Individual Reflection on Team Experience Essay

Pages: 10 (3451 words)  ·  Bibliography Sources: 7  ·  File: .docx  ·  Level: College Senior  ·  Topic: Business - Management

SAMPLE EXCERPT . . .
The quality of the ideas does not matter much as the quantity of the ideas. The more the pool of ideas, the better the decision making process and the final decision arrived. It helps to minimize critical evaluations that may hinder creativity.

As a member of an active group discussion at the college, brainstorming has helped us to generate enough and relevant key points to questions which are rather a dilemma when being addressed by a single individual.

Brainstorming in the college group has helped to save and minimize the time spent in private study hours since the topics discussed becomes more lighter and comprehending them becomes more easier. One also becomes more knowledgeable than before.

On the other hand, consensus decision making involves listening to others, paying attention to them when contributing ideas by the team members. With help of communication skills learned at the college, we take time to understand one another.

However the consensus method takes a lot of valuable time because each member is allowed to express their thoughts the best way they know how, thus, agreement on a mutual basis takes effort therefore acting as an obstacle or hindrance to effective decision making.

In consensus decision making, every team member is knowledgeable or skilled in one particular area or another and sometimes yields negativity if members are not understood clearly leading to improper decisions.

2.0 Group structure

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This is the pattern of interaction that is found in a group that makes it function together as one and achieve the goals that it is set to achieve. The structures of the groups are usually described in relation to the group roles, group size, group norms and group cohesiveness and are discussed below as noted by Tim Barnet (2011).

Group size; the size of groups can vary from as few as two people to larger numbers. It is presumed that the smaller groups are more effective than those that are bigger than ten people. This is so because each member has ample time to participate. Our group has a membership of eight people hence I can confidently say that it is a highly effective team.

Essay on Individual Reflection on Team Experience Assignment

Group roles; in a formal team setting, there will be definite roles that are well cut out for the members of the group, each being peculiar from each other. These roles could be the work roles, informer roles, maintenance roles and even the blocking roles. Our team quite often adopts this approach to its structure especially to enable us run the group efficiently. People volunteer to take up roles and tasks and they are normally balanced among members so as not to burden some members to a breaking point.

Group norms; these are defined as the acceptable levels or manners of behavior that the team can imbibe into the group. There are things that the group classifies as acceptable and those that are unacceptable to the group members. These norms are created to maintain the order and expedite the achievement of the targeted goals of the group as it minimizes interferences and disruptions.

Group cohesiveness; this is another vital group structure aspect that must be carefully looked into. It points to the oneness of the group members and the desire to remain as one. It is evident that the groups whose membership is hard to obtain usually become more cohesive in nature. There is also enhanced cohesiveness when there is stiff competition between one group and another.

The groups that spend more time together and are small in number are also observed to be more cohesive than those that are not. This is evident in our group since we are ever in competitions with other groups so that we can present in class presentations the best possible work.

In any team dynamic setting, be it in the wider corporate world or the smaller groups like out class work discussion groups, there is need to keep in mind that each individual is a significant member of the team and in order for the team to prosper, there is need to keep improving the team dynamics. Some of the actions to improve Group and Team Dynamics Rationale are:

Recognition is one of the most essential aspects in the organization at all levels, this can be organized by setting up a prize giving day where leaders, agents, mechanics, engineers, managers and all other categories of employees who have performed in an outstanding manner are awarded and recognized. It can also be in a small congratulatory word or note from the group members to an individual who does and outstanding accomplishment for the group. This type of reward and recognition fortifies the communication among the employees and across the varying levels and enhances the chances of the company or a group to work as a team.

Motivation; this is the ability to influence the way things are done by the employees and colleagues without necessarily using coercion and the actions lead to positive results for the company. It capitalizes on the employee behavior and can help shape the organizational culture. This can be achieved when the employees see the benefit of their hard works in material form or status. The motivated lot is the best lot to have as part of a team; James L. Gibson et.al (2011: p127). notes that the motivated employees "… want to come to work and be part of the team, they are interested in helping, supporting and encouraging co-workers…" Motivation can therefore be a very vital tool to uphold the group dynamic rationale even in smaller groups like our discussion group.

Appropriate reward system- apart from the cash reward system and the annual appraisal, there needs to be an implementation of intrinsic reward system among the employees. The group could not however afford the monetary remuneration but we ensured that any person who helped the group achieve a goal or volunteered to go an extra mile like to look for books from our library for the coming discussion was showered with the benefit of retaining any remaining cash that the group member had contributed towards seeking for materials for the discussion or project.

3.0 Intergroup/intra-group conflict

In an institution, there is bound to be some conflict within the group between the group members and even to some extent between groups that are in competition. Whenever conflicts arise the first thing that people concerned, directly or otherwise do is a fast way of solving the conflict before it grows to uncontrollable proportions. This is when conflict resolution mechanisms are required. Some of these methods used by people to resolve conflicts include these below as discussed by Wayne Shirley (2011):

1. Avoidance; is when we engage hope, patience and time will give a solution to the problem. We may pretend that the conflict does not exist and hence wait for it to solve itself. This can be adopted when the issue at hand is of no big value or is non-negotiable and was used once in a while when two members of the group differed over an issue that we knew well would not risk the unity and continuity of the group. This method gives the parties involved time to calm down. However, if it backfires, the situation can be even harder to resolve than it was before.

2. Accommodation; this is giving prominence to the areas of agreement and suppressing the conflict points. This is the method that the group used to solve situations where it was well-known that there are several other areas where the two feuding group members agree on and these areas that they are clashing over are minor issues that can be overshadowed by the consensus areas.

This method can work best when the areas of conflict are minor and not worth all the attention. However, some of these differences suppressed do emerge later on in life and may end up in worse than they were.

3. Compromise; is when each member of the conflict is urged to secede or give up some ground initially held so that a logical and reasonable solution can be reached at. For instance in our groups, we knew each other's personality and in a dispute that pitted two members of the group on issues that are not academic but more personal, the members could prevail on each one of them to give in his ground taking keen attention of their personalities.. This method is always a last resort since it is frustrating and none of the parties get what they want.

4. Authoritative command; is when an external authority over the feuding parties imposes his decision on the direction of the conflict towards resolution. It is mainly used in labor disputes and was not once used in our group dynamics.

The danger here is that the party that loses the argument may feel their plight ignored and the conflict may escalate to serious levels since the underlying causes are usually ignored.

5. Collaboration;… [END OF PREVIEW] . . . READ MORE

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