...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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...Phil Race’s Theory (2005) A powerful and more up to date theory of learning is that postulated. Phil Race, (2002-2005). Race is rather demission of Kolb and sees learning not as a cycle but as a series of concentric rings, rather like ripples on a pond. There are four processes and rather than progressing through a cycle, they interact with one another like ripples in a pond. If there is a starting point it is "wanting" to learn. (Race, 2005) Diagram 1: Ripples on a pond Race sees the process as beginning with the Need to learn and the associates desire (Want) of the individual student or practitioner to learn; followed by active engagement of the individual in real practice- Doing. Race is a firm believer in 'Knowledge is experience and everything else is just information” and postulates that, having engaged in practice, the student needs to make sense of the experience and get their head around it. (Albert Einstein’s quotes, 1879 – 1955). Race refers to this as Digestion and suggests that this is closely followed by the need for Feedback to be given by a third party to be learning situation. 'Ripples on a pond' model of the main factors underpinning successful learning was developed by asking countless people (students, colleagues, professionals, trainers, all sorts of people) straightforward questions about how they learned things - all sorts of things. Probably the most universal of the factors in their responses was that feedback was essential. Most often, this feedback...
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...evaluate where a team work effectively. According to Mcshane, Olekalns, Travaglione (2011), a team is effective when it benefits its organization, its member and its own survival. Based on my experience I feel that a team work effectively not only when it finishes its objective on time and accurately, but it also motivates its member in order to survival. Motivation can increase responsibility of members in working. Being responsible in teamwork is very important because teamwork is a group of people who depend on each other to finish objective. As a result, when any members are not responsible for their tasks other people will feel uncomfortable or even angry, which can influence negatively to results. For example, in week 5, our team played role as ML team which had to provide ID and pass of keepandshare website for whole class. Unfortunately, we got trouble when account had not worked. Additionally, this is the first time we work in team; therefore, some problem still happen. To be more specific, sometimes in our team, there are still some arguments contributes to debate and then, members feel uncomfortable and we did the tasks not very well. What is more, an effective team also depends a lot on leadership. Mcshane, Olekalns, Travaglione (2011) claim that an effective leader always want to create good working environment for members and support them willingly instead of put leadership on the position of power. During short-time I led my team, I’ve learned that...
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...Understanding team effectiveness Being a member of a team in my baseball career, professional career and within my community organizations has given me an excellent opportunity to learn about myself. One of the most valuable things I learned is that it takes a lot of compromise and respect to have an effective team. Being a member of such a diverse arrangement of teams, has given me the experience to understand that it takes a lot of ingredients and the right chief to make an effective team. However, some key ingredients- if missing- can affect team effectiveness, like; listening, team collaboration, the structure and size and understanding how I work within the team. From a very early age, we are all taught to listen. Listen to our parents, our teachers, our elders and for that matter, anybody that was talking. So why is it as we grow into our professional careers we start to listen to only what we want to hear, and not listen to everything everybody is saying. The Problem of poor listening is so chronic that one author has said “people do not listen the reload” (Tubbs, 2009). I remember running a meeting as President of the local Chamber of Commerce and having a committee member give an idea about how to fix a budget issue. Then about 10 minutes later another committee member offers the same idea to fix the problem. It is extremely annoying that they cannot pay attention to the current discussion. They are talking in a side bar with another committee member talking about...
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...………………………………………………………………………….3 Assessment 2 ………………………………………………………………………….4 Assessment 3 ………………………………………………………………………….5 Assessment 1 Here are some policies to ensure team cohesion within Austin Constructions. Policies | Procedures | The purpose, mission, or main objective is known and understood by all team members. | Every Monday we hold a meeting for the goals of the week. | Communication in the team is open, direct and honest. | Every morning and afternoon we have tea breaks for team member to communication with each others. | Sufficient leadership is available in the team. | Every month we hold a meeting with all the members and discuss who have a good performance for this month so we can decide the leader for next month. | There is regular review of how well the team is performing toward achieving its purpose. | Every week on meeting we need a review of the past weeks. | There is an agreed organizational structure to the team. | We have a team members’ survey and feed back for structure if anyone have a opinion. | Adequate resources are available to permit the team to perform its function, including skills, tools, facilities, and budgets. | We provide the training courses for team members to gain more skills and knowledge. | Here are the policies for Austin Constructions. These policies will ensure team cohesion within the organization. And provide everyone an equal environment to work and have a clear way to achieve the goals. Assessment 2 1. John is...
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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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...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, he stays to maintain that performance level. Article This article relates to...
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...Running head: Stakeholders/Effective Communication Stakeholders/Effective Communication Angelique R. Cosby Grand Canyon University: LDR 645 05-09-2012 In most team-oriented organizations communication is a great key to success. Giving people opportunities to express their ideas and sharing them with top management this can fully fulfill the communication within that organization. When top management are on the same page then we have a superb alignment. Giving the fact that management needs to come up with a strategic plan for a proper alignment this will entail that the stakeholders will be well involved as well. Having effective communication with stakeholders will not only build relationships but also an effective alignment. In order for leaders to purpose alignment to effectively communicate with key stakeholders their first must be an alignment between the two. Without the alignment then the communication cannot work effectively. The best way for leaders to align 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...
