An Effective Team And Is Communication Effective

My analysis is on the film The Goonies. While I view the movie and determine the various norms, behaviors, roles and interaction between group members, as well as individuals the examination within the realm of film can present many of the same components. Thus, our group selected this movie to analyze based on its formation of a cohesive problem-solving group full of unforgettable characters. The Goonies portray many different theories and aspects of small group communication.

There are many problems that hinder good group dynamics. We don’t usually have the luxury of picking who we are going to work with on a team; dealing with different personalities and personal agendas are common challenges in working within a team. Other commons challenges like, poor leadership, bad communications, and lack of focus can be helped or eliminated by establishing team roles.

Whether groups are formed for social or task oriented purposes, the ability to produce and maintain a sense of affiliation, peer support and collaboration is important for overall group functioning. The cohesion of a social group is produced through the establishment of a set of group norms, which are later defined as a guide for conduct accepted within a group of individuals. However, in order for a group to perform and produce results, the team leader should guide his/her team through the proper stages of group development, which includes the following steps: forming, storming, norming, performing and adjourning. Although teams should follow all these stages of group development, the forming and the norming stages are the most important,

In today’s world teamwork is being utilized by companies across the globe. Employers are seeing the value of teamwork and what can be accomplished when people put the strengths together. These teams consist of people from different cultures with different personalities. Conflict is inevitable when it comes to group dynamics. Conflict resolution is necessary to keep the group functioning efficiently. This paper will analyze group dynamics and focus on conflict resolution by way of communication.

The features of effective team performance is set up through positive leadership, this is something which is developed and nurtured. An effective team will work together, be focused and all the time supporting each other along the way to achieve and reach goals. For a team to be effective, each team member needs to be clear on their roles and responsibilities relating to their job. Team performance will be more effective if there is respect for the leader/manager and an understanding towards their job role and responsibility. The leader/manager should also be aware of the skills or weakness within the team and be able to provide support were necessary and also utilise their strengths. Training and support will enable staff to improve

A team is a type of organizational group with independent members. They share common goals and work together to meet these goals (Northouse, 2016). The organization where I work has teams at various levels for maximizing the success. These teams include, core teams, coordinating teams, patient aligned care team (PACT), contingency teams, ancillary teams, support and administration teams (Veterans Health Administration [VHA], 2015). Some of these teams have interdepartmental members while others have intradepartmental staff. Successful teams have a concrete blueprint and that contributes to their effective functioning. There are several factors that affect these teams irrespective of the level. The factors comprise the presence of a clear task, separation from non-team members, authority, and stability. The factors like working conditions, team process and bridging the gaps are concerns for the executive level. The complexity of the task, individual skills and their diverse specializations affect the selection of the team members. The team’s meaningful interactions decide their success. Independent teams can help promote friendly competition within the organization and lead to better staff performance. An efficient leader can design and launch an effective team through careful planning and selection of the right members. He/she keeps the factors that affect the success of the team in mind when designing the teams. The patient care units

It is the responsibility of all adults who care for children to protect them from harm. In accordance with the All Wales Child Protection Procedures and the Children Act 2004, First Steps Playgroup operates a child protection policy.

In healthcare settings a multidisciplinary team (MDT) approach is required to provide a safe and quality holistic care for patients. To achieve this, the different healthcare professionals must work together in order to achieve their goals and promote patient safety. This assignment aims to explore the importance of team work in healthcare. In addition it will consider the qualities and behaviours of a team leader as well as the team behaviours necessary for effective team performance.

3.1 One way to ensure your personal and team gaols aligh with the organisations goals and plans is to have a team performance plan. The purpose of this is to ensure these goals are clearly linked to the organisations goals and objectives. Consulting, negotiating and agreeing the objectives in the team plan before the work is allocated supports achievements of expected out comes. An effective team performance plan links goal achievement by the team and individual team members to organisational goals and objectives. Rewards linked to team rather than individual performance, such as certificates of achievement and team of the year awards, promote high team performance.

Group member cohesiveness was absent from the group meeting for several reasons, but the primary reasons were due to the fact that the group members did not have a common description of value or structure to the discussion. Each member viewed their own area of involvement within the organization as being more valuable than any other area, and it was this exclusion of other valuable traits that lead the group to begin to clash in such a

Our fist discussion was regarding the video “Planning a Playground”. The group in this video was discussing planning for a playground, what it would cost to put it up and how they could raise the money. I liked how this group communicated effectively an overall worked together. I picked up on some nervousness but that was mainly because they were meeting for the first time. The only issue that I could see off top was at some points some of the members would cut off the member that was speaking. I don’t feel that it was intentional or malicious but to communicate effectively you need to let others speak until their done so that you completely understand what is being said. In most cases this is how things are misunderstood because you only take from the part you hear or stopped them from saying. I identified constructive conflict occurring in this group. Constructive conflict is when behaviors help to build relationships, when you are able to manage your emotions and accept and resolve responses. It’s when you have task-completion,

This is the storming stage of our group development, which is ideally the second stage after the forming stage. At this stage, the group members have already become with their purpose at work and also got used to each other. At this stage, the team is already organized and responsibilities have already been divided amongst the group members. However, this stage always has rampant cases of competitions and conflicts. The competitions and conflicts are mainly because the group members have sufficient understanding of the general feels and tasks to be accomplished, they feel more confident being in the group and can voice their displeasure within the group. For this assignment I was tasked with analysis of the film ‘We are the Millers’.

This team project was among the more challenging team projects I have worked on. Some of that is due to the short time given for the scope of the project, some due to the number of people in the group, and finally some to individual willingness to contribute to the team effort. Our team struggled to gain cohesiveness starting with a group member missing the first meeting and another one stating they were too busy to meet during the week or on the weekend. They were reminded that we all had to make personal efforts to meet and complete the requirements of the project. Once we moved through these initial “bumps” we brainstormed as a group to come up with an idea for our crisis. We gathered several ideas and ultimately voted (those were present at the meeting) on what our topic would be, who would fulfill what roles and the responsibilities we would assume. We left that meeting with a basic understanding of our project. I have had a lot of experience working in groups both in school and professionally, and some of the above-mentioned challenges we encountered are not unique either in the academic or professional setting. I choose to keep tension to a minimum within in the group as far as confronting individuals (unless I absolutely must- I subscribe to “you catch more flies with honey, than vinegar”, but I will pull out the vinegar if needed). I have found if your approach is confrontational, accusatory (you didn’t do this, you don’t do that) and angry when you are

Appearing agreeable on the surface but nothing much gets accomplished and revisiting the same issues over again during their meetings, this team is exhibiting “Fear of Conflict” – the team are incapable of engaging in unfiltered and passionate debate of ideas and they resort to veiled discussions and guarded comment instead. This dysfunction of the team is directly caused by the failure of building trust. Without trust among the team and knowing that they will not be punished for saying something that might be interpreted as destructive or critical, team members would be hesitated to engage in fierce discussion. As a result, the team, as described in the prompt, has boring meetings, ignores controversial topics that are critical, go through

Levin (2005) suggests that the idea of a team is to share the same objectives. This may not always be the case if team members have never met before and are not fully clear of the task set. This can lead to confusion between members and may mean that some team members are unwilling to be told by their peers what to do. This is an example on ineffective team work.