Learning Team Charter Analysis
Team Memebers
STR/581
November 5, 2012
Professor’s Name

Learning Team Charter Analysis At the University of Phoenix, a fundamental learning goal is effective collaboration. Developing the skills to effectively work in teams and groups has become increasingly important in the corporate world. These skills are developed through a series of experiences throughout a student’s University of Phoenix education. Working in teams as a group member or team leader offers students at the University of Phoenix a hands on educational experience to develop and sharpen these necessary skills. Teams have an opportunity to assist in their learning experience by setting ground rules to aid in reaching agreements and achieving team assignments. Every team creates a team charter used to resolve differences, create structure and develop an effective and efficient set of rules all members agree to. This assignment will analyze Team A’s charter to determine its current effectiveness than make improvements based on the charters strengths and weaknesses to improve team performance. The team charter currently contains four unique sections. To aid in assessing the teams charter, each charter section will be discussed, strengths and weaknesses will be identified, and then recommendations for improvements will be made.
Team Ground Rules and Guidelines The process of determining the general expectations of the team members certainly helps in ascertaining a broad perspective about teamwork. However, the interrogation for ascertaining the expectations is almost similar to an open question thrown at a child in an ice cream store “what do you want?” making team members also react like a child. There are many choices, viewpoints, and expectations to express that the team member almost has to restrain from excessive elaborations on an array of expectations. Perhaps the most important guideline is making sure that all team members are on the same page in terms of effective communication. Communication, if not implemented properly, can be the Achilles heel of a team, which can ultimately cripple its foundation. It has been found that when team members communicate effectively, assignments become cohesive, and are completed efficiently. However, past experience also shows that teams who fail to communicate effectively, ultimately, produce a blemished assignment. In addition, bad communication within the team, can affect its overall rapport.
Expectations for Time Management and Involvement Time management has many subjective interpretations because some individuals prefer working on a project way early in time, although others prefer to complete their work in the last minute. This leaves the individuals, who optimize his or her time, waiting for others to catch up. For some individuals time expands in a highly inspired state, and this essentially means that he or she within a short time-span renders immense creativity. Many accomplishments happen during the inspirational moments irrespective of the team member’s disposition toward time. Another important expectation for time management and involvement within a team setting are implementing timelines for each assignment. Typically, a timeline provides the team the ability to pace its way to a finished product, while eliminating procrastination that could potentially be detrimental to the assignment as a whole. In addition, the implementation of a timeline allows the team to construct the assignment in an organized and timely manner.
Ensuring Fair and Even Contribution and Collaboration Team A’s willingness and ability to successfully work together, share information well as other insights (regarding team assignments) in an open and positive environment will affect the grade of participation of its members. Therefore, ensuring fair and even collaboration, respectfully, in efforts to acknowledge the personal strengths and weaknesses provides each team member the opportunity to contribute in their strongest area to achieve high marks in regard to the overall team assignments. In addition, if and when a team leader is needed, one should be able to establish direct and open relationship with a submissive or aloof team member and encourage other members of the team to do the same to continue a good rapport and cohesiveness amongst the team. At the end of the day, it is expected that each team member contributes as evenly as possible, not only for the benefit of team as whole, but also for their own benefit. It is important for team members to understand that “you get out what you put in.” By contributing fairly, team members are furthering their educational knowledge, as well as building their team collaboration skills.
Special Considerations Since the theory (Dufrene, 2012) for the purpose of team activity is to produce results (our weekly team assignments), it is logical to review the fact that we operate in a complex situation because we attend class online and are in various time zones. It is also important to take into consideration each person’s capabilities based on their current learning atmosphere, such as family needs and obligations, work responsibilities and unpredicted events. In addition, it is important to remember that we operate on time lines for our weekly assignments and should do our best to meet those deadlines. It is important to notify the team members ASAP of any events that may delay the processing and completion of the weekly assignment. When working as a team effort and not as an individual, perception must change to reflect that, the effort a member puts into the project will affect the grade for all other team members, and not just the individual. Team members should use their best skills to provide value to the team process.
Conclusion
This assignment has analyzed Team A’s charter and determined its current effectiveness. All four sections of the Team Charter were explored for their strengths and weaknesses. Improvements were made to improve team performance based on the charters strengths and weaknesses. Based on these strengths and weaknesses, recommendations for improvements were made.

Reference:
Brian Dufrene. (2012). Team Building in Organizations. Retrieved from Brian Dufrene, STR/581 Strategic Planning and Implementation website.