In early years settings it is likely there will be a range of experiences and qualifications as well as diversity amongst colleagues ensuring it is a strong team rather than leading to critism behind closed doors. Working for long hours together means colleagues often shy away from differences they might have, instead valuing friendships therefore finding it difficult to be critical. Practitioners are part of a democratic team,
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Team Strategy Plan & Conflict Management Plan Shekia Crossman MGT/311 5 November 2012 Rick Benito Team Strategy Plan Is it better to be part of a team or a group? “A work group is a group that interacts primarily to share information and make decisions to help each member perform within his or her area of responsibility” (Robbins and Judge, 2011, p.315). A work team, on the other hand, involves a group combining their skills and talents and deciding how they will work together. One of the greatest characteristics of a team is its positive synergy. A plan is often necessary when creating teams.
Rath believes that the more we focus on things that we are naturally already good at doing, the more successful we will be. He also said “having the opportunity to develop our strengths is more important to our success than our role, our title, or even our pay. In this increasingly talent-driven society, we need to know and develop our strengths to figure out where we fit in” (Rath 2007). The big problem here is that people are either unaware of or unable to describe their own strengths, or even the strengths of the people around them for that matter. Instead, they can describe almost perfectly what they are not good at.
A person will have more responsibility in work, which will affect there day to day life. As well as being more responsible they will be more independent as they will have money to be able to do more things. Being more responsible and more independent, means that they will develop a more mature way of thinking. They can be affected emotionally in two different ways positively or negatively. They may feel better emotionally because of the fact that they have a job; this is because they would have earned the money themselves, which to many would be a personal achievement and a ‘step up’ in life leading them to feel better about themselves.
Like for example, a lot of new employees might be underrated when they first join their enterprise. But, this might just as well be encouraging or advantageous for them. It may lead him to think he should excel more in his job and do the tasks given well before time, and when he fails to do that, he may not be criticized. Although if he does a job better than expected, he will be flooded with praises and his colleagues might be astonished! When one is underrated, he can strive to become better, to prove others wrong and reveal his full potential, and should it fail, there is nothing to lose.
And also we got to know the differences between a group and a team. A group is a collection of people who work together but aren’t necessarily working collectively toward the same goal. But a team is composed of three or more interdependent individuals who are working together to achieve a common objective. Simply put, two heads are often better than one. This can speed up the problem solving process.
Therefore people do change to not work for money but find work's meanings that may improve themselves. For Caproni, she shows a change from focusing on perfect work/life balance to focusing on living a self-satisfactory life. Her experience helps with illustrating the point that attempting to balance her life by working extremely efficiently, whereas later she felt a sense of being hurt because her "increased focus and
Four situations where different leadership styles would be appropriate for your team Directing style – this is generally applied when staff in the team are highly motivated to do their work but do not have much experience. It is characterised by the manager providing close supervision and giving specific instructions on what needs to be done. This style would be suited, for example, to a new starter to the team who may need considerable guidance relating to the processes and procedures which the team applies in the first instance. Coaching style – this is most appropriate when staff have begun to develop in their roles and hence have grown in confidence which has possibly lowered their level of motivation. In this instance the manager takes on a more consultative persona, asking for questions and ideas, but ultimately makes the final decision.