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Evaluating Teamwork Processes

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Team weakness identified from the Evaluating Teamwork Processes Rating Scale: Experimentation and creativity: Reporting and responding Report what happened or what any issue/s or incident/s involved that contributed to your choosing to identify this as a teamwork weakness. Why is it/are they relevant? Respond to the incident/s or issue/s by making observations, expressing your opinion, or asking questions. A lack of experimentation and creativity was high within my group throughout the collaborative process. The team was easily agreeable as it appeared most members all shared the same ideas, and concepts on how this assessment piece would be completed. Some would see that sharing the same ideas and agreeing on concepts would be as positive, …show more content…

Although one of the greatest benefits of working in a group is the inspiration and ideas that can result from team discussions, it seems as if my group did not capitalise on this opportunity. When running ideas by one and other, there is a lot more scope for creativity in comparison to working on a project alone. This assignment also brought together people from different backgrounds and different majors, creating an almost perfect environment for discussion and inspiration. However as my group becoming friendly and trusting extremely quickly there was a lack of task conflict, due to a lack of disagreements when ideas where put forward. “Task conflict may force the team to renegotiate goals and make better sense of problems, which has been linked to better and more original solutions in experimental studies” (e.g. Redmond, Mumford & Teach, 1993). Shalley and Gilson in 2004 go on to say that this may trigger creative solutions in solving problems and meetings goals. More recent studies done by Allwood and Martin in 2008 recognise the potential from innovative solutions is at the highest and most beneficial when the level of task conflict is …show more content…

How would I deal with this next time? What might work and why? Are there different options? What might happen if...? Are my ideas supported by theory? Can I make changes to benefit others A simple reconstruction of this practice would be to next time suggest more task based ideas and solutions, in the hope that this would create more discussion as the theory states. It has long been suggested that some degree of task-focused disagreement can enhance team creative performance (e.g. Jehn, 1995).However as mentioned briefly above the problem is not lack of ideas, it is the lack of friction between members due to all ideas being agreed upon and not discussed. How does one support task conflict within a group? What can be done next time to improve on the negative? Task conflict is primarily based off people feeling confident in sharing ideas and alternate solutions to a group, whereas the group can feel just a confident to refute or rebuttal those suggestions. In an effective team environment, members feel confident in suggesting their ideas and disagreeing with others. Anderson and West (1998) and Taggar in 2001 have both stated that creative performance can only be successful when teams members operate in a supportive

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Failure is an opportunity for some to improve and build upon themselves so they have a better chance to succeed in the future. My junior year at Western Branch was an exciting one with a lot of surprises and disappointments. That year my track team came close to winning the state championship, but with a lot bad performances by the team, myself included, we were not able to overcome the competition. It was an even greater blow when the girls’ side of the team won, despite the boys’ team having more naturally talented athletes. The work that we put in during the summer, fall, and winter felt like it was for nothing more than to lose some weight and get in shape.

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Having the ability to resolve conflict effectively is to know and to understand the very two different types, conflict of ideas and conflict of feelings. The conflict of ideas is when a group or an organization of people coming together with many ideas to solve problems or issues. However, this conflict of ideas can improve group performance. Eventually, this conflict can lead a better communication and accomplish better results as a team by giving them an opportunity to collaborate openly to resolve the conflict of ideas. The ability to effectively resolve the conflict of feelings is much complex because of this conflicts with the personalities which can cause inadequate performance of results.

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But the team must not develop over confidence in their decision making process. The decisions that a team makes should be open for criticism. In a team, every individual must focus on the problems and should maintain respect for other’s perception about the particular issue. They should develop a system for brainstorming to come up with several ideas for making better decisions. (Mentzer, 1999) Conclusion

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The final result will not always fit everyone’s liking. There can be a lack of trust among the group members. Finally there can be situations in where only experts about the topic should be able to decide. Firstly, reaching a consensus is not always a good idea because it will not fit everyone’s liking.

