How The Five Members With Difference Talent Manage A Diverse Environment As My Team

Diversity is something described between the differences of two individuals. Diversity means that all individuals showed be respected and valued, therefore you must be aware of the individual’s differences and must not barricade the way they have been cared for. It is you knowing and looking after an individual with full understanding of the difference in their personal characteristics. It is also when you encourage those differences and use them in different cohesive communities and in an effective work force. It is important that you recognise that each

The positive impact of cultural diversity on group behavior can contribute creativity to a high-performance team. Membership diversity offers a rich pool of information, talent, and varied perspectives that can help improve team problem solving and increase creativity (Hunt, J., Osborn, R., Schermerhorn, J., 2005). Cultural diversity contributes various group input and group dynamics to the team. These two factors are essential in the high performance of a team. Cultural diversity can develop a high-performance team by allowing the diverse potentials of a team to operate. The negative impact of cultural diversity on group behavior can develop numerous of conflicts between team members. Conflicting interaction can limit or decrease the effectiveness and efficiency of productivity. There should be an awareness of the diverse culture values in order to prevent these conflicts.

My personal creative thinking profile consists mainly of implementing and clarifying. Based on the "Tapping into Our Creative Thinking Skills to Manage Complex Problems" my first and second preferences are implementer and clarifier, respectively. I have always been an implementer, focused primarily on making moves in order to put ideas to work. I enjoy seeing the results of my plans in action. For example, as the president of Global Brigades, a medical mission’s organization, I spend less time talking about logistics of the mission and more time taking action to make the mission a reality. When the rest of the executive board struggles to plan out details, I focus on making moves and taking it from there. Therefore, I am quick to gear into action, in the hopes that I will learn as I go. I am also very persistent to make my plans a reality. When we needed campus funding for our mission, I made sure I knocked on the dean’s door at least a hundred times to get that funding. I delegated my executive members to meet with all the administrators of our campus to state our case. Finally, my persistence and action oriented attitude, earned us complete funding for our trip. As an implementer, I would often get annoyed when the executive board calls for meetings four to five times a week to discuss the same issues and concerns they have discussed before. I would encourage the team to discuss an issue and solve the issue there and then, in a single sitting. For example, we needed to

The culture of team is weak, as there are no established norms and values or ground rules. As such, there was a discrepancy in the development of the team during the norming stage, as discussed previously. The team also engaged in a cultural clash in terms of industry areas, country/ethnic differences, and subcultures. The MGI founders related to a creative and artistic industry, while the students were business focused. The cultural differences manifested themselves in terms of language and expectations. And finally, within the subgroups were individual subcultures, which lead to a difference in values, roles, purposes, and goals especially when disagreements between these subcultures occurred (Hofstede, 1998). Multicultural teams can be more

There are several theories relating to group working, dynamics and group role in any giving setting (Fiona, 2013; Steve and Bradford, 2001). These theories include Bruce Tuckman’s Team Development Theory, Meredith Belbin Team Role Theory, John Adair’s Action Leadership Theory, Isabel Briggs-Myer’s MBTI (MBTI: Myers Briggs Type Indicator), Theory, Tajfel Theory, Social Identity Theory, Jung’ Colour Works Theory, Albert Humphrey’s TAM Model and a host of others. However, there are two (2) prominent theories relating to group dynamics that focused on the attitude of a group in this presentation task: Tuckman and Belbin’s Theories. Tuckman and Belbin theories relate to dynamics and organizational development of a group (i.e. a team).

The next step would be to investigate each individual 's personality, learning style, skill set, attitudes and other key factors that would be diverse in relation to the team. Hubbard uses the term “behavioral diversity as encompassing work styles, thinking styles, learning styles, communication styles, aspirations,beliefs/value systems as well as changes in the attitudes and expectation on the part of employees. (2014, p. 27)” This explanation of behavioral diversity (Hubbard, 2004) expounds and gives additional insight in regards to deep-level diversity.

