Reflections on Syndicate Group Work

A leader can motivate their team by recognising the desire, if it’s a feeling the person wants to do this is inner desire. If the motivation is they need to complete this is a means to an end, possibly doing the job to earn their

productivity in individuals and teams. Motivation describes the level of desire employees feel to perform, and is an

6. Who was most influential on the group's decision-making process? What did he do that was so influential on the group? And what interaction style did he appear to be using?

“To be able to reflect one must step outside the experience in order to make the observance comprehendible” Gray (1998). To do this, one must have motivation. When speaking of motivation, task variety and participation allows each member of the team to use different skills as well as rotating the less desirable tasks giving a cohesive feeling to the team while motivating them. Bowen and Lawler (1992), argue practices that empower such as providing organizational information to employee, bureaucratic control reduction and increased self-power all helps to increase employee motivation. French and Raven (1959) add that motivation is a characteristic that makes one want to do or carryout a task willingly without being directed.

The expectancy theory was developed by Victor H. Vroom in 1964 as a systematic explanation of individual motivation within the workplace. This theory put forth three key components: expectancy, performance, and valence. From the base component of the theory, which is expectancy, behavior is built by an individual’s value of the reward or valence. Vroom’s theory of expectancy is used by manager to understand how individual employees are motivated and how they will respond to rewards closely tied to the tasks given. Expectancy is proposed to be an individual’s understanding of how their effort leads to a given performance level. Vroom put forth in his theory that individuals believe the more effort put into a task or objective, the better

Teamwork presents diverse approaches and solutions to tasks and problems within an organization. It is an effective method to ensure that an organization’s tasks are handled and effectively and in a timely manner as opposed to a single-hand approach. Given the myriad reasoning and points of view to a single problem or task at hand, a number of diverse solutions can be achieved through teamwork. As such, it is imperative to keep team members motivated and focused on achieving organizational goal (Baker, Day & Salas, 2006). It should be noted that refocusing and motivating team members towards achieving organization’s goal can be a daunting task. There are a number of tactics that can be utilized by leaders in order to keep team members refocused, motivated and productive.

According to the expectancy theory of motivation, in the workplace an employee’s willingness to work is dependent upon the end result of working and how important the end result is to the employee. An employee will be more compelled to put forth more effort if it is believed that the consequence of doing so will be a positive performance evaluation. The employee must believe that by achieving a positive performance evaluation, an incentive will be achieved. The incentive, whether it is monetary or advancement, must benefit the employee (Robbins, 2012).

Brenner, D. A. (2007). Achieving a succesful project by motivating the project team. Cost Engineering, 49(5), 16-20. Retrieved from http://eds.b.ebscohost.com.ezproxy.umuc.edu

In agreement with Alana, concerning the position of a person who becomes the recipient of manipulated, might not want to challenge the behavior, to eliminate conflict. In brief, agreeing or disagreeing with manipulation within a group setting, may reflect several reason, aside from an individual’s inner strength.

In order to put together a group presentation based on Tuckmans stages of development and Belbins team roles, I was put into a group with two other members. We were given a scenario that we ran a small clothing shop in Middlesbrough and a new team member was going to be added.

Group work has been a cornerstone of the social work profession and requires a variety of facilitator skills and awareness of group processes. The SSLDTM Group Program for People with Difficulties in Social Situations (Socialwork1914, 2017) provides an excellent example of a psycho-educational group co-facilitated by two female social workers, Jane and Karen. After viewing the 6th session of this 8-week program, I began to understand how the concepts of group formation/development, interpersonal dynamics, and leadership styles contribute to successful group work outcomes.

“In some of his writings he characterized power as the driving force for most people”

After completing this survey, I’ve analyze being in a group requires a lot of traits pertaining to your group chemistry. My results demonstrated thst I am more team oriented and I am open to group decision whether agree completely or disagree completely but I remain to an open mind. One of my extremely important compentency were “strong group goal”. This compentnecy is maybe my strongest opinion because being in a group, you need a goal. Every individual in that group needs a goal to accomplish to make the group operate harmoniously and the group leader need to assign those task to make every individual perform at peak performance. After adding my results up, my results ended up being 191. I know in the future, I will need to improve in certain

Working in a group entails a lot of issues and it is essential for a person to be well-acquainted with how he or she can put across attitudes that would reflect positively on the group as a whole. By promoting behavior that benefits the group, the respective individual is more likely to create a setting that would fuel progress in general. While in some groups members get actively involved in working in teams, accomplishing goals, and in providing for the needs of their colleagues, matters are different in others as individuals do their jobs poorly and only manage to frustrate their colleagues. It is thus important for all members of a group to have a complex understanding of the attitudes they need to employ in order for the group as a whole to experience the best results possible.

Motivation in the workplace is one of the major concerns that managers face when trying to encourage their employees to work harder and do what is expected of them on a day-to-day basis. According to Organizational Behavior by John R. Schermerhorn, James G. Hunt and Richard N. Osborn the definition of motivation is "the individual forces that account for the direction, level, and persistence of a person's effort expended at work." They go on to say that "motivation is a key concern in firms across the globe." Through the years there have been several theories as to what motivates employees to do their best at work. In order to better understand these theories we will apply them to a fictitious organization that has the following