Analysis Of Team Building For A Small Behavioral Company

If an organization is already established and wants to become an “effective learning organization” they have to take into account their relationship with their employees at the time they make this decision. If the employees who currently work for management are not “self-energized, committed, responsible and creative beings” (Kinicki, 2012) (or any combination thereof) like McGregor assumes, they will not be able to jump in to some of the activities that leading organizations are doing. Managers will need to understand that if they developed an environment where management is superior and the employees are workers, any part of the human relations theory will not benefit them quickly. Managers will need to gain the trust of their employees and actually listen to their emotions.

The marshmallow challenge was an engaging and exciting way to learn and solve a problem in a form of teamwork. The challenge was to build a tower with the simple components of spaghetti, string, a long piece of tape and a marshmallow. The catch was, it was a competition for the highest tower and the marshmallow had to be placed on top of the tower. My group was able to get a nice height on the tower but unfortunately was not the highest. Our strategy for the tower was to more than anything have a strong base, so that the tower would have some type of balance when the marshmallow was placed on top. We built a triangular base and formed some type of pyramid and built off that, when the marshmallow was placed on top the tower it swung side to

The Marshmallow Challenge was a great group activity that broke the ice between students from different schools on campus. This activity utilized the IPEC four core competency domains. These domains consist of communication, roles and responsibilities, values and ethics, and teamwork. I feel the group I participated in utilized all four core competency domains efficiently, which allowed the activity to run smoothly.

"Group Communication and Employee Turnover: How Co-workers Encourage Peers to Voluntarily Exit" (1999) is an article by Stephen A. Cox. This article is a review of social exchange, group communication, and employee turnover. Cox reviews the relationship between employee exit and group communication. The author applies a social exchange theory that states, "interpersonal behavior is the process of exchanging resources to

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

Cummings, T. G.; and Worley, C. G. (2015). Organization Development and Change, (10th Ed). Mason, OH. Cengage Learning.

Team building exercises were engaged in to bring the team members together on a personal level. The exercises and the time together engendered greater loyalty, personal connections, appreciation for team mates, and common purpose. Genuinely caring for team members or co-workers should compel team members to always give their best in the interest of the

The marshmallow challenge required groups of four to work together and construct a method to use 20 sticks of spaghetti, one yard of string and tape, and a marshmallow to go on top of it. As a reflection on my group’s efforts to complete this challenge, we had many things went well and didn’t go well. Some things that did not go well were the spaghetti starting to break as we put it together and that our structure was not stable all the way through. Although we had a variety different ideas to contribute to the group, we all collaborated and worked together to pursue an outcome that included everyone’s thoughts. This was one of many things that went well; some others were that had enough supplies to complete that challenge and our structure

An evaluation of your own performance- what you did well/what you could have done better?

At Grinnell Regional Medical Center (GRMC), there are a variety of teams that make up the organization which includes the hospital and outpatient affiliated clinics. Due to the diversity of healthcare services that are provided at GRMC, a team leadership approach is essential to the success of the organization. According to Northouse (2016), leadership is “a process whereby an individual influences a group of individuals to achieve a common goal” (p. 6). Through this process, leaders help to create vision and direction for the team while engaging others on the team through motivation and inspiration, to reach a common goal (Northouse, 2016). In this paper, we will discuss the steps necessary to create more successful teams at various levels

With a piece of string, tape, 20 pieces of spaghetti noodles, and a marshmallow is what was used in this challenge. The challenge was to build the tallest freestanding structure with a marshmallow on top. The class was split into groups of three, the purpose of this was for everyone to collaborate and work together. Each group tried different methods to get their structure to stand tall. This challenge reflected how we, as teachers, work together to build a structure for our students.

Group exercises have many pros and cons. Some say that they can help with social skills and breaking the ice.

The topics discussed by Northouse, Kouzes, and Posner are team leadership. Team leadership are work units that have are interdependent and share common goals (Northouse,2016). In this week?s unit, team leadership will be explained through the Hill Model for Team Leadership and how it applies to team effectiveness. Furthermore, virtual and non-virtual team will be compare and contrast and how to create cohesiveness. Team leadership theory is the key to developing success high performing teams.

Aristotle is credited with stating the whole is greater than the simple sum of its parts. This also represents the definition of synergy. Synergy is the unified working of the sum to create something greater than the individual components. For instance a car engine is comprised of an engine block, belts, hoses, spark plugs, and other miscellaneous components. Individually these components are not going to propel a vehicle however when put together and fed some fuel the components create the oomph needed to support transportation. In sports and business the cooperation and collaboration of people in organizations is no different. The people within these groups must be working in a unified manner toward a common set of goals and objectives. This common set of goals and objective provides the end point so that a team of people have the necessary oomph, to achieve outcomes that would otherwise be unattainable by a single individual.

How do these strategies apply to a team that you are or have been a participating member?