My group consisted of me my, my friend, and my roommate. We were able to balance personalities fairly well. This may be due to the fact of having arguments about various topics before. My roommate would be a communicator facilitator. He has been homeless in his lifetime this caused him to be sympathetic to students with personality and social issues. My friend would be a collaborative inventor. He understood the big picture of choosing the students with the absolute best chance of being successful at this school. He also did a lot of listening before actually speaking. My analytical

“Group members are classified into the following social styles: Analytical, Driver, Expressive, and Amiable.” (Griffith & Dunham, 2015). Analytical is someone who is picky about how things are done. They always want to be right no matter what. The driver is someone who is determined to embrace new things, one who is tough, and dominated. Expressive is someone who is enthusiastic and reacts to different behaviors. Amiable is the one who is cooperative, dependable, and supportive in a friendly manner. “When people gather in a group it can be a good or a bad experience. There are many personalities that can be in a group such as family, school, or workplace.”(Griffith & Dunham, 2015). Working in groups with different ideas, mindsets, cultures

There are four different types of personalities in my group: ESTJ, who is efficient, outgoing, analytical, systematic, and dependable. INFJ, who is Idealistic, organized, insightful, dependable, compassionate, and gentle. Also, an INTJ who is Innovative, independent, strategic, logical, reserved, and insightful. Then finally, ISTJ who is

After taking the 91 question test, I came up with a tie of ESFJ and ENFJ. However I find that I identify more with the ENFJ personality type based on the descriptions that I read. The ENFJ stands for Extraversion, Intuition, Feeling and Judging. Individuals with these combined personality types tend to be responsible, sociable, sympathetic, and responsive to praise and criticism. This personality type defines those who enjoy working with other people, are conscientious and are able to express thoughts freely, has more insight and enjoys reading. When the ENFJ group is put in a work situation, they may be interested in others jobs and how they are performed, enjoy working with new skills, can oversimplify tasks, enjoy harmony in the workplace and will ensure that it is there, dislikes telling people unpleasant things, and work best when they can plan their work and follow that exact plan. The ENFJ personality also has weaknesses. Often times, they take criticism to heart, avoid conflict whenever possible, and are prone miscommunication. They need to work on understanding how to communicate with other personality types. When communicating with introverts, it's important to allow time for that person to trust you personally before having a business-esque conversation. When speaking with “sensors” you must be sure to be practical, realistic, and direct, however, when

The StrengthsFinder 2.0, DISC, and Jung Typology personality assessments almost described me with the same leadership style. The StrengthsFinder 2.0 found me; Strategic, Learner, Achiever, Communication, and Maximizer. Jung Typology personality gave me ESTJ; extraverted, sensing, thinking, and judging. These three tests led me to discover myself in the area of leadership. I found myself Strategic, logical, and responsible. I am extraverted thinking working, which means my major instruction is in discovering which is logical in the actions.

Personality can influence team performance in both a positive and negative way, Company X 's understanding of personalities in teams will help them comprehend the processes that their own marketing team may go through and in the future help them choose team members that have personalities that may positively influence team performance.

During the working style assessment. I was found to be effortless in the examine and execute dynamics. As a member, these groups I find my strengths rely heavily on the organization, control, and clear facts. Learning comes easier to me when in the traditional learning style of lectures and readings. When learning is attempted in a less structured, or group project my desire is to avoid the situation. When working in a non-traditional learning situation, I feel increased stress. My heart rate increases, my concentration is diminished and I become over skeptical. With that knowledge when building a team. I would look for people with the excite or explore dynamics. I need those dynamics in my group to complete the success satisfaction cycle. To achieve a balanced outcome.

Interestingly, shared mental model theory suggests that when teammates hold similar cognitive representations, they are well capable to anticipate one another’s needs and actions, and to engage in added efficient searches for vital information. Furthermore, “because of this, the effectiveness of the mental factor strategy should naturally be moderated by the validity of the expert model used to structure team discussions and the human capital that team members possess and use to solve the problems they uncover” (Smith-Jentsch, et al., 2008, pg.322). Therefore, a favorable mental attitude facilitates learning while the factor of interest is closely related in nature to that of representational drive and

The ideal team should consist of a mixture of individuals who have different behavioral styles. In addition to the mixture, managers should also take the