...The first listed component is; composition and cohesiveness, and it explains how group cohesiveness is developed around the task and the relationships factor of the group. The group should not be built based on similarity of interpersonal attraction, but based upon people who offer different talents that can complement each other. The second listed component of group cohesiveness is; individual benefits and cohesiveness. This states that people like to be with groups where there needs can be satisfied. If people become conscious of the fact that they can indeed benefit from a group that no other group could, then they will become more attracted to the group and the groups’ cohesiveness can become stronger. The third listed component is; task effectiveness and cohesiveness, this component is focusing on the group as a whole, and how the performance of the group has an influence on how the group will succeed. Through the success of the group comes cohesiveness. The fourth listed component is; communication and cohesiveness, this component suggests that communication is what makes group interaction possible and without it the group will not be able to become cohesive. The amount and quality of the communication within team not only affects the groups’ cohesiveness, but also it is the foundation for interpersonal trusts inside the group. The last things that are discussed are influences on a group such as communication network, group size, and...
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...[pic] TECHNOLOGY AND CULTURE BPB 2212 INDIVIDUAL ASSIGNMENT “INTRODUCTION OF TECHNOLOGY” NAMA : SURIANI BT NOOR ZAIDY NO. MATRIK : CP090002 LECTURER’S NAME : DR ALINA BT SHAMSUDDIN INTRODUCTION Technology is very important today. Believes or not our lives are now surrounded by technology. Try think how would you cook your food? Would you use a microwave? How would you eat your food? Do you think you could use a plastic cup to drink your milk? How would you go from one city to the next? Could you get on a train or would you have to walk or ride a horse? How would you send a message to your mom telling her you’ll be late for dinner? Can you email her or call her on your cell phone? How would you get your clothes? Can you shop at a 21st century mall, or on the internet? And what would your clothes be made of? Many of the items you use today are a result of technology. Your cell phone, microwave oven, washing machine, and plastic cup are all the result of scientific discoveries combined with engineering that have allow people to invent products that have improved the way people live. Technological advances have improved our health, the food we eat, the clothes we wear, how we travel, and how we communicate with one another. There are a few drawbacks to some aspects of technology (such as pollution) but overall technology has greatly improved many aspects of living for most people. So, try to think about how people live without the technology today...
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...TEAM PROJECT PEER EVALUATION Part of your grade is based upon your participation in and contribution to your team. To help us determine your grade, you are to provide information evaluating your own performance and that of your team members. Keep in mind that the information you provide here is confidential and only your professor will see your evaluation. The criteria to consider as you rate your members include: 1. Effort / Active Participation: following through on the project and being accountable to group members. 2. Contribution: improving quality of work, being creative, bringing unique skills and abilities that aid in the quality of the final product, and providing leadership 3. Attendance: attending team meetings and or group activities 4. Supported Group Process: eliciting and valuing input of others, mediating arguments and relieving tension, lending a positive attitude, and other maintenance roles that enhance group social climate 5. Communication: checking in with the team before missing a meeting, clarifying expectations, keeping communication channels open, facilitating others’ participation, and speaking and listening effectively. Using each of the criteria, provide a rating for yourself and each of your team members using the rating scale from 1 to 10 below. In the last column recommend a grade (A, B, C, D, or F) for the individual. 1-2 Mediocre 3-4 Poor 5-6 Average 7-8 Good 9-10 Exceptional Name (Insert names...
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...1. Using table 11-1 as a guide, what needs to be done to turn Google’s HR group into a true team? Successful teams take on a life of their own. It is important for managers to have realistic expectations when it comes to teams. Additionally managers need to be proactive in helping to make teams effective. In order for the HR group at Google to become a true team the members of the group have to work together in cohesion. Members of the group need to realize everything becomes a shared activity. Leadership is shared; accountability is no longer for individuals, but for the team as a whole. If one person in the team fails, the whole team fails. It is no longer an individual activity. This concept goes hand in hand with effectiveness of the team: the team is effective as a whole, not singularly. Also important for true teams is to create their own mission or purpose. With true teams problem solving becomes an important function. Problem solving is no longer done on a as needed basis, it is done every day to help keep the team running effectively. 2. Should Google’s HR team members have been instructed ahead of time in the teamwork competencies in table 11-3? Explain how it should have been done I believe Google’s HR team members should have been instructed ahead of time about the teamwork competencies. Effective work teams have a greater chance of success if they are nurtured and facilitated by the organization [ (Kreitner & Kinicki, 2013, p. 304) ]. People are most effective...
