Captone Course Reflection: Team Diversity, Team Success

While the individual teaching styles of the team were very different, it became apparent that commonality existed in terms of supporting the growth of our students. After team collaboration, we adopted the following vision statement: “We will provide a classroom climate that fosters thoughtful and respectful consideration of alternative viewpoints and ideas, personal ownership of learning, and individual construction of personally meaningful knowledge.”

To further understand Belbin Team Role Theory, I, together with four students formed a team and simulated as being authorized by the Songjiang Government Bureau to investigate into the current situation and the prospect of the higher education industry in Songjiang District. Through unremitting team efforts, we successfully demonstrated our findings and recommended several ideas via a formal presentation. Reviewing the three-months-long process of cooperation, I really found this experience of learning meaningful and fruitful. This reflective essay is a conclusion of my sympathetic introspection of the

This is a reflective essay based on my attendance at a multidisciplinary team (MDT) meeting whilst on my two-week placement at a local mental health day hospital. The aim of this essay is to discuss the importance of the multidisciplinary team within the mental health environment and discuss factors that can influence the success or failure of multidisciplinary teams.

Deep-level diversity promotes team performance by giving opportunities for authentic interaction with different personalities, learning styles and character traits that would provide opportunities for optimal team performance. To begin, a definition of surface level diversity is helpful; surface-level diversity is a dynamic that people are keenly aware of in our society. We are taught at an early age to “play” well with others regardless of traits that are highly visible to us and those around us, such as race, gender, and age (Phillip and Gulley, 2014). Hubbard (2004) uses the term “workforce diversity” as another identifier for surface-level diversity to include the following aspects: “gender, race, ethnicity, religion, sexual

In this essay I am going to reflect on my experience working as part of a team and the preparation on an oral presentation I had to do in class with people from different courses, as part of the Foundations for Practice in Health and Social Care module. Reflection is educational and is used as a means of self-knowledge and to develop using a process of feeling and learning by thinking about what happened and what could have been done differently. (Rolfe, 2011, p.8-12) I will be using the Gibbs (1988) Reflective Cycle to do this. In this model there are 6 different stages to look at to help structure reflection, the description of the event, your feelings, evaluation, analysis, conclusion and an action plan. There is more than one model

After reading The Five Dysfunctions of a Team by Pat Lencioni, discussing the function of effective teams in class, and completing various team building exercises, I have developed a much better understanding of the importance of a proper team in a business setting and how good team work can produce more efficient and productive results.

Last week in ENDS 101 I’ve learned about teamwork, the process of how to combine our ideas and techniques to negotiate and share your ideas within your group. To be able to success as a team, it is a good idea to follow the process that helps organize your ideas and others ideas. It is important to be an open minded so that you can avoid create conflicts with your team members. Blocking other people ideas will not bring you or your team members any success. I have to say that I’m a keep it to myself type of person, but when it comes to teamwork, I have to be an open minded to be able to work well with other people. This week I will meet up with my team members and get to know more about them before we start working on the assignment.

This novel written by Keith Sawyer held so much information on how to better group interactions- anyone can walk away from this book with broader outlook on creating a “Group Genius”. Sawyer has laid out all of these great concepts and ideas in front of readers. It was an amazing way to express the possibilities that both, groups and teams can achieve. Whether these be small or big business teams, one or a couple inventors beginning their story or a sports team- all of these groups can apply what Sawyer has written, into their work and group atmosphere. A group has the choice to take these skills and adapt them into their own experiences, it can all spark from just one person making a change. I learned a lot

The drawbacks of the cultural diversity lead us to the ineffectiveness in communication or miscommunication or even a conflict among all the group members. The diversity in a group affects proper interaction among the group members, which ultimately affects the performance of all individuals in the group. In addition to this, diversity is also effective as individuals from different culture to have different views, which can contribute in increasing the efficiency of the task (Leonard, Graham & Bonacum, 2004). Additionally, for me, the most challenging part of being assigned in a group was working and communicating effectively with my group in a clear and assertive way. My group was the first to present the presentation, so we had to focus on the proper management of time to complete the task. Ellis (2012) says that delegation can offer significant time savings when accomplishing group tasks and this is something we should have considered more as we often did not take into account the particular strengths or weaknesses of the individuals in our

(5 minutes) Discuss the reality of people feeling ‘in’ or ‘out’ of a team. Does it really happen? (5 minutes) Consider the issues and outcomes for people who might feel significant or insignificant in a team or group. Likely topics to surface here are trust, need for attention, feeling valued, sense of belonging, safety, communication, under-achievement. Prompt if necessary. (10 minutes) Ask the group to consider the case of a team that loses one or two of its key players. Get the group to brainstorm examples of how such a team might include or exclude new employees – for example, not introducing themselves, not sharing information, making in-jokes. (10 minutes) Ask people to discuss in pairs one or two experiences they have had when they felt excluded from a group or team and what impact this had on them. If they can’t think of any experiences for themselves, ask them to share their observations of other people who they’ve seen being excluded from a group or team. (10–15 minutes) Draw together the whole group for discussion. The point here is to raise awareness in people of inclusion/exclusion as an important reality of team behaviour. If people are excluding others or themselves this will impact on team performance. Consider, with the group, appropriate strategies for dealing with people who are either being

Comment on the following quote by Katzenbach, Smith "simply put, teams will be the primary building block of performance in the high performance organization of the future. As a result, effective top managers will increasingly worry about both performance and the teams that will help deliver it." (p. 239, The Wisdom of Teams). By referring to the concepts you have learned in this course including the different dynamics teams bring to the workplace discuss what have been the key lessons learned about teams and leading them for you and how you will or would apply those in an organization.

1- What role did you play in team meetings or discussions (online or face-to-face)? What ideas or. work did you contribute? Consider your verbal (vocal or written tone, etc.) and nonverbal communication (body language, facial expressions, etc).

Johnson, L. K. (2005, October 31). Overcoming Barriers That Destroy Teams. Retrieved November 12, 2016, from Working Knowledge: http://hbswk.hbs.edu/archive/5068.html

I am the second team member. On my part, I am a senior instructor analyst with

The key issues of lack of collaboration and teamwork, lack of reward for job performance, lack of fairness, and lack of feeling supported are all problems that relate to the diversity of the GSU team. Because it would be difficult if not impossible to change the composition of the team, it is necessary to find ways to reduce or eliminate the feelings of isolation and separation that are clearly present in the GSU.