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...Self-management is a strategy that trainees adopt to help them to maintain desired behaviors or to recognize symptoms that indicate variance from a desired path. A very high value can also be find in benefit number 9. Leadership training seems to enhance the attitudes and performance of followers. Specifically, it seems to have a positive effect on the motivation, values, and self –efficacy of followers. This means, if the managers/leaders in my company are well-trained this will also have a effect on all the team-members and I’ll probably won’t have to train everybody by just training the managers. Last but not least a training on team-skills will round-up the choice of most-valued training-benefits. Training in team communication and team effectiveness have positive effects on team performance. They also seem to affect nontechnical skills (team building) as well as situation awareness and decision making. Research shows that a number of factors affect training effectiveness. For example, training success is determined not...
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...Patriarch Eunice. Eunice works at the restaurant every day and thus a lot of her own personal values have become shared by the business. Eunice values a strong worth ethic, as indicated by her presence at the restaurant everyday. She also values treating people fairly and with respect. These values permeate not only to the staff but also to the customers. Eunice is always seen walking through the restaurant asking the customers how they are doing and checking to see if there is anything she can do to give them a better experience at Drexler’s. Eunice also believes in giving back to the community, Drexler’s does this by sponsoring a softball team as well as a local Boy Scout troop. Drexler’s has become a respected pillar in the community because of the values that Eunice has created for the Restaurant. Etzioni states that Organizational effectiveness simply looks at how effective an organization is in achieving the outcomes that they intended to produce. (Etzioni,...
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...Moaratty CJA/484 June 15, 2015 Gina Craft Managerial Practices Executive Summary Organizational effectiveness is the ability of a particular organization to run as a well-oiled machine that meets goals set in place for success throughout an organization. An organization must work efficiently; therefore obtainable goals must be set within achievable timeframes in order to meet all expectations of the organizations main purpose. This allows an organization to produce productive work with a desired effect throughout the organization without wasteful use of valued assets (Charrier, K. 2007). Organizational effectiveness is imperative when managing each area of criminal justice personnel in a law enforcement capacity, courts, or correctional facility personnel. Each of the settings is different, but the behavior concepts for each department of a law enforcement function must be the same when it comes to managing a department properly and professionally. Organizational effectiveness is where each member of the organization works as a team efficiently and effectively to the best of their ability for mission success. The desired outcome of organizational effectiveness is to utilize all the resources necessary to complete the mission, but at little cost of man hours, allotted time, necessary materials, and energy to the organization as a whole. This entails a productive team to obtain all goals without having an adverse effect on the organization in order obtain any particular...
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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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...disciplined in the UPS in the UK is vital in order to achieve Operational effectiveness throughout the country. Without discipline the country would be in a state of both social disorder and anarchy. Operational effectiveness is also important so that the UPS can prevent the country running into either social disorder or a state of anarchy. It keeps our country civilised. Outline – In this assignment I am going to cover the rank structure of 2 public services, including pictures of the rank slides by introducing and explaining the responsibilities of each rank, I am going to define discipline and talk about the rules and regulations needed for operation effectiveness, I am going to discuss social order, disorder and anarchy, I am going to answer a question of “why do orders need to be followed?”, I will discuss how maintaining discipline with rewards and punishments is effective, team spirit, and the rules, procedures, policies and legislations in the UPS in which encourage discipline. P1 Task 1 In my assignment I have done two separate rank structures in which I have attached to the back of this assignment in the form of two separate documents. P1 Task 2 1. Definitions of discipline 2. The necessity for rules and regulations (set standards and clear instructions =operational effectiveness) 3. Why orders need to be followed (control in dangerous situations =operational effectiveness) 4. Maintaining order with rewards and punishment 5. Consequences...
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...Evaluating Business Communication Eric Butler BCOM/230 August 24, 2014 Fran Carter Evaluating Business Communication The assignment Team B completed was one that gives perspective of business communication to individuals as insight of how to write a communique to others in the business setting. It use scenarios, where employees in a business environment has to inform their coworker of the results from a report conducted by the accounting department, for the purpose of a possible acquisition of another company. The different scenarios includes examples from various channels to deliver the message for its intended purposes. The assignment by Team B was an exercise to give practice to team members, to write business communication and to review and learn from the feedback from the instructor. It also allow the team members to analyze the completed work and use as a learning tool. Each communique had a purpose which focused on the communication, from individuals in the accounting department. Each member from B Team were to write a communique using one of the scenarios provided by the assignment guidelines, as an employee in accounting, representing the company considering to acquire the other. The purpose of this summary is to evaluate the communiques by Team B and its effectiveness to its readers. The evaluation will also cover areas such as, appropriateness, style and channel, and suggestions for a more effective message. The first thing one might find important in this...
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...Discipline is the glue that holds a combat team together. Without it there is no unit cohesion, no espirit de corps, no coordination. However, discipline is a complex product of training, leadership, and respect. It is respect which creates devotion to the team, and the important part is that that respect flows both up and down the chain of command. A leader respects the skills, strengths, and sacrifices of the people who work for him, and by giving that respect, in time and with effort, his troops come to respect him as well. That respect grows into devotion: the devotion of the leader to his troops, to do his best to see them through tough times and bring them home to their families, and the devotion of the troops to accomplishing the tasks of their unit under the vision of their leadership. Disrespect, however, has exactly the opposite effect. If a leader disrespects his troops, he fails to earn their respect and therefore fails to create devotion to the team. His attitude will be noticed and will become detrimental to morale, which in turn will hurt the combat effectiveness of each troop as well as the whole. Because he cannot respect his troops, he will also fail to recognize their true strengths and employ his forces to the best of their respective abilities. If, on the other hand, a troop fails to form respect for ANY leader, no matter how good that leader is at their job, then that troop forms a sort of uprising point... a point of discontention that saps unit...
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