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...GROUP DYNAMICS GE347 Steve Gomez OBSERVING LEADERSHIP STYLE & TASK/PROCESS BEHAVIORS Group Cohesiveness is one of the most important variables for small groups because it defines the mutual attraction that holds the group together and for better communication among the group elements. I was able to realize the feeling of loyalty and a sense of belonging as an individual to a group were my opinion counts. I was able to achieve a sense of good feeling of high morale and the interaction with the group members and all these variables that come with it. My group was in my opinion one of the most difficult group to work with from the beginning of the team, but after few meetings with the group members, we were able to co-relate with each other more. As time went by and the ice was broken, we were able to know more about ourselves including the good and bad that we all have. We need it to see everyone’s virtues for the tasks up ahead and also to be organized as a team for the many activities and assignments that are given to our team and to be done on time without missing anything. There are four important strategies used to improve permanent group cohesion on a team, such as composition, individual benefits, task effectiveness, and communication. In my team we have a diversity of racially people that works well at problem solving which culturally gives to the group a reflecting range of talents and expertise. In my group diversity is very helpful because it gives strength...
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...5 Factors Affecting Team Effectiveness In An Organisation Some of the factors affecting team effectiveness are shown as follows: While informal work groups often develop feelings of close affiliation among members, formal work groups sometimes do not develop such loyalty. It is very important for management to develop, among the group members, such characteristics as dedication and cohesiveness. As Likert concludes: “Management will make full use of the potential capacities of its human resources only when each person in the organization is a member of one or more effectively functioning work groups that have a high degree of group loyalty, effective skills of interaction, and high performance goals.” To build an effective team, the management must provide an environment which is conducive to team work with an attitude which is understanding and supportive of team efforts and innovation. It is a real challenge to management to learn how to use groups more effectively. a. Individuals: A group is as good as the individuals who form the group. If the individuals are dedicated and consciously aware of their roles and their responsibilities towards accomplishing their group and organizational objectives, then the group would be an effective group. It is necessary and important that all members must share the enthusiasm of group activities and group accomplishments. b. Group size: It is difficult to determine as to what the optimal group size is, but such a size would depend...
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...Humans have a unique advantage compared to any other species in the world, and that benefit is teamwork. Everything that we see today in society is a direct or indirect result of some level of teamwork. From the cars we drive, to the doors we open, to the elevators we ride to the 100th floor of the freedom tower, were built using teamwork. The main focal point of teamwork can be described in four words I will refer to as the four c’s. One of the most important c-words is communication. Almost everything man-made takes deep and complex communication known as language. The ability to take a thought from your head and relay that exact thought to someone else is done quite easily with language. Although the origin of language has been widely debated, the importance of it has not. All experts agree language has single-handedly set us apart from any other animal in the known universe. Many societies throughout history believed that language is the gift of the gods to humans. The most familiar is found in Genesis 2:20, which tells us that Adam gave names to all living creatures. This belief predicates that humans were created from the start with an innate capacity to use language (The Origin of Language, Edward Vajada). Communication goes further than language. One of the revolutionary ways humans have to communicate is telegraphically. Phones, mail, e-mail, text, satellites, television, all are superior ways we as the dominant species have to communicate to one another...
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...present it. After successfully winning the BMW account, Roderick,Walsh, and Green take a cab to the office. Fitzgerald takes a separate cab to LaGuardia Airport (Daft, 2011). After sharing some success, Walsh and Green talk about how Fitzgerald does not act as a part of the team. Yelling at teammates, not participating in group meetings and always on his blackberry and working on secret projects (Daft, 2011). Roderick is stunned to learn about this hidden conflict in the group. Before the group tells Lansing about winning the account, Fitzgerald text Lansing about their success. Lansing smiled at the fact he was a leader of a cohesive and effective team, sharing the same vision and trusting of each other. The determinants of cohesiveness are: interaction, shared mission and goals, personal attraction to the team, competition/organizational context, and team success. The members seem to have a hard time interacting, particularly with Brad Fitzgerald. There also seems to be miscommunication because Brad is always on his blackberry, making his team feel as if their input is unimportant. Interaction when team members agree on purpose and direction, they will be more cohesive shared mission and goals. The members of the team have a goal, to close the BMW deal, and they succeed. However, resentments were shared among the members against Brad. When Brad added something in their presentation that the...
