introduction At University of Phoenix (UOP), a learning team is essential to the success of studying and is a requirement for all classes. The Online Learning Systems or OLS provides students with a unique way to learn and to attain a Graduate or Undergraduate degree. One of the requirements of studying at University of Phoenix via the OLS is to work in a Learning team. A Learning Team consists of three to six students working together to complete assignments and to learn from each other’s experiences and knowledge. Each team members bring to the team his or her unique skills, knowledge, background and experiences to contribute to the Learning Team’s assignments and eventual success. As a result of the vast differences in the makeup of the team, teammate must first learn about each other, and a sure way to do this, is by creating a Learning Team Charter. A learning team charter can help the team to improve performance, in despite, the personality types, listening skills and the level of trusts each teammate has. Personality Types There are five members on the team and four different personality types. The four personality types are ENTP, ENTJ, ESTJ, and INTP. According to the individual personality results, four of the team members are extroverted and one introverted. The second part of the test concluded that four members...
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...Analysis of Team Charter Kitty Hatch MGT/521 Monday October 25, 2010 Analysis of Team Charter The team charter was created to build a cohesive, and strategic foundation in which future problems can be prevented. This is not an easy task, as a team is made up of a group of diverse individuals with a wide range of skills and personalities. Byrd and Luthy (2010) address the subject as follows, “It is important for students to view themselves as a team, not just a group working on various tasks or projects” (p. 14). A team charter sets the ground rules to assist the team in meshing their personalities, listening skills, and trust levels to work effectively together. This can be seen in the analysis of my team’s charter. Integrating diverse personalities can lead to creative and well formed ideas. According to the individual personality test results from the Jungian 16-type personality test (Robbins, 2007), our team has very similar personalities. Two of the personalities in my team are argumentative, outgoing, and visionary, and two personalities are compassionate, and good natured. Wilde (2010) had this to say, “In the long run teams do better when they are composed of the widest possible range of personalities” (p. 22). The range of personalities allows the team to have different perspectives, and afford more creativity in combining their efforts. My team will have to push each other to be more innovative, as their personalities are very similar. To...
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...ANALYSIS OF TEAM CHARTER Individual Assignment: Analysis of Team Charter YOUR NAME MGT/521 Date NAME OF PROFESSOR Individual Assignment: Analysis of Team Charter Learning Team # is comprised of five students made up of (NUMBER OF MALES) (INSERT HERE) and (NUMBER OF FEMALES). Comparing personalities, Team # has three extroverts versus two introverts, three intuitive versus two sensing types, three thinking versus two feeling types, and four judging versus one perceiving type. (Jungian 16-Type Personality Assessment, 2008). Using the team charter, understanding our Jungian 16-Type personalities can assist in dealing with conflict. (Team Charter, 2008). Potential barriers to the achievement of the team charter goals are: the ability to communicate effectively, being able to meet online at designated times, and personality clashes or differences in opinions. NAME has an eager-to-please personality, strong interpersonal skills and a background in psychology, which can come in useful in dealing with personality conflicts. (NAME, 2008). NAME has the most likely personality type to be argumentative. (Jungian 16-Type Personality Assessment, 2008). NAME’s strong interpersonal skills might help to resolve potential conflict with NAME. I like to organize and run things and have a natural head for mechanics. (Jungian 16-Type Personality Assessment 2008). I can, therefore, help in the role of getting tasks underway. NAME has a tendency to be critical and independent. (Jungian...
