Logistics and Supply Chain Management Consultancy - Essay Example

Logistics and Supply Chain Management Consultancy Logistics and Supply Chain Management Consultancy Introduction In general, reflection entails looking back at each and every encounter during a previous event. Moreover, it includes doing an in-depth analysis of each and every experience and occurrences, then drawing crucial conclusions from the same (Ayas and Zeniuk, 2001 p. 3). The following reflection report will apply the Gibb’s reflective cycle in a bid to analyse the events that took place during a logistics and supply-chain management consultancy project at the Dover Port. Gibb’s cycle is known to be a very vital tool in accomplishing project reflections (Bourdieu, 2010 p. 4). Each of its parts; from description to the action plan is carefully designed to cover virtually every element of a project reflection. Each and every step of the Gibb’s cycle will be closely followed with respect to the details of the teamwork during the project. Description Per say this consultancy project was not only vital for my personal growth, but also for my programme; I learnt a plethora of lessons, and the experience was nothing short of exhilarating. The project concerned the Port of Dover, a logistics sector owned, maintained and operated by the Dover Harbour Board. This port ranks among the busiest ports in Europe and handles approximately five million excess of vehicles each year. In context, my team comprised of eight members with a single leader (Willeke). Our project, as in the title above, was logistics and supply chain management consultancy. Each day, the team converged in the University Library, or sometimes in the Information Technology Lab. Procedurally, we began by each member of the group tabling their individual report works mostly during the morning hours. Then, a discussion of the progress for each member of the team ensued. Here, each member would present their hardships and everything appertaining to their progress with respect to the task allocated. After the discussion, Willeke, the team leader, would give her opinions regarding the overall progress and give her suggestions as well. Concerning task division, the leader began by giving out questionnaires to every member of the team to complete. This step solely applied the Belbin theory of team roles, which in some way, was meant to harmonise the working of the group (Belbin, 2009 p. 3). After that, Microsoft Excel sheets were given to every one of us that would be used for the period of two and a half weeks. Notably yet, all the tasks that would be allocated to the team were based on the two provided files. As one of the members of the team, my primary task was to create Microsoft Excel forms for data entry whenever any member needed them. Also, I was meant to work alongside Line and Fariha (Fellow team members) to make graphs for the data analysis, as well as create maps for the same. The maps, especially the Google maps, were required for the routine analysis of the gathered data. Feelings Working in a team is never an easy task; everyone has their opinions, all which have to be harmonised and integrated to the overall objective of the project. On this note, I found myself in a tight corner most of the time as I had to deal with a mixture of feelings. Right from the commencement of the project, I felt somewhat awkward; this was my first major teamwork project where my complete participation was obligatory. Besides, was given a task at random only to find out later that it required so much of my input. All the same, teamwork projects require complete participation from all the members. Despite my feeling, I had to give my all to the team. I felt so out of place and had to deal with feelings of embarrassment quiet often. This was contributed to by one of my features, colour blindness. Whenever I told my fellow team members that I was colour blind, I would feel misplaced, and thought within me that they would stigmatize me based on this. Besides, I made several flaws that made me just feel so bad about the whole thing. At some point, I felt frustrated by the thought that I was contributing to the failure of the team while the opposite was necessary. On the other hand, I felt happy at times. Well, I was not a failure all the time, my little progress day in day out was the source of the exhilaration. But first, just the fact that I was in such a group tasked with a major undertaking brought in a mixture of feelings and anxiety which resulted in my happiness. As is apparent by now, I enjoy working with others, and, to say the least, my partners were very kind and loving. At one point when I was working so hard to complete my tasks and even went without food, Nick brought me some bananas and cakes. They made me feel loved and appreciated amidst the glaring diversity. Likewise, I could not be able to complete some parts of my tasks alone, and some of my teammates gave a helping hand making me even more happy working with the group. Afterwards, I felt so excited and would prefer the same team any day, for any project as they are very accommodative and tolerant of other members’ ideas and modes of operations. Evaluation A good team brings all the members together with the aim of finding a comprehensive solution to a certain problem (Schon, 2013). Under the crew chief, we met and discussed, disagreed but in