Pankaj Garg Date: 04/17/2006 ORG 530 (online) Group Process paper Our group is a 5-member team whose goal was to finish the assignment on time. We were committed to working together to be successful because our class experience and grade was related to successfully completing this assignment. Our team worked together collaboratively to analyze the issue and to plan for an organized presentation. When we began our meeting, we knew that we wanted our end-results to be some sort of solution and action plan for the assignment given. All of our members were competent and each contributed valuable input to the discussion. Our assignment was to find out why the iMeeting portal's reception and use was met with mediocre results by NTCNA …show more content…
The email was a bad decision because people might not go through the trouble of filling out the word file. The paper format will certainly not work because it would be hard to distribute out to all users and Luke would have to do all the work. I suggested the group that we should do online survey. One of the things that worked well in our group was the willingness of those in the group to listen to each other and entertain various viewpoints. I think that mutual respect is the key when working with groups. Each of us played different roles in the group: some of us were listeners, some of us were leaders, and some who were initially listeners became leaders as the group went on. Within our group we had different personality types and communication styles. Because we did not begin with an assigned or designated leader, different types of power showed up in each person's leadership as a result of personalities and previous experience. The team roles were adopted informally by all the team members. The leadership role was not formally assigned so everyone just worked on their assigned asks. We trusted each other for completing the tasks. However, leaders emerged in the group as leading email discussion, leading face to face group discussion, or leading discussion on webct. I developed initial task role of contributor by suggesting online survey. After the surveys were
Leadership was shared based on who felt like taking on the role at the time. Without formal leadership, there was a breakdown in communication and an absence of the setting of deadlines or the implementation of an overall plan or vision. In fact, an overall direction did not exist, as the MGI founders had different motivating factors than the students, and different perspectives regarding the abilities and roles of each other. Tasks were not broken down into specific subtasks, or assigned to individual team members. Also, without leadership, there is no establishment or communication of the norms and values of the team, and no role modeling or coaching.
Agreement and consensus is largely formed among the team, who respond well to facilitation by leader. Roles and responsibilities are clear and accepted. Big decisions are made by group agreement. Smaller decisions may be delegated to individuals or small teams within group. Commitment and unity is strong. The team may engage in fun and social activities. The team discusses and develops its processes and working style. There is general respect for the leader and some of leadership is more shared by the team. The leader facilitates and enables.
Talented collaborative leaders are created of a combination of traits. A good leader is someone who communicates well and is honest with their peers. For instance, he/she tells them when they are wrong and how they could improve. Not only does a leader tell their followers when they are doing wrong but also gives motivation by providing them with positive feedback. A successful collaborative leader needs to have power to influence other people's action, values, beliefs, and attitudes (Northouse, 2016). It is important for them to not become bossy and to treat every member equally and with respect. A leader should leave stigmas behind, be loyal, and be respectful. Being involved and knowing how to manage everything is important in order for he/she to make the group environment safe in were all the
A highly cohesive group that I have been a part of was a weight loss group that I participated in for a year. This group would have been considered a self-help/mutual aid group. This was a small voluntary group that met weekly to address the need of losing weight. Each group member would weigh in weekly, discuss their food intake and exercise for the week, and share techniques that had been successful in helping them lose weight. We also shared recipes with one another. The characteristics that made the group feel cohesive included the members were friendly to one another, supported one another, and encouraged one another to continue the weight loss journey. The group was willing to listen to one another and showed understanding of how difficult the task of losing weight can be. The individuals that were involved in this group appeared to always enjoy meeting
Mrs. Johnson I would like to start off by saying congratulations on your new manager position within the company. In your managerial position, you will have four employees who have worked with the company for a period of time. The employees have worked and communicated well with each other. Each person puts each others needs and the companies’ needs before their own. While I have been their manager, they have been very productive and have met all goals that have been placed before them. Here are some tips on making your transition in becoming their new manager
We developed our group leadership style over time as we discovered that a distributed–functions approach was the best fit for our mix of personalities. Lourdes in the Energizer for our group, since she possesses an exceptionally strong work ethic and makes the rest of us look lazy by comparison. We appreciate Rebecca for her imagination, creativity and beautiful ideas – she is our Information and Opinion giver. Carlos dons multiple hats as our Communication Helper, Tension Reliever, and overall cheerleader. Lastly, I am the direction-giver, because I have suitable organization skills
