(3) Norming: Building relationships and working together. (4) Performing: Maturation in relationships and task performance. (5) Adjourning: Disbanding and celebrating accomplishments. (Schermerhorn, Hunt, & Osborn, 2010). After watching the video, I believe that the group is struggling to move past the storming stage.
The 6 people chosen for this particular team are not compatible, personality wise. There is an overwhelming sense of “backstabbing” between all the group members This is seen when Bret O’Brien asks to meet with Jack alone about some issues on the project because he “can’t afford the time to deal with Valerie’s [Merz] predictable drama.” The pressure that Merz is placing on the group to meet the deadline for the project and incorporate the modular design has created tension within the team as they see her as pushy and intrusive. There is a lack of communication and information sharing within the team, which has challenged the decision-making ability of the team. 3) How does the functional structure at MediSys impact the success of the team dynamics? c. The key point of a functional structure is having employees with a specialization in one of the key tasks or areas for the specified project.
One of the most effective processes in leadership is the ability to build trust. Because there was no trust many members of the team began to question the plan altogether. Because there was no confidence in her and her plan the members of the team questioned her intentions, decisions and her competence. This was because all the decisions she made had an impact on the team which caused us to be hesitant to her direction and no effort was really put into her plan. Because she was never able to gain any type of trust from the team we implemented the new plan in a way that was very forceful.
we manage to do this well, also we had our group meeting in this meeting we discussed about how the work is going and who is going to handle the tasks on the events day, as the events was coming one of the group member didn’t turned up so this gave me and Tahir a little problem as things didn’t go as we planned it out but me and Tahir still were going as we planned it and give extra task such as finishing the proposal that was
Competency 5 This year I had a student who was very intelligent but was having reading and writing difficulties. We were having difficulty getting the appropriate placement for him due to how intelligent he is. During a meeting on May 23, 2017 and in emails prior to this conference, I pushed to get him qualified for his one on one continual assistance from a teacher during his writing class time. He really needs the direct help to be able to complete assignments. ICC9S4 Conduct professional activities in compliance with applicable laws and policies Competency 3 I work very hard to follow all guidelines, laws and policies.
It’s difficult enough to get them to do tasks alone, and teaming them up with a group of people usually has a negative outcome. Additionally, they’re typical loners who tend to stay to themselves and are isolated from the world in one way or another. Moreover, they have very bad attitudes towards everyone and never want to participate in company functions, or could care less about completing a task or an assignment they’re working on. Furthermore, the lack of interest affects not only them, but their counterparts as well; whatever they don’t accomplish has to be done by their colleagues. Finally, the uninterested fellow workers appearance is not important to them, possibly resulting in low self-esteem, helping explain the way they
We will see that “rules of behavior” seem to be to keep things simple and to avoid controversy. Serious topics and feelings are avoided. First we see that Professor Sandra has divided class into groups of five people: Christine, Diane, Janet, Steve and Mike. Each group was given a group assignment that worth 30 percent of final grade with the task of analyzing the seven-page case and come up with a written analysis. In which there is interaction amongst them who have had no previous relations before and it is facilitated through the first stage; where personal preferences and work schedules are exchanged, strengths and weaknesses made apparent and expectations clarified.
Werner, Human Resource Development, Chapter 10, “Coaching and Performance Management”, which has a really interesting case on page 313. It describes two scenarios in which someone is asked to provide coaching to two individuals who need some skills in managing people. This really hit home as I have actually been asked to provide some coaching to a couple of individuals in our business. These people do not report to me, yet they interact with my team on a daily basis. This is a difficult task as neither of these individuals felt that they had a problem communicating with each other.
They don’t understand how the plan works 2. Because of their age and conservativeness of upper management they are reluctant to change 3. Hassler afraid to talk to the President Systems Affected 1.
With this problem stated, we truly understand this is not an underlying issue. Mike has been working nights and unable to attend meetings in coordinating this group project. Christine on the other hand, is struggling to work on her own work to develop a clear plan for the presentation due to issues with Mike. According to the Case Study, we can see that it was explicitly stated by Sandra Thiel, that if at any time there are problems within a team, to discuss and develop solutions to resolve them. In understanding these concerns, knowing there is a mediator in any group problem is the first step to successful group dynamics and growth.