They will work as a team and solve the tasks at hand. As the saying goes, “two heads are better than one.” Bringing together two people makes way for opportunities at solving problems in different ways then one person would solve alone. Also having two people, preferably with different experience will also bring forth different problem-solving and policing tactics. Safety appears to be increased when an officer is with a partner. This may just be a “sense” of safety, but officers like to think their partner has their back.
The cost of training a worker is also reduced as the worker does not have to be trained in every aspect of the company only what he is going to be doing. The immediate drawback to this however is that he will not be trained in the jobs of the other workers, and if he is not there to perform his duty no one else will be able to. For this reason, broad assignment while usually less efficient allows for flexibility in its workforce, which allows the company to pivot for loss in workforce of changes in tasks. Grouping the teams based on function allows for the teams to have higher team coordination and again increases the flexibility of the individual worker. Workers within the function become much more knowledgeable about the function because they work amongst many different products performing the same task in each.
Another advantage of qualitative research is that it gives more thorough data in the shape of complete descriptions in written form or visual evidence, such as photographs. This type of research looks at context and social meaning and how it affects individuals, which is beneficial mostly in the social sciences. The disadvantage of qualitative research is the interpretation of researcher s’ own biased view, which can misinterpret the facts. Another disadvantage is that this research method is very time consuming. Quantitative research allows assessing and analyzing data.
The question that should be asked is what method should be chosen so that it will be the most cost and time effective? Small Groups VS Individual Expert as Problem Solving Small groups tend to surpass individual experts when alternative solutions are present. Due to the fact that small groups consist of multiple bodies, they can input there own specific experiences and unique knowledge into the task at hand thus coming up with an, if not better, answer than that of the individual. Group work causes less strain to the mind and well as it is a lot less time consuming. Typically higher quality work is present with multitudes of solutions.
Gaining qualitative data is a key source of data when trying to get information to prove your theory. So when having several people in a group situation it’s easier to gain this data that having people individually this is because most of our life is spent in groups so it’s important to obtain the information from this source (May, 2001). One limitation of using group interviews is that the interaction within the group can alter people’s opinions when being asked questions. If we have 10 people in a group and you have a mixture of social classes some of the lower social classes will feel uncomfortable around the people with the higher social class. Because of this the people with the lower social class may say something that they think the other people want them to say, rather than saying what they actually want to say.
In Mrs Jones situation she would not be willing to start a conversation with the other carer straight away, which will quickly change if the meeting is holding wrong information. This is when the team have dependence. However the group will then move on to the next stage which is Storming, because the group has disagreements about who is right and who is wrong there tends to be arguments. These will be based along the lines of if the abuse happened and if it was intentional or not. There will be a lot of disagreements and the both of them not willing to change their statements to agree on what actually has happened.
It is just like a survey. It is less interactive. It is a way to gather huge amount of requirements very quickly. This technique is useful for initial requirement gathering purpose. The end users who are very busy with their work-schedule, this technique is good for them rather than interview and JAD session.
The internal factors contributing to an individual’s resistance to change is that they may feel out of their comfort zone, not seeing a need for change, fear change, and fear of failure. (Kiander, 2012) An individual may feel out of their comfort zone when it comes to change. They may be accustomed to certain things and change may be hard for them. I myself know it’s hard to change when you don’t see the need for change, you can’t or don’t want to understand the change and that is what makes it hard to adjust. Some fear change because they may feel uncomfortable and/or fear failure.
If all members of the team are equally capable of doing the work of particular discipline, then team member are substituted for one another. In that case teams have to learn from each other and how to work together as well. Teams, even more than individuals, learn through errors and mistakes because of the many interactions among members’ more than well-designed training program or well preparation of individuals. The team work would allow for more learning among the team with new ways of doing things to improve team performance-even if some of the new ways turned out not to work. Team management as one of the main factors of speed up the learning shows how the management affects the team work.
There are many reasons why procrastinating is not a good idea. For starters procrastinators are always behind in things they need to do. When they finally decide to do it they often become overwhelmed which may lead to an emotional break down or an anxiety attack. Aside from how it affects the procrastinator personally, it also affects those around them. They may have to wait for something to get done causing them to also fall behind because they don’t have what they need to finish their own tasks.