Teamwork on the Fly - Assignment Example

Reflective Essay Order No. 1235100 Team work is crucial for the success of any undertaking and so keeping this in mind, our group applied this policy when we went about the task of analyzing the case study. In this study an attempt is being made to investigate and analyze the usefulness and credibility of good team work and to what extent a project or any undertaking is successful based on the focus and dedication of the entire team. According to (Kennedy & McComb, 2014; Salas et al., 2007) there are several studies that show us how to optimize team performance. In this study, the first part would include stage models of (Tuckman & Jensen, 1977) to help us deeply understand how it works and how it could be applied to our workplace for better outcomes. In section II of the essay, the study includes Gibbs Reflective cycle which would act as a guide for us to evaluate the pros and cons of our team work and how we could make improvements for better working outcomes. The third and final portion of the study would include our own reflection of our teamwork and the experiences we had would be evaluated on a three pronged basis. The study would end with a conclusion based on the experiences and what we learned from it. Study Background and Analysis According to (Levi, 2007) group development is the essence for good team work and recommends Tuckman and Jensen’s five stage model of group development which includes – Forming, Storming, Norming, Performing and Adjourning. Each one of these stages holds equal importance and should be given ample priority. Building good social relationships on an informal basis would help to break the ice and enable members to contribute and be interactive all through the team work. (Gratton and Erickson, 2007; Edmonson, 2012) are strongly of the opinion that it is vital to develop a strong foundation of social relationships with the team before attempting to reach the performance stage. They believe that building good interpersonal relationships would help the team to bind closer together and work with better focus. With regard to our team, since all of us did not know each other very well, we held an initial informal meeting or get-together at one of the local cafes and through conversing with each other we became more familiar and began building good relationships. In the next few meetings we tried to lay down our aims and goals for everyone to understand and contribute to the progress we made. Every member was given well defined roles to carry out and this helped to build a good rapport among us. (Edmondson, A.C., 2012) sheds deep insight on how to master the art of teaming and states that success depended on bridging the gap between different cultures so that they could easily respond to the needs identified and frame strategies for good progress. However, a healthy team culture will always face conflicts some time or the other. Conflict is considered to be a negative aspect where progress is concerned but looking at it from a positive point of view it is vital to the team’s effectiveness. According to (Eisenhardt, K. M., et al., 1997) when team members challenge each others thinking capacity, it is only then that a deeper understanding is arrived at and effective decisions are made to meet the challenges faced in the present competitive world. Our team spirit began to increase as we became more familiar and cordial with one another. It was at this juncture that we had a few brainstorming sessions and challenged each others thoughts and ideas related to the topic we were discussing. Conflicts did occur but we tried to sort them out through positive attitude and dialogue. Good leadership is one of the most crucial points when considering team work because it is the leader who will be the primary negotiator and binding factor for the whole group. A good leader would go out of the way to solve problems occurring within the group as well as guides the team in the right direction. However, leadership styles are varied, but striking a balance between them is what makes a good leader. On one hand, we have a task- oriented leader whose prime aim is to share the knowledge he has and therefore could be a hard task master. On the other hand, we have a leader that is more relationship oriented and such a leader has the capability of being very responsible, building healthy relationships within the team and maintaining peace and harmony within the group. According to (Gratton & Erickson, 2007) a leader should be both task oriented and relationship oriented in order to have better outcomes in the team. After a few more sessions with each other, every member was familiar with each other and knew the capacity of the other members. In the beginning conflicts in the group did have a negative impact on the team but gradually the members began understanding and respecting the other person’s point of view. It was at this point of time that we decided to elect our team leader and had a small voting session where choosing the leader was almost unanimous because we understood each other in a much deeper way. It so happened that the team leader we chose for our group had both the qualities of a good leader and was task and relationship oriented. Our team gained confidence because our leader guided us well through the entire process. The performance stage was the next important stage to prove the success of the entire team and it is here that group dynamics play a major role. Each member has their own unique identity which comes to play especially in challenging situations. According to (McGrath et al., 2000) the global dynamics (group – level) emerge from the local (individual – level) but may be constrained within the environment in which the team works or operates. The authors believe that individual