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Chapter 6

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Chapter 6

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Team Member Roles (Page 134)
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The section of chapter 6 talks about the 9 different role theories that can be present in a group setting. This list was developed by R. Meredith Belbin and his team and were created to be seen as an extension of an individual’s personality. Out of the 9 roles that were provided I believe that a group could survive with only 4, the creative problem solver, coordinator, team worker and the specialist. The book defines a role as, “A tendency to behave, contribute, and relate to others in a particular way”. When you combed this with the aspects of what will make a team functional, you could get by with just 4 of the roles because a group will require the collective effort of everyone instead of being a something that could be performed by an individual. With good communication and trust amongst the team anything could be possible. This important in both education and in the work place since both areas rely of the efficient use of their teams to accomplish their goals.
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Work Accomplishment and High Productivity (Page 133)
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This area is a key learning point because it gives examples that will help put teamwork into perspective using modern day companies as examples. The main reason we work in groups and why we focus so much of our energy in studying how to improve the way we work in groups is to achieve that next level of accomplishment or a higher level of productivity. Almost every company in the world would crumble without the use of teamwork. I feel like this is topic is important because we are becoming more and more relaxed as a society on what is acceptable as ‘teamwork’. Teamwork is something that should be rewarded when successful and criticized for improvement and used as a learning tool when it fails. An example of this is when kids play sports and every team goes home with a trophy and no one is delayered a winner or a loser. If those teams that truly lost are not made aware that their team effort was not good enough, then how will they know to try harder and become motivated to do better next time?
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Communicate Frequently and Assertively (Page 140)
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This area in to chapter should be a key learning point for a lot of people. Without communication any team will fall extremely short in completing their goals. When a group of individuals are able to come together for a common goal and successfully communicate frequently and assertively, then their chances of completion and success are much higher. The use of nonverbal communication such as, body position and facial response can also play a huge roll while working as a team. The assertive part can be a little hard to accomplish as most people are not comfortable speaking up in large groups because of the fear of rejection. This is important in education because when you are in a group and you don’t understand what is going on since you failed to join in on the discussion and are now to afraid to speak up about it, you will most likely continue to fall behind and fail.
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------------------------------------------------- The topic that surprised/impressed me in this chapter was the section that spoke about assuming responsibility for problems. This is not an area that I feel that needs improvement on my part but is an area that I notice other fall short. Another way I feel this area could be worded is, taking the initiative. I have had jobs where managers actually asked me if I was sucking up to them for some reason because I was always stepping up and doing things that needed to get done without having to be asked. I have always seen this as taking pride in what I do and working with a purpose. This is a characteristic that seems to be lacking in most younger people these days and I’m not sure why.
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Give and receive helpful criticism would have to be the area in the chapter that I will need to utilize in my everyday life. I have noticed in the past that I lack the ability to give constructive criticism in the moment and instead think of what I should have said days later where it is not relevant. The book gave me some good advice of asking a question instead of making a statement to include the person in the criticism so they may learn from the interaction.

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