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...University GROUP DYNAMICS AND TEAMWORK Stamatia Peristeri, Athanasios Manavis speristeri@hotmail.com, manavis.athanasios@gmail.com Professor: Vitalina E. Kurylyak ternopil2000@yahoo.com November 2014, Kozani - Greece Contents Introduction Group Dynamics Group Dynamics Types of Groups Formal Group Informal Group Primary Group Secondary Group Group problems solving Group decision making styles The role of the group leader Teamwork Team Building Team Development Forming Storming Norming Performing Transforming Keys to Success Bibliography Figures Fig. 1 – Group definition Fig. 2 - Group Cohesiveness definition Fig. 3 - Actions to increase Cohesiveness Fig. 4 - Role and norms definitions Fig. 5 - (a) Relationship between Group Cohesiveness, Performance Norms and Productivity and (b) Causes of Team Cohesiveness Fig. 6 - Types of groups Fig. 7 - Six Stages of Group development Fig. 8 - Group decision making styles Fig. 9 - Attributes Fig. 10 - The leadership dynamics Fig. 11 - A group leader's roles Fig. 12 -Team's decision making tools Fig. 13 - Team development graph Fig. 14 - Trust building Introduction The term “group dynamics” refers to the interactions between people who are talking together in a group setting. Teams and groups are living organisms with certain predictable stages of development. Many organizations different groups are formed at different levels, formal groups, informal groups, primary groups and secondary...
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...Obstacles Facing Short-Fused Teams Organizations are consistently relying on the formation and implementation of short- fused teams to accomplish specific goals in an effective and efficient manner. However, these teams are often created in an abrupt fashion and face lofty expectations in spite of a drastically low amount of previous interaction and uniquely defined goals from within the group dynamic. These obstacles are exacerbated by the overarching time constraints that are placed on these teams, especially when the issue is complex and its optimal resolution uncertain. More specifically managers are tasked with “creating a climate that supports these teams” that allows them to coexist and accomplish the purpose of their formation (Doolen, 285). However, social and professional conflict may hinder production and can prove difficult to effectively manage. Furthermore, outside circumstances such as time and resources, may exacerbate the issue. These obstacles, albeit not comprehensive, consist of role ambiguity, conflicting interests, resistance to change, and lack of cohesion and its effect on the difficulty of information sharing (Chan, 2008). Role Ambiguity In forming teams, organizations often form new positions and responsibilities previously non-existent within the current design. This creates a level of uncertainty surrounding these unknown responsibilities and expectations and, as a result, can increase the level of stress the individual members of the...
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...Many companies have embraced executive coaching and mentoring as their main approaches to promote development initiatives. But in today’s businesses these do not address the real-world, group dynamics that executives must contend with. Behavior within a group in the organization can be influenced by group dynamics, interactions, group cohesiveness, the work environment, social influences, and leadership. We will explore each of these elements of group behavior within an organization. Groups Dynamics “Group dynamics is the area of social science that focuses on advancing knowledge about the nature of group life” (Johnson & Johnson, 2009, pg.1). Understanding group dynamics in the business world allows companies to change their focus and production to meet the new challenges of a global market. Companies today, rely on teams of employees to help develop, design and initiate new products. Not only do these teams work together in the same location, they are able to work across the country or around the world. Group dynamics can also enhance leadership development. Group based leadership requires leaders to work in unison so they may develop executive skill sets, tackle real-world challenges in real time, provide one another with high-value feedback, and enhance their interpersonal communications. Achieving Mutual Goals through Positive Interdependence “Positive interdependence exists when one perceives that one is linked with others in a way that one cannot...