opinions can impact or influence the team both in a positive as well as negative manner and it is here that good leadership and strong interpersonal relationships come into play. According to (Cronin Mathew A., et al., 2011) groups are dynamic entities and as such should be studied well. The team leader has the responsibility of maintaining healthy relationships within the group at all times and in case there is difference of opinions or conflicts, it has to be sorted out immediately in a peaceful manner in order to maintain a peaceful harmony within the group. According to (Seijts, G.H. & Latham, G.P. (2012) goals should be kept in place in order to ensure good performance. Within the group all of us were given equal importance by our team leader who helped to move the project on well- oiled wheels. We did have a bit of a tug- o – war regarding our duties, but the leader took time off and with great patience explained that for good performance and success of the project certain decisions were unavoidable and necessary. Very soon all the members put aside their own personal likes and misgivings and worked for the good of the group. Reflection The Gibbs Reflective Cycle acted as a guide for our team and was very helpful throughout the study. (Gibbs, 1988) is of the opinion that the primary purpose of reflection is to learn from experience. In the beginning we were more shy and inhibited in our behavior and dialogue, but our informal meetings at the onset helped to break the ice between us and served to bring all of us more close together. As time passed by we became more familiar and friendly with each other and at times went out of our way to help each other. Though we did face some conflict and disagreement now and then, it was our leader who exercised patience and understanding and sorted out the problems that cropped up now and then. Our choice of an efficient leader was a crucial step the whole group had taken by voting responsibly. Being a task – oriented member, at times I often worried about targets and deadlines and sometimes questioned and blamed team members for not finishing assignments given to them on time. According to (Edmonson, 2012) communication plays a critical role in building the right team spirit. However, what I found was that all the energy and enthusiasm of the team members were all work oriented and there was not much room for a more friendly or personal basis and since English is my second language, other members found some difficulty in trying to understand my point of view. Action Plan If I get the opportunity of working with the same group again, I would exercise more caution and understanding before drawing rash conclusions or blaming other team members. The three main points I learned from this enriching experience was that by sharing our thoughts and ideas with each other we could learn a lot more. Secondly, by understanding the dynamics of team work I felt I could adjust myself within the team in a much better manner and thirdly never to pass rash judgment against other members because each of them are entitled to their own opinions. Conclusion According to (Schwarz et al., 2005) Clear goals allow a group to measure its process to achieving them. Healthy conflict is necessary to maintain the efficiency of the group but negative conflict only serves to be demoralizing. Other vital points for team success are good leadership and good communication because these tools help to bind us and compel us to work for the good of the team instead of individually. On a personal note, the experience I got from my colleagues is something I enjoyed because I learned a lot from them and I am sure that it has added great value to my life both personally as well as on the work front. References Cronin, Matthew A. ; Weingart, Laurie R. ; Todorova, Gergana (2011) Dynamics in Groups: Are We There Yet? The Academy of Management Annals, Vol.5(1), p.571-612 Edmondson, A.C. (2012) Teamwork on the fly: how to master the new art of teaming. (Spotlight on the Secrets of Great Teams), Harvard Business Review, 90(4), pp. 72-79. Eisenhardt, K. M., Kahwajy, J.L. & Bourgeois, L.J.I. (1997) How management teams can have a good fight. (how to resolve organizational conflicts effectively), Harvard Business Review, 75(4), pp. 77-79. Gibbs. G (1988) Learning by Doing: A guide to teaching and learning methods. , 1 edn., Oxford: Education Unit. Oxford Polytechnic. Gratton. L. & Erickson. T.J (2007) Eight ways to build collaborative teams,  Harvard Business Review, 85(11), pp. 100 -110 Kennedy, M.D., and McComb, A.S. (2014) When teams shift among processes: Insights from simulation and optimization., Journal of Applied Psychology, 99(5), pp. 784. Levi, D (2007) Group dynamics for teams, 2 edn., Thousand Oaks, CA: Sage Publications Matthew A. Cronin, Laurie R. Weingart & Gergana Todorova (2011): Dynamics in Groups: Are We There Yet?, The Academy of Management Annals, 5:1, 571-612 McGrath, J.E., Arrow, H., & Berdahl, J.L. (2000). The study of groups: Past, present, and future. Personality and Social Psychology Review,4, 95–105. Salas. E., Stagl. C.K., Burke. C.S. & Goodwin. F.G. (2007) Fostering team effectiveness in organizations: Toward an integrative theoretical framework, Nebraska Symposium on Motivation, 52(1), pp. 185. Schwarz, R., Davidson, A., Carlson, P. & McKinney.S (2005) The Skilled Facilitator Fieldbook: Tips, Tools, and Tested Methods for Consultants, Facilitators, Managers, Trainers, and Coaches, 1 edn., San Francisco, CA: Jossey-Bass.. Seijts, Gerard H. ; Latham, Gary P. (2012) Knowing when to set learning versus performance goals Organizational Dynamics, Vol.41(1), pp.1-6 Tuckman, B. W. and Jensen, M. A. (1977) Stages in small group development revisited, Group and Organisation Studies, 2(1), pp. 419-427. Harvard, 6pgs. S- 20 Read More