I identified that I had to refocus discussions because the service user I was working with tended to digress. It proved to be a testing experience because I was not always sure exactly when to or how to draw in the conversation without causing offence to the service user or appearing to be in a rush. On reflection, I realized that being honest and upfront with the service user would have been a more professional way of dealing with the situation as stated by the GSCC Codes of Practice (2002, 2.1; 2.2) There was a need for empathic communication during the interview. Using appropriate reactions and facial expressions facilitate this. Given the importance of the housing issue to the service user, I had to be aware of how I spoke with him by using sensitive language and showing concern but also through trying to get the important issues across (Thompson, 2002).
And the only person who seemed to have helped guide me through this struggle was my link crew leader. Mostly all of my doubts went away as soon as my link crew leader explained to my group where, how, and when we should be at a place and giving specific instructions in a fun and manageable way. The only doubt that I still had in mind with my link crew leader was that I didn’t feel connected or confident enough to talk to her in a secure way and now that I have the chance to be a link crew leader I want to be able to take charge and make newcomers feel they can count on me for whatever they need. However, having freshmen students confide in me isn’t the only reason why I wish to be a link crew leader. I wish to
“Nothing of me is original. I am the combined effort of everyone I've ever known.” ― Chuck Palahniuk. A person will often feel apprehensive when they are not involved and connected to a certain group but this is when we need to understand and learn to be autonomous and not be necessarily dependent on others. This is when we might find ourselves disconnecting with those surrounding us in order to revaluate ourselves. It is of utmost importance to carefully choose the people we associate with, as we are greatly influenced by our own peer group because they can assist in developing a strong individual identity.
I can attest to this definition and characteristics of myself. I tend to find myself very direct that I had to learn how to put a filter before I speak bluntly. When seeking employment I find myself seeking leadership and management positions. Many times I find being overly confident in certain situations and wanting to take control of the situation. When working in a team setting I find myself wanting to start ahead of everyone else and leading the group to obtain the best results.
I had to disregard a lot of information that was not entirely relevant to my research question. Also at times the content was vague, and the ideas did not always follow logically. I used Study Support to develop my writing skills, but wished I had approached them for help at an earlier stage, as this would have saved me a considerable amount of stress. To conclude, the dissertation assignment has improved my confidence in my ability, through producing a lengthy piece of work. I feel it has effectively concluded the academic phase, and I am excited and motivated by the prospect of getting a job in the fashion
Asch’s line judgment study greatly displayed this theory through its ability to garner results from its participants both individually and while in groups. Although at first participant’s showed resistance to conform it was only a matter of time before they were stating the wrong answer in hopes of being jointly correct with the rest of the group. This was seen as a form of compliance because the patients began to act in a manner which they believed would lead to acceptance within group even though they knew that the answer was wrong. Moreover, I myself have experienced normative social influences which resulted in my transition to compliance through many interactions with my friends. For example, I am a very serious person when it comes to the movies that I like so there are very few which I hold in high regard.
Individual needs cannot always be satisfied in a team unless a balanced approach and an understanding of the impossibility to satisfy everyone is understood. This is exactly what I encountered in my team work for FOL. Sharing leadership, we listened to each other’s views and acted that we would not be able to satisfy everyone’s needs. With different personalities, behaviours,
Lock state the first move to make is to determine what kind of conflict is present in the team. (Lock, 2000, p227 ) There has been a minimal amount of study about Strategies to resolve team conflict over the years. Conflict tends to be one of the problems in the process of building a team with people that have never worked together and do not know what to expect. Getting to know what’s expected when working with a team can take away a lot of the grief involved when working with or under team members. This review can help team members get to know and view some forms of conflict and how to resolve conflict issues with the following questions: 1.
Our management formed a team to set up a new branch office of our firm primarily to deal with the appeal cases in the higher courts. When I got involved in that team, it was in transition from the second to the third stage of team development i.e., the “Integration” stage. As stated by Blanchard (2010) our team members started to learn to appreciate the differences among themselves and began to think in the terms of “We” instead of “I”. The problems which I felt have hindered the team productivity were, More fun and less work: As per Robbins, DeCenzo and Coulter (2011) the norming (integration) stage of group development is characterized by close relationships and cohesiveness. Our team members who were always in conflict in the dissatisfaction stage started to feel good about being a part of the team and focused more in the enjoyment of cohesion rather than effectively infusing their unity and energy into the task at hand.
The direction or team dynamics seem to be focused on Control and Organization. But as the team moves forward in its development, issues arise in the area of Mutual Acceptance. This evaluation tends to move forward at first, however with the issues that present the team in the week 5 timeframe, we see setbacks to some extent. Part II: Problem Identification: Christine is attempting to focus and evaluate, write and prepare her presentation part, and distractions with Mike assuming the team members would not include him in meetings can be distracting to the whole part of the group’s overall performance. With this problem stated, we truly understand this is not an underlying issue.