the end, reached a conclusion drawn from all the different opinions earlier presented. The team leader guided the group in such a way that every idea was regarded as correct, noted down and then later evaluated systematically and later if necessary, dismissed with concrete facts. This way, the generator of the opinion understood the basis of such dismissal, therefore, did not feel belittled. As such, the more and the less opinionated alike, contributed equally. Moreover, the accepted opinion was subject to scrutiny by all the members who would later come to a consensus prior to adopting the idea. Furthermore, our team could be considered a virtual team since every one of the members had their individual tasks that were part of the whole project (Dewey, 2008). Unique yet so effective, this method of project task accomplishment was tailored to integrate the diversity in the team members into the group and generate comprehensive ideas. Due to its proved effectiveness, this mechanism was applied to the end of the project; it surely did not disappoint with regards to the results. Analysis In comparison with several other pieces of literature that I have read before, my experience during the project was beyond my expectation. Most of the team members shared my feelings. Besides, I learnt how to deal with people from various backgrounds besides gathering teamwork skills for future projects. Every inch of the project presented something very vital to learn, both regarding the project, and also from my fellow teammates. The most outstanding factor was tolerance. In projects that involve more than one individual, tolerance is always the primary driver. Most of the team members were patient and highly receptive to other members’ ideas, which aligned the operations of the group with regards to the deadline. On the contrary though, the heavy use of technology somewhat hindered our progress. I, for example, had to deal with Microsoft Excel, and Google maps; concepts that I was not well versed with and this dragged my progress and that of the whole team. The fact that there was no time to research and learn more about the concepts related to our tasks made the situation even much worse. But, as already mentioned the members always assisted wherever necessary. Conclusion Acknowledging feedback from the team members and always checking on their progress are some essential elements of a good team leader (Myers, 1999 p. 16). Our head seemed to understand entirely the concept from the way she handled the team. Challenges would not lack in situations where many different people with varying characters are brought together to perform a task. On this note, one very lucid misdeed of our team, which I would change, is the fact that were had no time to get conversant with the operations. I faced a lot of difficulties generating the sheets and using Google maps since I had not been exposed to such before. Also, I would perform an identity test on all my team members to realise their strengths and weaknesses; both are appertaining to the project details and communication, something our leader never cared to do. As such, I found myself frequently at pains when I had an important point but could not voice it due to the language barrier. Therefore, I would also pay attention to each and every individual, analyse and profoundly understand them to learn their full potential, with respect to the task at hand. Finally, I could generate the jobs and let the members choose those they can perform well, rather than blindly allocating them the work regardless of their interests. In general, a large part of the project was favourable and very few modifications could be patched to make it a complete success, like as has been suggested above. Action Plan From the preceding discussion, despite being so daunting and demanding, I would repeat this process whenever the opportunity presents itself. One very crucial element I would include in my future project undertakings is motivation. Ayas and Zeniuk (2001) notes that motivated individuals perform way better than their counterparts who are not motivated. Sometimes it requires just a simple recognition of efforts to make someone unleash their full potential. From the experience and moving onwards, I would employ the same model applied in this project; however, this time with all the proposals included. Furthermore, I would train my team members on how to effectively utilize their knowledge to carry out their tasks, besides enrolling them for comprehensive but short-term external training on the same subject. This way, I will be able to harness fully and utilize the potential of others for the common good of the team, and all those whom the project concerns. References Ayas, K, & Zeniuk, N, 2001, Project-based learning: building communities of reflective practitioners, New York, Management Learning publications. Belbin, 2009, Decision Theory and Rationality, Oxford, Oxford University Press. Bourdieu, P, 2010, Outline of a theory of practice, Cambridge, Cambridge University Press. Dewey, J, 2008, How we think: a restatement of the relation of the reflective thinking to the educative process, Boston, Houghton Mifflin. Myers, B, 1997, Gifts Differing: Understanding Personality type, England, Davis Black publishing. Schon, D, 2013, The Reflective Practitioner: how professionals think in action, New York, Basic Books. Read More