Team Analysis

What rating would you give the team out of 10 (10 being the highest level of success)? What factors do you think contributed to the level of success your team achieved when success is defined as the creation of a resource that has authority and is user-friendly and the degree to which you worked effectively as a team. Provide specific examples from your experience to illustrate these factors.

The vision of this project is for the Grand Canyon University MGT-605 CLC Team Untied for Success to work effectively and collaboratively on an assigned project. The project involves team members writing their own “Virtual Group Charter” then collaborating and combining the best parts of an assignment to be turned in the name of the team. Shared goals and shared understanding are required for success (Berry 2011). We, the members of the purple team, also known as Team United for Success, after consultation, agree to the following charter and are resolved to make a commitment to adhere to the rules, responsibilities and uphold the values of the charter stated below:

Since you can't expect a new team to amaze when it first comes together, putting together a robust team that functions well was a challenge. The second challenge was the fact that we were all the same age and almost all had the same level of experience, which put an extra burden on me trying to influence the team and make them believe in me and trust me as a leader.

Team 56, also known as R.O.B.B.E. (Robotics of Bound Brook and Ethicon), is the Robotics team of Bound Brook High School that was founded in 1997. The team currently consists of seven sub-teams that are designated to work on different tasks to complete during the season. We aim to create a positive impact among members of our community and hope to collaborate with other figures of authority in order to have that effect.

School counseling programs are designed to serve the school as a whole. They serve the students as counselors, act as consultants to teachers, parents and administrators and coordinate activities to implement the developmental guidance program. However, in order to have an effective program they need to instill the qualities of Lencioni’s model into their interaction with the individuals they serve.

This evaluation is for the period of April 02, 2015 – March 31, 2016. On November 13, 2015, you were placed under my supervision. As a CalWORKs Eligibility Technician at CalWORKs North Region and you are responsible for administering Cal-WORKs, CalFresh and Medi-Cal. Therefore, this evaluation will also contain comments and information provided by your pervious supervisor.

After the first three games of the season, Brooklyn Nets and Lin fans alike are optimistic. Pundits and “experts” have claimed the Nets will be a “dreadful” team this season. But with a win against a likely playoff team, a close comeback to an Eastern Conference Finals contender, and a loss to a buzzer beating tip-in without their starting center on a back-to-back, it seems that the Nets are onto something. Maybe they aren’t as bad as these so-called “experts” paint them to be.

It is important to monitor your team performance to ensure that goals are being achieved, that the performance is to the best possible quality, to be able to improve performance where/if needed, and to keep your employer updated on the progress and performance of the team.

States is a rigorous competition that requires numerous hours of hard work and a determined team to succeed in. Some things that we, 5436, are focusing on to increase our chances of succeeding at States are working on our interview skills, improving the robot to avoid past flaws, and creating a more festive attitude towards the idea of competition in order to keep moral up. We dedicated a full work session towards improving on our ability to correctly answer common questions that judges ask during interviews. Along with this, we worked on the posture and formation that the team should have when talking, and which team members can be called upon in cases where one does not know how to properly answer a question. Once issues related to interviews were handled, we moved onto improving the mechanics of the robot.

A team isn't just a group of people united in a common goal as Vince Lombardi stated. Just like a family, a team learns and grows together. Winning or losing isn't as important as growing and improving. My father always says that in tennis you can learn more from your losses than your victories. This is true for life too. When your in a family, you learn so much from each other's failures. You learn what to do and what not to do. You also learn how to be there for each other when times get tough. This unites you as a family and brings you closer together. The same thing happens on a team. When I was younger, I swam for the Marlins Swim team. We practiced twice a day in the summer, and it was exhausting. Our coaches pushed us hard to get us ready for the Conference Meet against our biggest rivals, the Normal Parks and Rec Sharks and the team from Rob Knight. We all wanted to win so badly that we were willing to give up most of our summer break to do laps in the pool at 6:00am. One of the boys on our team had special needs, but he practiced hard just like anybody else. When it came time for the Conference Meet, our head coach called a meeting and told us that he was putting this boy in several of the relays because the boy going to have surgery at the end of summer and wouldn't be able to swim again for a long time. I think our coach expected us to to argue or be

When becoming a part of a team, at the beginning of this semester, I never imagined how much teamwork and communication was needed to get even an entry-level project done in a team. One of the best traits of my team was our excellent use of coordination. Coordination helped us stay organized, as well as made each team member more effective. We never missed a team meeting, and always completed our assigned work on time. The Gantt chart we created towards the beginning of our project, helped each member stay organized, so no one member took on a larger share of work than assigned to. As well as staying organized, we worked well as a team, and I believe we all respected each others abilities to complete our own tasks. The reason we were able to function so well, was because only the facilitator had the desire to lead. There were no power struggle and confrontations. There were never conflicting ideas in the team, we all accepted what we had to do and let one person take charge. However, that doesn’t mean, we didn’t put in a lot work. We worked hard to complete our project; it only shows that we were able to work well, when given the task of turning design ideas into reality. As an engineer, you will not have total freedom of concept, design and build. You might have one task, or many, but there could be many people working on a project and you will have to build according to someone else 's specifications and design. To engage all team members, we made sure

Focus: Myth 1 – Teams are harmonious people who compromise their needs for the sake of the

I don’t think that we could have been any luckier in our team assignment. Although we are four very different individuals, we share similar thought patterns and because some of our members are stronger in analytical thinking and others in creative thinking, there is just enough overlap that we enhance each-other’s strengths while reducing our weaknesses. We are all high B to low A type personalities, which means that although we are all results driven there is no-one on the team who bogarts the leadership position. The agreeable nature of our team was apparent early on as we worked through team building games and the first analysis team paper. However it has been in the preparation of the team paper that we have seen the truth of how

Our robotics team was called Team SCREAM, our designation number was 4522. My senior year and last year on the team was one of the roughest for all involved. The leaders of our team were a little worried about this year since we were now leading the team, it would fall on us whether or not we succeeded or failed. Our leadership personal was very few in members to lead the sub-teams. We had two experienced programmers, three extremely competent mechanical team members, a great strategy team lead by one very determined person, and then our public relations team, of which I can say did their job admirably. We had many mentors to assist us from the community that had our backs every step of

The following pages focus on providing an evaluation of a medium sized marketing company. The paper provides an analysis of the company's team structure, employee satisfaction, communication between managers and employees, motivational strategy, and stress management. The paper also presents a Recommendations section that can be used in this situation. The Conclusions section presents some of the most important issues addressed by the paper.