Involving team members in discussion on their perspectives and expectations will help build agreement with the group and provides an accurate mental model. | Incorrect mental models can derail the common plan and purpose. If each team member uses a different mental model, this will enable the team from finishing the mission. Disagreement may take place should each team member have a different idea on what to do and how to achieve it.
Ethical Lens Inventory Reflection Ethical Lens Inventory Reflection As I reflect on the activities we completed, I am very excited to give you some details about them and some insight to what I’ve learned about myself. These assignments were interesting and at first I couldn’t fathom why they were asking the types of questions they were, but as I completed each and got my results I could then understand why the program was asking us such repetitive questions with a limited choice of answers. My personal ethical lens is the relationship and reputation lens. I found that my strengths are my reasoning skills and my intuition while my weaknesses are isolation, guilt and confusion. I was surprised that my blind spot was identified to be overconfidence in process because I rarely feel confident in anything.
Reflective practice is important to the development of lecturers as professionals as it enables us to learn from our experiences of teaching and make easier student learning. Developing reflective practise means developing ways of reviewing our own teaching so that it becomes a routine and a process by which we might continuously develop. Kolb’s Learning Style Model. http://en.wikipedia.org/wiki/Learning_styles Kolb developed a theory of experiential learning that can give us a useful model by which to develop our practise. This
Restating what the speaker has said makes certain that there is a common understanding between the listener and the speaker. Active listening can also give the speaker confidence that the listener is interested in what the speaker has to say. When people are in conflict, they often contradict each other. This tends to make people defensive, and they will either lash out or withdraw and say nothing more. However, if they feel that people are really attuned to their concerns and want to listen, they are likely to explain in detail what they feel and why.
This will save time in the long run, which should encourage most employees despite their initial frustration with the management system change. A series of training and preparation with individualized tutorials might mitigate some anticipated resistance. Inadequate communication may also cause resistance. Management will make the major decisions with regard to the scheduled change; it is their obligation to clarify these decisions to subordinates within the company. Management is also expected to properly handle the inevitable questions and grievances; it is important to avoid misinterpretation regarding the procedural
However, remember the goals of the project are: to allow you to apply the skills and knowledge of group dynamics to the virtual team environment; to allow you to practice the skills in a safe environment of peers who will provide you with constructive feedback and encouragement; and to provide the opportunity to be involved in the process of group dynamics. This requires that you reflect on how your team functioned and the process of interaction. The purpose of this reflection is to focus on these two aspects of the
The test that examines more in depth of leadership styles produced a somewhat predicted outcome. I know that my style and personality are strongly linked to achieving a task to completion. There are few times where I put people’s concerns or worries ahead of the task, generally when necessary but defaulting to task at hand as priority. I don’t believe that I’m inconsiderate of people as my style is to be balance the work loads and give people an opportunity to achieve their directives. This allows me to focus more on the issue at hand and worry less about people’s opinions.
Education, training, and incentives provide a basis for developing an environment to promote teams and teamwork (Taplin, Foster, & Shortell 2013). Education and training programs that emphasize collaborative care and team building are essential. Also, organizational leaders need to highly value this training and the concept of interprofessional collaborations. This can partly be accomplished during the hiring process by stressing team and teamwork values to prospective hires (Taplin, Foster, & Shortell 2013). Continuing training and coaching as collaborations work can provide encouragement during the process.
The rhetorical triangle was used when distinguishing between the audience, the issue, and the speaker. In the triangle, the speaker usually found ways to make himself sound credible and trustworthy. The speaker also strived to show their credibility by making an impression on an audience. In order to accomplish this, the speaker must be familiar with his audience and make the appropriate appeals to that audience to get their attention. This was important because without the interest of the audience, the point you were trying to get across was nearly useless.
According to Blanchard and Thacker (2007), this is necessary to show how important learning is for the success of the company as a whole. (p.91) 5. Learning styles and personalities must also be considered to design effective training. Because we are dealing with people, the training should be design to match people’s feelings as well as KSAs. 6.