What The Lumen Team Is Doing Well. The Lumen Team’S Success

Syer & Connolly (1996) describes a “team system” as a group of people who constitute a system of interrelated entities and whose members share a common goal. They argue that team members need to develop awareness of themselves and each other, and of their differences, through giving descriptive feedback. This allows appreciation of differences, good contact and improved communication. Trust, respect, team spirit and synergy may then emerge. Consequently this leads to a highly developed awareness. The notion of a cycle more easily suggests the kind of continuous process that teams go through and need to revisit as new members

He had great plans for the company and wanted to turn it into a global giant. He applied his skills, and after some few years, the company had increased its capacity. Within five years in the industry, the company’s sales expanded from 3000 units to 12,000 freight cars by 1999. They also raised employees from only 600 to over 3,000 and the figure keeps on expanding. He aims at nothing else but just success. The company under his leadership have received so many performance-related awards, and its success stories have been awesome. Success has been witnessed, and they are still

Throughout the readings communication was identified as a vital component for establishing and maintaining relationships. Porter-O Grady sanctioned for leaders to establish firm rules of engagement to help support a positive group dynamic (2013). While Kelly & Tazbir explained that friction and conflict were a normal part of group development and were representative of the Storming stage of group process (2014). Moreover, they explained that with assistance from the team leader the team can overcome these obstacles, strengthen inter-professional relationships, and enter into the Norming stage (Kelly & Tazbir, 2014). Here the team is able to participate in the effective exchange of communication and begin making progress toward goals. This represents progression into the Performing stage of group process (Kelly & Tazbir, 2014). When the team has met its intended target they are ready to anylze the outcomes of their work and enter the final stage of group process—Adjourning (Kelly & Tazbir,

My analysis is on the film The Goonies. While I view the movie and determine the various norms, behaviors, roles and interaction between group members, as well as individuals the examination within the realm of film can present many of the same components. Thus, our group selected this movie to analyze based on its formation of a cohesive problem-solving group full of unforgettable characters. The Goonies portray many different theories and aspects of small group communication.

Reid Hastie, in his book “Wiser,” discusses many of the common points of how groups succeed and fail mainly due to group think. Throughout his years of research, he found a number of attributes that effective teams have in common. From his book, we have extracted ten important lessons that we believe are the most important for teams to learn and implement to be high performing. These findings also relate to the “5 Dysfunctions of a Team” that are outlined by Patrick Lencioni. Teachings taken from “Wiser” are symptoms, or indicators, of dysfunctions within a team, and many of his solutions help teams to overcome certain dysfunctions.

“When groups are planned so that each member's strengths have authentic importance to the ultimate success of the group's activity, this creates a situation where individual learning styles, skills, and talents are valued, and students shine in their fortes and learn from each other in the areas where they are not as expert.”(Willis)

The team is assembled and the task is allocated. Team members behave independently, with anxieties about inclusion and exclusion. Their time is spent planning, collecting information and bonding, with an apparent willingness to conform. This can happen whenever new circumstances occur within a group, or when new challenges or projects are set within established

Throughout the module I was part of group including eight other health professions including student midwives, mental health nurses, physiotherapist’s, radiologists and paediatric nurses. According to Tuckman and Jensen (1977) there are five stages of group development; forming, storming, norming, performing and adjourning. I was a little anxious about meeting the group and during the forming stage was apprehensive about trusting individuals within the group; maybe because of the lack of a clear

Identify the dysfunctional and functional properties of the group in the film as they pertain to the problem the group is working on.

Sawyer speaks a lot of truth in this paragraph about how collaboration is what makes all of the amazing innovative teams spark new ideas. Groups should not be self-centered but they need to be empowered by the whole and not its parts. As

In the last seven week, we discussed the Tubbs model on group interaction and discovered many strategies Tubbs mentioned, in his book “A system Approach to Small Group Interactions,” to successfully and efficiently work in a team to achieve the desired goal. As nurses, we work with hundreds of people daily from managers, fellow nurses and physicians, respiratory therapists, physical therapists, patients; families, dietary, and many more members of the multidisciplinary team to deliver a high quality of care to our patients. Therefore, it is critical to be able to master the art of group interaction. In this paper, I will discuss the main take away points for me that I was able to apply to my everyday interaction with people at work, as well as some examples of what I need to practice and work on in the future to achieve the optimum results of group interaction.

The Lumen Team is obviously much more motivated and creative than the Absorb Team. This situation is created by the leadership styles of the team leaders. Max is showing very effective leadership while Chip is acting like a mere manager rather than a leader. Although trait motivation levels are similar in both teams, Chip kills all the motivation and creativeness of his team members with his insensitive, close minded and destructive attitude. We can see this from electronic daily diaries of the two teams. The Lumen Team members are highly motivated and very eager to innovate and

The team is resulting into an ‘imposed’ unbalance of group relationships, dynamics and level of interaction where Baker did not have the choice of selection. Put simply, the taskforce is a compromise of (i) direct team colleague such as Cynthia or Jason (ii) external team member (Eldredge). The group entails experts (or old timers), junior staff such as Eldredge. Age and gender vary greatly, from 28yo (Baker) up to late 50s.

(Corey, Corey, & Corey) Caring & Acceptance • The leaders will support a caring and accepting atmosphere during the group through encouraging members to be empathetic when a member has heard difficult feedback form another member for if there is no support or identification amongst group members than members will not be willing to take risk and share their experiences and vulnerabilities. These actions must be present for the group to become therapeutic. (National Center for Biotechnology information, 2016) Power • Power is the result of the members attaining spontaneity, inspiration, resolution, and vigor to discover resources needed to direct one’s own stressful scenarios at work. • Through the acceptance and support of other group members understanding of others and cohesiveness emerges as members see that there are others that experience the same workplace stresses and difficulties in coping.

The report aimed to give the detailed look at the concepts of the group dynamics and the ability to recognise and reflect on its own and others’ behaviours in an experiential group of each lab session. The group is made up of six people they are Siu, Wing, Olivia, Shae, Shelby and I (Min).