Orlj 4005 Final Exam

This is because they know strengths and weaknesses of each other, willing to share and exchange personal matters as well as group process. And, they have their own roles and responsibilities. In this stage, it will be an advantage to know the differences among members. When they know each other well, it enhances group performance. Group members must have both high competence and mission. It makes significant progress towards the goals. On the other hand, group leader should provide group members chances to receive feedback of how the group is doing. Through proper feedback, it brings self confidence to them. Last but not least, group members must have enough time to achieve its work and overall

Generally, the police forces of any given country are much more likely to be dealing with ___________ crime and much less likely, if ever, to be dealing with _________ crime.

The main dysfunction I had experienced with this group was the lack of commitment. Two of the group members hardly ever came to class so trying to get a meeting setup was nearly impossible. Even trying to do a meeting over Skype was a hassle since they rarely attended those as well. This caused the project to stall out. Eventually, this caused one of the members to quit the group and go off on his own. I ended up having to complete the majority of the project on my own since any help the other two provided

During both groups, cohesion was apparent in both the individual and co-led group; whereas, the facilitators shaped an atmosphere so that individuals could do expressive work at a group level. The fundamental features of cohesion stand as a supportive environment, connection, self-disclosure, and a sense of belonging in the group based on warmth and

I was able to interview the treasurer of the group, who was one of the leaders, to find out what type of personality she had and how it affected the way she led the group. After interviewing her I would have to classify her as an extrovert. An extrovert is someone who “learns best in situations filled with movement, action, and talk. They prefer to learn theories or facts that connect with their experience, and they will usually come to a more thorough understanding of these theories or facts during group discussions or when working on cooperative projects” (Komives, 1998, p. 131). Linda, the treasurer, described herself as, “someone with a good work ethic who tends to learn more and get more accomplished in a group setting.” She also described herself as a people pleaser who finds it difficult to say no to things that are asked of her (L. McVety, personal communication, June 10,

The expectations I had for the group were, working as a cohesive unit based on the fact the members assigned to the group are known for being hard workers, all decisions about the project would be made as a group, and group work would be shared equally.

In this MG-624-I03 course, I was assigned to team number 1 for Southwest Airline project. And I have to say that I was lucky to be assigned to a strong group. Every member in the group works towards the same goal which makes the group assignments easier than it supposed to be. In the beginning, each member will actively give suggestions on how to effectively complete the project. It is also worth mentioning that our team leader Alyson Stilwell is very responsible to our team project. She will put all the posts from different members in order regularly. Moreover, she will edit and reorganize all the materials and compile them all together before the final submission. In addition, Stacey

This semester Candis Riggs, Taylor Maynor, Oliva Clark, and Dannon Terrell were assigned to Group 8, which they would later rename The Inclusionists. Over the course of the semester The Inclusionists moved in and out of the group development stages, utilized several methods of communication, conflict handling, and explored motivation and leadership styles. All of these factored into and affected Group 8’s efforts and the final accomplishment of their goals.

One of the three criteria for evaluating effective groups is output. This states that the final output of the group has to meet a certain standard or exceed that standard. The second criteria is learning. This is defined as the fact that working in the group should help group members learn and also help them be satisfied, instead of aggravating them (Wageman, R). The last and final criteria are the Social Processes, which are that the group should be able to communicate and interact, in the present as well as in the future. The group shown in the video is not an effective group because many of the group members were trying to avoid work by making excuses, and were very unwilling to cooperate with the group leader, even when given a choice of what they wanted to do.

There are a few key features common in a group regardless if it is an effective to ineffective group atmosphere, communication, leadership, decision making, and criticism. How these features are handled will in fact decide if a group is effective or ineffective. In an effective group the atmosphere is informal, engaging, relaxed, open, and comfortable. An ineffective group will be formal, disengaged, tense, guarded, intimidating, and stiff.

Group leadership refers to the processes of leading, influencing and motivating members of a group to become highly competent in achieving the goals or objectives of the group (Aritz and Robyn 73). Though the adoption and implementation of a relevant and effective leadership style, group leaders become effective in driving change through work groups and facilitating the achievement of organizational goals. Leaders play a wide range of roles in leading groups, such as motivating members, coordinating group activities, influencing positive behaviors among members and motivating productivity and innovation (Tabernero et al. 1393). The following sections presents a detailed analysis and discussion of the role of leadership style in group work and the most important leadership roles in work groups. The paper uses evidence to support the argument that group leaders must adopt effective leadership styles so that they can be successful in facilitating group activities and ensuring that members of the group actively contribute towards the achievement of shared goals (Thompson 23).

The Group cohesion was measured using Guo, Z, Tan, F B Tuner, T &Xu, H ,2010. The responses were measured using a five point

According to, “working in groups also require cohesiveness”. Cohesiveness is where members feel committed as part of a team and take pride in the group. The members are more happy, satisfied and are more productive. According to Bormann and Bormann, there are four strategies to bring about cohesiveness in the group. First the group needs to establish identity and traditions. Using the word “we or our” foster connections to team members. Creating a group name, logo, motto, or ceremonies are examples of creating a unique group identity. Second, participants needs to emphasize teamwork. The individual contribution of each members are beneficial to the success of the group. Each members take responsibility seriously and take self pride on their work, Group accomplishment is emphasized instead individual accomplishment. Third, each members need to feel that their effort is recognize and appreciated. In cohesive groups, praising others is encourage. The words like “good job” , excellent piece or nice presentation can be use. Individual and group effort can be rewarded with diners, gift card , letter of

Reflecting back on the last few weeks I have come to realize how important it is to understand how to be an efficient leader, a good team member, and to understand the dynamics of a group. Everyone wants to achieve their goals. What better way to get there than to share the work? Groups are an effective way to reach your goals. One mind is always better than two. Warren Bennis once said “Leadership is the capacity to translate vision into reality.” I have found this statement very true you need to see and prepare for your goal as a group. Being in a group is not just about leading or participating it is about becoming one. You need to have an equal balance, just like in the first module powerpoint Professor Allan refers to a group like the yin and yang symbol. There must be balance.

Following an ice breaker, “get-to-know you” introduction, we jumped into our first formal meeting by assessing strengths and weaknesses of our teammates. Beginning with Heather Grissom, we discovered she knows how to break down ideas that are technical or analytical into a simplified version. She is also emotionally-driven, which can strengthen the group because Heather cares about relationships and making sure everyone gets equal division in work. Second, Sara Albers is organized and structured when it comes to projects and presentations. With this attribute, she likes for everything to be formatted well and have an appealing visual look. When it comes to working in group projects, Sara tries her best to have a neutral viewpoint and take in both sides of the topic. Dominic DiCarlo is an analytical problem solver, and he can break problems down into smaller components and come up with a solution. In that same area, he is good at approaching problems from different angles and bringing up new matters for consideration. He can apply this to the problem we will be presented in the case and potential solutions.