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...Analysis of Team Charter MGT/521 Analysis of Team Charter Team charters are important tools that define the purpose, organization, and the expectations of each team member are. Team charters are maps that aid team members to understand the process that will occur when groups are form to work to achieve a specific goal. Also is a document generated at the beginning of the journey to ensure all members are clear of the direction the team is moving and provide guidance when the team is out of focus. The team charter sets down the general expectations and guidelines for members of the team. Previous research has suggested that team charters can pay dividends in terms of more effective team performance over time (Mathieu & Rapp, 2009, p. 90-103). If we want to be successful and work efficiently as a team we need to know each other personally and professionally to understand how each of the team members work. Understands and evaluate our strengths and weaknesses to supplement each other abilities and virtues. We can start to know each other by completing the self-assessment available on University of Phoenix student website. Once we take the self-assessment we will discuss each team member results to identify skills, capabilities, and interests. The Jungian 16-type personality assessment is an excellent tool we can use to determine each team member personality and how can we best fit into our team. When each team member finished his or her assessments evaluation, we can...
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...Learning Team Charter Analysis Sonny Hernandez, Ronald Phillips, Atui Valu, David Cosme COM/285 November 02, 2011 Thane Messinger Learning Team Charter Analysis Communicating with a team or an individual member of a team takes both parties to verbalize, converse, speak of, or call to each person who is on the team. This essay will discuss the difference between group and individual communication and strategies that help promote group and individual communication. Also provide information on a team’s dispute and include any strategies that help resolve that dispute or discussion. The team analysis will provide examples on the strategies implemented and effective team discussion. Briefly describe the three different technologies the team uses for effective communication with the advantages and disadvantages to that communication. On the buzzle website Panse said “Communication is about expressing and conveying your thoughts, feelings, opinions and ideas to another person or persons” (Panse, 2011, p. 1). Each team or group must communicate effectively to accomplish the task at hand. In a group setting, everyone is discussing matters or issues dealing with the team assignment and converse about what he or she can do for the individual part of the team paper. The main focus is that each team member knows his or her part, know the schedule for team meetings, and provide contact information. Some strategies to help promote individual or group communication are...
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...Developing Managerial Capabilities Learning Team Experience by 87807 Analysis of Team Experience We are the Asian Super Team. Our name is derived from the fact that all of us come from Asia, in particular East Asia. From the beginning, I was pretty apprehensive about the team experience. My expectations were bordering on guarded caution to indifference. The reason being that out of the four syndicates I had in the first semester, only one turned out to be really fruitful and enjoyable while the other three were terrible nightmares The first synergistic syndicate experience was actually the Organisations syndicate with members from diverse backgrounds. The other three were task-driven, had little group member satisfaction and achieved only mediocre work. The initiatives to align group members and to start on tasks fell mostly on my shoulders and I was terribly disappointed by the contrast between these groups and the Organisations syndicate. Therefore, to prevent such a re-occurrence, I kept my hopes down to a minimum. In the very first session, we established our team charter and operating norms. The team charter and operating norms are affixed in the appendix A. The 5th of July marks a momentous day in the life of the AST learning team. Basically, on the day of the Learning Team Self-Review, our learning team’s inadequateness and non-performance in some areas were exposed (A summary of the results of that review is in Appendix B). The wide...
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...Analysis of Team Charter A team charter defines a team’s purpose, sets clear guidelines and is the basis in carrying out the project. Team A’s charter is a living document that lays out expected and unaccepted behaviors. The charter also serves as a reminder that no one team member will bear the burden of completing assignments entirely by his or herself. Each team member has unique qualities that will aid in the success of the team. Using the team charter to improve team cohesion, the charter should address trust issues, communication skills, and terms of managing conflict. The goal of Team A is not only to succeed but also to perform effectively and produce a high quality of work. Some key characteristics of a successful team are respect, support, and trust. After comparing the results from the “Do I Trust Others?” quiz half of our team is trusting whereas the other two have very little trust in others. With this team charter we can overcome this hurdle and sharpen our trust skills. To jump this hurdle and improve performance we need to build trust. With some it is not easy to earn trust. We will get to know each other, keep the communication lines open, show our personal sides, and treat each other with dignity and respect. In time we will gain each others trust. A team must have diverse skills to succeed. Our various backgrounds and career paths will enhance the team dynamics, each team member brings different skill sets to the group. The charter should promote effective...
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