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The final result will not always fit everyone’s liking. There can be a lack of trust among the group members. Finally there can be situations in where only experts about the topic should be able to decide. Firstly, reaching a consensus

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Once a list of idea have been made the group should clarify any confusing ideas, but to also combine any ideas that overlap each other. (pg. 265) Team Talk was well performed by Group 6 in this step. Team Talk is a strategy to create cohesiveness. (pg. 211)

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Before I had completed any research, my teamwork skills such as communication and listening were fairly established however I would never fight for my ideas and often go along with other people’s as I did not want to be an inconvenience to my peers. I used a questionnaire designed to identify your type of conflict style, how you personally tend to deal with conflict e.g. sharing ideas or discussing ideas (Faculty of, 2011) to see how I work within a group. From this I learnt that I prioritise my relationships with people and my conflict type ignores “their own goals and resolve conflict by giving into others” (Faculty of, 2011). I then made sure that I shared my ideas more often within a group setting. As a direct result of this, ideas that I devised have been used in ensemble and group work which were effective and if I had not developed my confidence they would not have been used.

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There are two authors of this article. C.K.W (Carsten) de Dreu and John R. Chambers. De Dreu is a professor of Psychology at the University of Amsterdam since 1998. He has also specialised in neurobiological and psychological foundations of cooperation, conflict, group decision making and creativity in humans. These alone I feel provide him with the background necessary to understand

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Building a culture of team supports a shared problems solving model with attention to the potential cascade effect of a decision. One decision can have a number of adverse effects. Creative problem solving may be the best way to address the potential mistake that could be made and addressing the system to avoid the mistake (Beyea, 2005). According to Beyea (2005) “few opportunities for teams to train together, prepare for emergencies, or drills for low frequency, high risk events” (p. 1321). This is an area that needs development.

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We initially found some team members didn’t really understand what the difference between discussion and dialog was, but we were able to gain a shared meaning through effective dialogue. We had several successful team development aspects such as (1) our team was able to understand the difference between discussion and dialogue, (2) our team gained a better understanding why ground rules are necessary to achieve effective dialogue, and (3) we gained a better understanding how the twelve components of compassionate communication can be a good tool to help build trust, resolve conflict, and help build a stronger relationship among members. The unsuccessful team development aspects were: (1) initially one of the team members was discourteous by talking over the other team members and didn’t allow them to effectively participate, but this was rectified by me bringing it to his attention that he was doing this and the fact that he needed to be respectful of his team mates; (2) we got off topic several times, which caused the meeting to last a lot longer than the one hour I had scheduled this meeting for, and (3) I did not create an agenda for this meeting. Some team development experiences that could be done differently next time I am a facilitator are: creating an agenda, distributing the agenda before the meeting, and striving to do a better job staying on topic during the meeting keeping

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INTRODUCTION The word ‘team’ can be defined as a group of people working together towards a common goal. A team also generally is known as a group of people with different skills and different tasks, who works together on a common project, services, or goal. Then, the important thing in teamwork is ‘collaboration’, which is the act of working effectively with others to achieve a common goal. Collaboration acts as the lifeblood in the team, even the team is not large enough, but the collaboration is required.

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In essence, teamwork can be defined as a group of people working in the same direction and for a common purpose. Teamwork requires individuals be a team player and to be able to work well with others; after all, there is no “I” in “Team”! As with any endeavour, we faced some initial setbacks. With this being our first college team assignment, we were all treading on unfamiliar territory.

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Introduction Conflict is unpleasant, but inevitable throughout life. In any situation involving two or people, conflict may arise. Conflict can be defined as, “any situation in which incompatible goals, cognitions, or emotions within or between individuals or groups lead to opposition or antagonistic interaction” (Learning Team Toolkit, 2004, pp 242-243). People come from different backgrounds and live through different life experiences therefore, even when working towards a common goal, they will not always agree. Major conflict that is not dealt with can devastate a team or organization (Make Conflict Work, 2008).

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During the debate when a point was made it was usually supported by two or more people adding validity to the argument. However one area of improvement that we could have worked on as a team was distributing who spoke more evenly. I feel like we did improve on that on the second day because the people who spoke the most stepped back a bit so others could speak. Gathering research and presenting were the hardest parts of the

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In order to solve a problem, every member of the team must be in it together and have each other’s backs. Team players cannot single one another out. A team is all working together for a common goal: to please the customers. Things may get messy, and we may get frustrated, but working together to solve the problem is the best action to take. Nobody comes into a job hoping and praying to ruin someone’s day.

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