First, working with a group can be quite difficult as it leaves you being suspicious of other people abilities because not only you are working with them as a group but their performance also affects your performance as a student in the subject which will be subjected to review and analysis. The group that I was working with was quite the amusing people to be with, and the reason was that everyone knew exactly what they would be doing and we started to talk about how we would approach the issue we were tasked for and how we would be able to not only understand but also be able to express our point of view on the subject to the people who were going to view our message, but the subject was quite hard to express through non-verbal communication so the group were almost stuck to finding out a way which we would be able to approach this kind of problem in a way that would be optimal and easily understandable. The last issue we faced was managing our time. The project required all of us to be present to be able to perform the task but having everyone available at the same time can be quite hard and it is the most common issue when it comes to group presentation and that is managing our time. The group had to talk with everyone to ask everyone if they would be available at this time of day and if that is acceptable to everyone and make sure that there are no issues regarding the subject. Finally,
For example, Moritz and I were responsible for finance, Tennyson and Wen were responsible for marketing (they organised the shirts worn during the first presentation) finally Rene and Sophia was responsible for organisation (they made the contacts with the Australian Red Cross and they also ensured that all departments were productive). Each group member fits into his/her role comfortably. The Human Relations Model which places emphasis on people, commitment, cohesion and morale made me to understand that within my group, there exist different levels of commitment from each member of the group towards achieving the overall aim of the group. Although we had no team leader in the group, Rene naturally fits into the role of a team leader because of his ability to influence behaviours of the other group members without relying on force in achieving our set goals. We didn’t appoint a team leader because we believed that we should work together as a team and all departments within the group should be able to work together in achieving our goal. The conflict level within the group was just right. The major issue I had with group was that I wasn’t happy when I turned in my part for our first
effectiveness, and apply what they have experienced and learned to their lives outside of group
A cornerstone for facilitators is to understand what happens to people in groups. To do this, we need to look both at what people set out to achieve, the task, as well as how they get along – the processes of group activity. People often behave quite differently in groups and teams from one-to-one settings. Some people become quiet, others turn into bullies or tormentors, some become jokers. For the facilitator who has to rely on others for getting the job done, this can be daunting. Why is it that a meeting feels electric one moment and awkward the next? Why do some people refuse to communicate while others do all the talking? It becomes easier to understand the process level if we take a practical example.
A challenge to effective group process that can have multiple negative effects is lack of focus. When a group loses focus it is easier to lose the attention of members and have confusion about what is being discussed and why. One way that focus can be maintained is by agreeing to a group charter and posting this charter in a place that everyone can see. Research has demonstrated that development of a team charter facilitates effective group dynamics among business students ( Byrd & Luthy, 2010). When the group agrees ahead of time on how group discussions should occur it enables the facilitator to simply remind everyone of the agreement when discussions become unfocused. Similarly, Barsky (2014) suggested that when groups feel they have
What I observed in my group this week was that, every member of the group was engaging. The pattern of communication was at the same level. Every members of the group were able to speak, and then maintained the same time. They were productive in all the information they gave regarding to the topic I presented as group facilitator. Other thing I noticed was that, two of the group members were more focused on, I mean look at when talking. This is because they were passionate about what they talked about, and also talking in a loud cleared voice tone level. These got attention of everybody in the group. The level of interaction was superb in a professional way. Everyone respect each other, they gave each other space and time to talk without interrupting
Defining the roles and understanding each role responsibility is an essential first step, vital to the project efficiency and success.
Whenever individuals are required to work together in a group to complete a task it can be either a great experience or a dreadful one. This almost always depends on the extent of effectively communicating amongst the group. In our group we managed to always be respectful while still getting our thoughts and opinions across to one another. Initially when our groups were first picked for us we were able to choose 2 to 3 people that we would prefer to work with; who also shared the same ideas when it came to choosing the topic we would research. This gave each group the ability to work together with other like-minded students in order to research topics that we were all interested in. After our groups were picked for us we got to know one
Leaders emerge under different situations and circumstances. Pepicello (2016) argues that “leaders are not made, they are exposed” (W. Pepicello, personal communication, June 22, 2016). This is generally observed when working as a team on a project, especially in a virtual group setting where members are separated by time, distance, and communication, collaboration or getting members to fully participate in the project take more effort than in a face-to-face setting (Malthotra, Majchrzak & Rosen, (2007). Over a period of seven weeks, Group Two members clearly demonstrated not only leadership traits, but leader-follower relationship. This paper discusses the emergence of and presence of “leadership” or