Relationships, Group Cohesion, Team Norms, And Strength

There are many factors altering group behavior and effectiveness, such as decision- making, cohesion and communication (Crocker, 2016). The later has also shown a positive relationship with group task cohesion (Smith et al., 2013), and methods of enhancing intrateam

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

My initial impression of the group was mixed, because at first I was glad to be grouped with Brittany since we had an English class a couple of years ago. I wasn’t sure about the other two, but then again I am never sure until work is started. First when we were coming up with a topic to talk about to discuss facts about was at first awkward because I like someone to take charge only because I have too much work going on and also I am not as confident in my writing skills. There

By the third team meeting we had reached the norming stage. We met up and showed each other the draughts of the presentations we had each produced. Our team still seemed to lack a sense of communication, even though I had been given the role of the co-ordinator I felt

One of the main issues impeding the efficiency and preventing successful teamwork in this situation was uncertainty with the structural design of this project team. I was more familiar (and comfortable) with a rigid chain of command structure. My belief that we should be precisely executing the stated orders of our Navy leadership created obstacles for the other team members. Other more academically inclined team members were less oriented toward this centralized structure and therefore did not comprehend my opposition to their content ideas.

In the tower activity, the goal was to build a paper tower and be at the highest possible height although the equipment was limited to a budget and each team has their own choice on what they would use their budget on. We did not perform very well in this activity as communication was not very successful which was caused by being well over budget on the materials that we were using. Within this activity there was no team leader although Georgia and Jack acted as if they were team leader. The team members were not taken into consideration by Georgia and Jack and were told exactly what task to do despite not making an agreement.

The overall organization of the project was not appropriate; the root cause of this is the lack of leadership. No one took on official roles, so there was no one to facilitate a decision making process or evaluate the overall team performance. Furthermore, the team did not define norms, and team members were quick to blame others causing a major problem within the team. The members did not listen actively and communicate effectively, which caused conflict. Tension proves to be greater than

The author, Patrick Lencioni, has experienced great success. He wrote eleven books and sold over five million copies, and his books were translated into more than thirty languages. The author is emphasizing the issues that will make a team come together and build a strong team. As he mentioned in The Five Dysfunctions of a Team, first, the absence of trust; in every team, there should be trust in order to achieve one common goal. For any team that lacks trust, it is difficult to accomplish their goal. In addition, teams experience fear of conflict. When a team fears conflict, it happens because there is lack of trust. Trust brings togetherness to a team. When there is trust, no one fears conflict because every member of the team works on the same understanding. Thirdly, lack of commitment: a team has to be very committed to one another. When a team has a commitment to the company, it makes the team strong. The fourth point is avoidance of accountability. Every member of a team has to be accountable to themselves. Without commitment, it is hard to hold each other accountable for any issues on the team; every member of a team has to be responsible. Lastly, inattention to results: every organization needs a result, as a result of growth in the company, not a personal ego but collectively. These are the five dysfunctions a team that wants to be successful has to focus on. Leaders should be able to bring their best and possible changes into the system of their organization to better the company, just like Kathryn, who does not have any experience in DecisionTech.

One of the challenges I encountered first in my team was the varying degrees of trust and friendship I shared with my group members. I had known Karen since we were in undergraduate classes together and had worked with her several times. Denise had been in a few of my classes before but we had never worked together previously. Lastly,

The group formed is a psychoeducation/support group. Psychoeducational groups are intended to increase participant knowledge and behavior change through an emphasis on educational strategies akin to those used in a classroom. The purposes of psychoeducational groups focus on education, skill acquisition, and/or self-knowledge (Garvin, 2012). The group consists of several social work (SW) practitioners who gathered together for a common ground, to education and support experts dealing with clients who are sex offenders. This is our second session. The group meets every Saturday morning from 1:00 pm to 2:00 PM. The location of this group is at a local community center where it is convenient for everyone. The rules

This analysis and subsequent meetings with these stakeholders revealed a number of different requirements many of which were conflicting with each other. This revealed some of the root causes behind the results of the team assessment particularly in relation to decision making and respect. This was

Our group constantly collaborated to ensure their responsibility and accountability within the group that assigned members to clearly defined tasks and communication skills. The other important group process was to evaluate behavior patterns of the member of the group at the end of each sessions and the delivery record of the person with whom we worked. From a team standpoint, being aware of teammate’s strengths or weaknesses is important because strengths create a common language and change perceptions and removing judgment or biases. It ultimately can shift our understanding towards accepting other member of the group for who they are. The discharge phase at the end of each session went well as well.

An effective team has strong leadership where the team leader not only recognizes what they bring to the team but what each team member brings as well. A strong leader protects their team and doesn’t have a hidden agenda. Respect is a very important characteristic of an effective team because if members of the team disrespect each other and put down team member’s ideas, productivity could possibly slow down because team member’s willingness to contribute ideas and solutions might diminish due to disrespectful communication between members. Open and honest communication between team members and the team leader is important because without

Trust in each other’s abilities was another challenge for the group. There were people who admitted that they did not trust anyone in the group to lead because no one had the experience they felt was necessary to make the group project a successful. The lack of trust among the group proved to be a hindrance in the take-off the project. The group ultimately chose Natalie as the group leader, after

The dynamics of a team relies heavily on the interaction of team members during times of conflict not just during times of agreement. Often groups seek to achieve a cohesive relationship in an effort to unite the team towards its goals. Group members can make the mistake of subverting conflict in an attempt to maintain this team unity. Conflict serves a valuable role in effective group interactions that must be understood by participants of a team. An examination into the characteristics of conflict and cohesion and the relationship between the two dynamics can provide perspective to