My plan should address the three highlighted competencies of motivation, empathy and relationship. Motivation competency will be addressed in my development plan by documenting and reinforcing the need to build my self-confidence in these relationships, to convey my value added to the management team. This will yield improved recognition for my message as well as validate my presence at the management level. Secondly, working to develop relationships with the management team is key to developing empathy. This will require that I understand and build on the non-verbal clues conveyed by the team, responding accordingly in order to make a connection on a level that works for them.
5 Works Cited pg. 7 Part 1: Group Development: The Forgotten Group Member case study is a prime example of how lack of communication and progress in the stages of group development can lead to an underachieving group effort in a project. In this case, the team never really got past the forming stage. In the forming stage group members should get to know each other, find out how they can contribute, how needs can be met, and what the group can offer them. They also are “discovering what is considered acceptable behavior” in the group (Schermerhorn 156).
1. Four symptoms of groupthink present in the case study provided to us are how Tom, Susie, and Richard have all already come up with a plan for the group based on their own prior experiences without knowing Mark or Betty’s strengths for group contribution. The second symptom of groupthink comes in the form of Richard and Susie’s body language toward Mark asking about the professor’s requirements which seems to challenge the thinking and plan of the subgroup formed by Tom, Susie and Richard. The third form of groupthink present in this case study is Mark and Betty’s comfortableness at “addressing their misgivings about the team assignment” to the professor based on their previous experience with the rest of the members of the group. The last symptom of groupthink in this case study happened when the all members of the group decide to turn in the assignment despite their earlier feelings and attitudes.
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.
Leadership Self Reflection Della Wadlington MGT545X Leadership and Team Development April 28, 2013 Introduction Personality profiles ARE effective in understanding people. Understanding personality types is also essential in an organization because it can be a determining factor when it comes to the placement of the employees as well as with the hiring of employees for a better workforce and with employee interaction and the team activities. Becoming familiar with personality types such as employee attributes, strengths, weaknesses, and work habits can assist in the placement of employees to allow for better production in the workplace. Acknowledging the diversity and differences among people whether employees or potential employees creates better placement and assists in job pairing especially in the team environment. Using this tactic allows management to get the most out of each employee for a better workforce.
Key Issues The key issues for Jack Carlisle, according to Robert Austin, are recorded in the informally published manuscript, Jack Carlisle, CIO. It says the main issue for the company when Carlisle was hired “is the non-existing business strategy that is well understood in the entire IZL organization, coupled with an information technology department that is not structured to align with business strategy” (Austin, 2007). The history prior to Carlisle hiring, was a long history of unfinished projects. The failures of these projects were a result from mismanagement, unclear objectives, and the inability to prioritize the projects (Austin,
• Describe the stages of an established model of group formation • Explain how a manager could benefit from knowing team members preferred roles as defined in an established team role model Section 1 – Understand how to develop and maintain effective working relationships You should provide your own understanding of how to develop and maintain effective working relationships by providing responses to the assessment criteria using, whenever appropriate, examples from a team situation with which you are familiar. 1.1 Explain the benefits of effective working relationships in developing and maintaining the team (20 marks) Effective working relationships are paramount to developing and maintaining effective teams. Teams need time and space to progress and establish interpersonal working relationships. These relationships between peers and leaders have to be positive, trustworthy and communicative to be effective and enhance performance. Leaders have to set the standard by being empathic, supportive and use a range of different leadership styles to develop and maintain the team, they also have be fair and consistent, as workers that feel they are unfairly treated by a manager will not show loyalty and will do the minimum.
Generally it happens over time. Past experience dictates people's thoughts and consequently their beliefs about what they can and can't do. When a group begins to believe that they only have a small locus of control over their destiny they begin to behave that way. If you hear people saying things like "We've tried that before and it didn't work" or "What's the point, we won't be allowed" you are hearing people who have what is known in psychological terms as 'learned helplessness'. Elephants provide us with a great example of learned helplessness.
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.
It is then up to supervisors, managers and senior management to support and sponsor those i How is it possible to monitor the work of teams and to reflect on how well teams are working? Set clear targets that are in between challenging and achievable. Challenging enough to keep the team on their toes but make sure it is achievable by considering resources, number of team members, time, etc. Also it would be a good idea to shadow the team at times and see the level of communication they hold. See the individual assignments each team member has within the team to see how they manage their own