Regis Philbin: Group Communication Analysis

Communicating in Teams. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

In my opinion, group work is a type of cooperative learning that helps people to accomplish a certain task in a faster and more effective manner. Team working also helps to achieve the tasks that are impossible to finish by one individual. However, if people in a group have a lot of conflicts, group work will not be able to achieve as much as we expected. There are many reasons which lead to dissatisfaction in group work such as individualism as well as conflicts in opinion and time.

Write a 350- to 525-word summary of your results and ways to improve your competency.

Annika doesn’t go out of her way to contribute, but instead nods her head, seemingly agrees with the group, yet returns to her department and complains how the group never accomplishes anything. Rumors fly throughout the organization and dis-information reaches Roxanne, who, so far, has not confronted Annika nor shared what she knows.

“Effective communication occurs only if the receiver understands the exact information or idea that the sender intended to transmit. Many of the problems that occur in an organization are: the direct result of people failing to communicate and processes that leads to confusion and can cause good plans to fail” (Clark, 2015).

Considering chapters four through six of the course text, a group vote determined that the three most important concepts between all group members are: effective ways of communication, conflict management, and social media. The concept of communication was initially discussed solely, but was determined to be far too broad. After the initial collaboration, the group condensed the concept of communication to effective ways of communication.

According to Melissa Fabello effective communication is hard. After reading her article I have to say that she is right, not a lot of people know how to communicate effectively. Expressing feelings enables us to think through and move on from troubling negative emotions.

On Saturday, January 7th I interviewed Amy Beard. Amy is a program manager for FEMA in Emmitsburg, Maryland at the National Emergency Training Center or known as NETC. Amy has worked at NETC for eighteen years and two years as a supervisor. Currently, there are ten full-time employees signed to her work contract with her. As her job, her employees and her offer online training courses in emergency preparedness and maintain student records, as well as run a customer service department. After interviewing Amy, I learned more beneficial information about small group communication, especially in a work setting.

Jeri shared that the first topic has already been picked for the group: Employee Orientation/Reorientation, CPI, and CPR. There was a small group that met after Tuesday’s meeting and an additional meeting with Nancy the next morning that choose this topic and developed the processes listed below:

Individually or with team members, please respond to the following questions by reflecting upon the learnings from the video and the readings.

Although I already knew the basic importance of communication, one aspect I never would have considered is how much, or how little, a counselor is able to share with the parents or teachers. Mr. Jim Thompson discussed during break-out groups just how serious the issue could become. Permission needs to be given before any information, unless life-threatening, is shared with anyone. This helped me realize that if a counselor needs to consider the conversations with students that private, I need to ensure that I keep my school experiences quiet, unless an individual may be in trouble. This topic can be related to the break-out group discussion with Mr. Brad Hagg, the Chief Technological Officer. One aspect of his work is to check the students’

Our fist discussion was regarding the video “Planning a Playground”. The group in this video was discussing planning for a playground, what it would cost to put it up and how they could raise the money. I liked how this group communicated effectively an overall worked together. I picked up on some nervousness but that was mainly because they were meeting for the first time. The only issue that I could see off top was at some points some of the members would cut off the member that was speaking. I don’t feel that it was intentional or malicious but to communicate effectively you need to let others speak until their done so that you completely understand what is being said. In most cases this is how things are misunderstood because you only take from the part you hear or stopped them from saying. I identified constructive conflict occurring in this group. Constructive conflict is when behaviors help to build relationships, when you are able to manage your emotions and accept and resolve responses. It’s when you have task-completion,

In 1957, the producers H. Fonda, G. Justin and R. Rose collaborated with the director S. Lumet to create the film, 12 Angry Men. In this paper, I will provide an analysis of the small group communication displayed by the main characters in the motion picture. I will discuss group communications, group development, group membership, group diversity, and group leadership. These topics will be dissected in order to properly examine the characters’ behavior.

We created this group chat as a means to establish a brotherhood. Dean Mullins created SBA to be a springboard for us to grow into leaders. We highly encourage you all to use the group chat to stay connected, form study groups, share opportunities, and develop relationships with everyone in the SBA family. SBA is more than just an organization and professional relationships. We are here to support/push one another to our common goal, excellence. Congrats again on being accepted to SBA!

I think that connecting in a more intimate group meets social needs, and people feel safer to risk expressing themselves in these groups. The give and take of an interdependent team would become more comfortable as the relationships grew between the members. I am thinking of the communication assessment in the first journal, the effectiveness would not just grow from the collective work, but from the informal sharing as we are giving and receiving feedback. The climate of trust helps us to work through the unique encoding and decoding that we are processing. This is my socioemotional strength and it is interesting to me, and it does not create the fear that a formal presentation or speech to a group does. You mentioned in the podcast that all teams are groups, but not all groups are teams; I think that the group communications shape and re-shape us, and move our group closer to be a real working team. I believe I would have a strength in this type of communication, and could play an important contributing role in this way. My assessment was very low regarding facilitating team communication, but I see this as a sharing of knowledge. When you mentioned the Abilene Paradox, I was trying to imagine myself in a situation, where I did not value the process of agreement enough and I just let the team drift into a decision that we really do not believe in. I can see myself going with the flow for a little while, but I think I would speak up in that exchange of information in a small team setting, and try to help my team members see that we were giving up on something that was much greater and better; because agreement would be stronger if we stayed with the longer process of conflict, distortion, and improving feedback. I know