Self-Assessment, Referring to Teamwork in My Group Essay

Pages: 5 (1562 words)  ·  Bibliography Sources: 0  ·  File: .docx  ·  Topic: Leadership

¶ … self-assessment, referring to teamwork in my group, the score was 9, indicating a relatively high level of effective teamwork within the group. The quiz covers what are viewed as the antecedents to successful teamwork -- effectiveness of teamwork is measured by results rather than inputs. In general, the result is not surprising. The team in question works well, and in general there is good communication between team members. Some of the questions that yielded a false result were a bit surprising, in that such behavior would be encouraged. For example, holding teammates accountable for a standard of conduct is something that should encourage more effective teamwork, by ensuring that all team members are working hard towards the common goal, with no passengers. Members should feel the pressure to conform to high standards -- that is what guarantees that high standards will be maintained. Likewise, the question of decision-making authority is interesting -- somebody needs to make decisions. Consensus cannot always be achieved and compromise often results in less-than-optimal results. To me, effective teamwork demands that team members will occasionally sacrifice their egos and allow for the best decision to be made, regardless of the level of input that each member has. Diluting the team's decision for the sake of every member having a say in the output may be antithetical to harmonious teamwork, but harmony and effectiveness are too different things.

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Teamwork to me is the process by which teams achieve results, and ultimately it is by those results that the team should be measured. I view teamwork as being a process, and that process will look different for each decision. I guess in that respect I see teamwork as being contingent. This aligns with my support of contingency theory in general -- both teamwork and leadership will function differently according to the situation. Previous self-assessments have actually supported this view, so there is a bit of contradiction in those assessments and this one on teamwork.

Essay on Self-Assessment, Referring to Teamwork in My Group, Assignment

The team player assessment resulted in an interesting set of results. For the first question, I scored a 3 and for the second question I scored a 5. The first result indicates that I often prefer to work on my own, or at less in a less collaborative situation. However, I enjoy contributing to team results. There are roles that fit this paradigm, and to me leadership is one of those roles. I prefer to have tasks that I am charged with, and that contribute to overall team results, but there is a point where I would prefer to work on my own. Constant collaboration does not appeal to me much. That does not mean, however, that I am not a good team player, as indicated by my desire to contribute to team results more than individual results.

I feel that the second question, about the credit for the work, is more important in determining how much of a team player someone is. Ultimately, if one is oriented towards contributing to a team's results, the nature of the work that contributes to those results is entirely irrelevant. Scoring high on the second question is a sign of being able to disassociate one's ego from one's work, and to me this is a critical element in being a team player. It is only when one's ego is a major motivating factor in the work that one has difficulty working well in a team. At the end of the day, teamwork is the output of a set of individuals -- there is nothing that demands these individuals work directly together at all times, only that their outputs are combined to form a whole output.

In the transactional-transitional self-assessment I recorded a score of 33. This is in the middle between the two leadership styles. The results are a bit surprising, but so were the questions. Many questions (6,8,10 for example) were philosophically rooted in input measures, whereas my personal views are oriented towards outputs. What I mean is that the merits of change efforts should be based on the results -- change for change's sake is pointless and should not be encouraged. The change should have a specific purpose. I had high scoring answers for questions like 5,7 and 9 because I believe that results of change efforts can largely be anticipated. Part of the role of the leader is to think critically about change. As in chess, the more moves ahead one can anticipate, the better the results will be. Supporting change blindly without considering the outcomes may be transformational, but transformation in and of itself is not noble -- it can be disastrous. Thus, enthusiasm for change must be tempered by reason, facts and objective analysis.

That these are considered transactional traits begs the question -- is a balanced score indicative of balanced leadership that can function in both transformational and transactional situations. Transformational leaders perform transactional behaviors as well -- something stated in the assessment. This indicates that perhaps the balance that I displayed is more desirable for senior leadership positions than a purely transformational style, and certainly better than a purely transactional style.

I also took from this survey that I do not feel I possess significantly strong motivation capability. If I want to be able to function better in transformational situations, I not only need to be able to articulate a vision, but I will need to become much better and translating that vision into broad-based motivation across the organization. This is a key element of leadership and I intend to work on becoming a better motivator.

The fourth self-assessment covered my priorities in life. For me, the two highest scoring dimensions were professional and family, with community scoring lowest. This indicates that at the core of what I want to do is build a great family and a great career for myself. I also believe that my age reflects a little bit in this survey. Career and family are the core of a great life, and once those are in place some of the other factors will become more important. It is not that I do not value community or social considerations, it is mostly that I need to take care of the basics before worrying about other things -- career and family to me are the most basic things.

I am currently working hard on my top dimensions -- family, career and intellectual. Leadership studies is part of that, and I feel that at present I am putting the time in that is necessary to achieve success on these dimensions. I also feel that while the other areas may become more important, I will have more time later to pursue other aspects of life that are important to me. Thus, I feel that I am on the right path in life. I feel comfortable and at this point would not change anything about the emphasis that I place on specific elements of life's success.

This assessment was not a surprise, but it was valuable. . Life satisfaction depends on one pursuing the things that are important. It is good to take such self-assessments occasionally to ensure that one's priorities are still aligned with one's pursuits and the time spent on different activities. That my assessment shows I am working toward my most important objectives does not surprise me -- I did not have to think much about the scores I gave. I have a clear sense of what I want out of life and what it will take to achieve that.

On the fifth self-assessment, I generally view myself as a strategic leader. In one of the earlier assessments, it was revealed that I am somewhere in between a transactional and transformational leader, and that I am perhaps a bit weak on motivation skills. This is in… [END OF PREVIEW] . . . READ MORE

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