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...nuclear reactor meltdown accident is one of the most notable commercial nuclear power station reactor accidents to have occurred in the United States (Walker, 2004). Metropolitan Edison Co. operated the plant. On 28th March 1978, one of the nuclear reactors in the plant (TMI-2) suffered a partial meltdown, resulting in the emission of mild radioactive elements into the environment (Walker, 2004). What ensued was legal action by PANE, trying to stop the reopening of the nuclear plant stating that it would result to “severe psychological trauma to residents of nearby towns” (Gary & Rosen, 2003). The reopening of the plant would have had significant effects on the area resident’s psychological health, wellbeing, and the area community’s cohesiveness and stability. Reopening the plant would have led to the area residents having to live with trauma and fear. Immediately after the incident, the federal government ordered the evacuation of all children and pregnant women from within a 5 mile radius of the Three Mile Island Facility. A day later, the federal government increased the radius to 20 miles (Osif, Baratta & Conkling, 2004). More than 140,000 people had to vacate their homes temporarily because of the incident. This had an impact on the area resident’s state of psychological health. Even after they had moved back from the voluntary evacuation, they had to live in constant fear that there might be another nuclear meltdown. They also had feared that the radioactive elements released...
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...Question 1(a) Personality is an enduring characteristic that describe a uniqueness of individual behaviors when reacting to and interacting with others. It will affect how people adjust differently to the particular situation and environment. According to Robbins and Judge (2010, p171-172) The Myers-Briggs Type Indicator and the Big Five Model are the two main frameworks that used to examine a person’s personality traits. The study on personality traits in the past 20 years explains that people are most likely to exhibit relatively consistent behaviors over time and across situations depending on what personality traits they posses. Based on the given case study, Ronald is a Machiavellian. He is very practical and aggressive person at work and maintains emotional distances with his subordinates in order to be impartial and to have control over them. Moreover, he only focuses on company’s objective of making profit and his own personal interests while neglecting the importance of engaging his subordinates. Due to such personality at work, he is most likely to have good individual work performance in pursuit of the goals. Based on the big five factor, it has also concluded that Ronald is an antagonistic person as he is very low in agreeableness. As Ronald is one who values feedbacks the least and believes that all right decisions lie within him at all times, his team members have to follow what he suggests. He does not believe that by interacting, negotiating and agreeing...
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...members. This includes attitudes, feeling, opinions and actions. They determine the relationships among group members and/or with non-members. Status It is a position or rank given to a particular group based on social acceptance. It is determined by power, abilities and personal characteristics of each group members. Size It determines the amount of group members. Smaller groups tend to complete their works faster than large groups because they are more efficient. However, larger groups are better at problem solving as they pool in more ideas and experience. Cohesiveness It is a measure of attraction between the group members that motivates them to stay with each other. A group tends to produce more when there is a high level of cohesiveness. This is because each member is feeling comfortable with each other, thus creating a good working environment. There are few things that can build group cohesiveness: • Make smaller groups • Stimulate competition with other groups • Physically isolate the group • Spend time...
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...for sea biscuit—became very well known for his skill - the car industry was unreliable but howard became rich when there was an earthquake and people needed transportation. Proved cars reliability was better than horses. -began to invest in horse races -Gianni introduced Smith to Howard/hired him -seabiscuit=descendant of “Man O War”---was really unfit for racing. Tom Smith recognized his ability. Was sore and weary. High Performance Teams: Seabiscuit Review Questions 1. What are the key differences between Groups and Teams? Groups= people who are together but don’t necessarily collaborate to achieve a goal Team=group of people who work together for a common goal 2. What is team cohesiveness and what factors lead to team cohesiveness? Team cohesiveness is when all members work together 3. What is team synergy? Discuss the concept and provide real world examples from your own experience or oberservation to explain your points. Team synergy is when all members are on the same wave lengths or similar understanding of the goals 4. What are they Key Success Factors in thoroughbred horse racing? 5. What was the context at the time Seabiscuit case study? Describe the social and economic conditions in the 1930s. Recovery from the great depression. 6. Who were the members of the “Seabiscuit Team” in 1937 & 1938? Describe the background and capabilities (and limitation) of each team member. What did each member bring to the team? What...
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