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An Analysis of My Own Group

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An Analysis of My Own Group

A role can be described as a tendency to contribute, behave, and interact with members. In my team, each member has a significant role as follows. ___ is a creator. He initiates creativity and ideas. He takes a conceptual approach to the tasks and develops ideas to solve problems. For example, when forming the groups, he came up with the idea that everyone should take individual assignments, and merge to deliberate on the findings. Secondly, ____ took the role of a promoter. After (the creator) develops new ideas, he champions. However, ____ who plays the role of an assessor, confront his role. The ___ (assessor) offers insightful analysis of the ideas, and options available in the decision making process. The amazing character in the group was ____, since he plays two roles, that of the organizer, and producer. Using his patronizing and delegation characters, he provides groups structure, defines tasks, and follows up. Additionally, ___ , who is the controllers, supplements the organizer and producer role, and at a time their roles collide. Nonetheless, ____ who is the maintainer, is resourceful in making sure that the above two roles, do not amount to a conflict. With the help of ____ who is the adviser, the two encourage team spirit and at times function as the linker.

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In the group, an individual ability can be defines in three dimensions: demographics trait, knowledge skills and ability, and personality. The first category involves age, gender, and race. Older individuals in the groups are mentors since they exhibit maturity. Gender influences conformity, performance, and norms. The ladies are more qualitative than men while men are more quantitative in their perceptions than women. During the division of labor, women took tasks that involve qualitative analysis while men took the roles that involve quantitative analysis. Some members like ___ exhibit cross-functional skills, which involve technical, human, and conceptual skills. As a result, they function as advisors or controllers in the team. The last ability, which is personality, resides in members of the group. For example, ____ is an extravert; as a result, she fosters team viability and communication. Additionally, ____ who is diligent fosters team performance.

In the forming group stage, the team chose a leader for it to be productive, have a sense of control, and authority. I was the chosen team leader. I was the performance leader, because I am selfless, and impartial when making a decision. However, there were a number of team leaders in various circumstances. For example, ____ was the social leader. She builds the team spirit and maintains chemistry among members. She focuses on the relationships between the team members. On the other hand, ___ serves as the emotional leader. In challenging times, he motivates the team to work hard and achieve results. Additionally, when team members have an issue, they approach him for support and, as a result, he keeps the team running.

It is easy to spot some of the dimensions, in Big Five personality type, in the groups. For example, ____ and ____ are social and talkative. As a result, they exhibit an extraversion personality type. Members of the groups rely more on ___ than any other person. This happens because she is kind and trustworthy. As a result, her personality dimension is agreeableness. ___ and __ seem to be modest, and, as a result, they serve as role models in the group. Their personality trait, conscientiousness, makes them thoughtful, have good impulse and being goal oriented. On the reverse, ___, who is neuroticism, experiences anxiety, moodiness, and irritability, especially in the decision making process. ___ and ___ are open. They express their thoughts freely and are effective in brainstorming sessions.

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Team building involves relationships among members. The process aims at improving productivity, and communication. It utilizes the ability of each member to help them achieve a goal. At the beginning, team members were polite and anxious to each other. This is the forming stage, and members have no prior knowledge of each other. Still, at this stage, there was excitement when delegating roles, and everyone wanted to be a leader. After some time together, some members were not content with other peoples performance. This is the storming face. Consequently, we set new rules and responsibilities for group members. After establishing new rules, and electing a leader, team members assume their roles, and as a result, the team starts to perform. By developing rules, and electing a leader, the team has a hierarchy, which supports various tasks, and the decision making process.

The groups had differences resulting from background experience, attitude, and expectations, which influence decision making. However, most conflicts were advantageous since they hinder apathy, indecision, and lateness. In managing conflict, team members would jointly identify the problem, evaluate the options, and choose the best solution. Additionally, we had to accommodate each other by playing down on the differences and emphasis on the mutual goals. Accordingly, group members compromised their values by allowing other peoples suggestions. With this in mind, some issues had to be withdrawn or suppressed in to avoid conflict. To solve problems and achieve objectives, the team scheduled its own activities and time. Additionally, the team prioritized issues by allocating resources optimally in solving problems. As the team leader, I make crucial decisions to a consensus, or by majority vote.

The most common challenge in the team was the tensions arising from individuals. Group members have distinct values, skills, biases, expectation, and style of communication. Group members had to set aside the above issues for members to function as a group. To address the challenges, team members deliberated issues in the following manner. We would state the problem, and then identify possible solution. For example, when some members could not make it on time, because of unavoidable circumstances, we would develop a number of solutions. This could be adjourning the meeting, developing a new time schedule, or performing without the team members. However, the team would identify the most rational decision that would accommodate all the team members.

Communication is a key player in team performance. As a result, we developed a number of techniques to foster effective communication. The first technique is confirming response. This is where group members agree with decisions made by supporting group action and reacting to every choice. Additionally, group members encouraged interpersonal communication. These made the team effective since every member had prior knowledge of what other group members were planning.

The most effective emotional impact was that of the leaders. Individuals with various leadership roles in the group influenced performance by evoking reaction to the followers. This affected team performance. When leader was motivated, the team showed enthusiasm towards their jobs. On the other hand, when demotivated, team members had low self-esteem, which negatively affected team productivity.

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