...Individual Assignment: Small Team and Group Paper A group of 10 professionals employed to maintain operations in one residential apartment building comprised of 700 rental apartments and five retail stores, the property is 900,000 square feet in size. Each employee has specific duties associated with his or her respected positions all are to work together as one family with the successful operation of property in mind. The respected roles are Landlord, Property Manager, Chief Technology Officer, Leasing Coordinator, Leasing Representative, Administrative Assistant, Assistant Property Manager, and Apartment Director. Most significant change in behavior by the entire group can be seen after a new property manager was hired. First the entire group was motivated by the in property managers verbally obnoxious behavior. As time went on the personality and antics of property manager did not subside the obnoxious behavior turned into verbal abuse causing a gap in communication of all group members. First, other group members said nothing but as the antics and abuse persisted it was clear that the property manager’s behavior was affecting other group members personally causing tension in the entire group. Problem came to...
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...COM 100 Week 3 Individual Small Team and Group Paper To Buy This material Click below link http://www.uoptutors.com/com-100/com-100-week-3-individual-small-team-and-group-paper Recall a small team or group you have been a part of. Write a 700- to 1,050-word paper about your experience. Include the following: • Provide a brief description of the team or group. How many members did it include? What was its purpose? • Describe the behaviors the team or group exhibited as it went through each stage of development. • Describe a problem the team or group encountered. What steps were taken to address and solve the problem? Was the team or group able to generate a successful solution? Why or why not? • Discuss the influence that leadership–or the lack of leadership–had on the team’s or group’s ability to solve the problem. What style of leadership did the leader exhibit? What problem-solving steps were taken to resolve the situation? What steps would have produced better results? • Explain whether the team or group was effective. Support your position by discussing goals, roles, ground rules, norms, and characteristics your team or group displayed. How did these characteristics affect the team’s or group’s ability to accomplish its purpose and solve the problem it encountered? • Analyze how communication contributed to cohesiveness. Identify and address how diversity or technology affected the team or group members’ ability to communicate with one another to reach a resolution...
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...Syllabus Page 1 of 6 GE347—Group Dynamics Note: The course syllabus describes how the course will be taught and how the materials and activities are planned. Please print the syllabus for your reference. Course Description In this course, students examine elements of successful teams and small decision-making groups. Emphasis is on communication, critical thinking and group process techniques. Quarter Credits 4 Instructional Contact Hours 40 Instructional Methods Prerequisite Courses Co-requisite Courses 40 hours theory 0 hour lab GE117 Composition I or equivalent None Objectives 1. 2. 3. 4. 5. 6. Explain the importance of group dynamics. Critique the performance of groups/teams in a variety of scenarios. Evaluate the use of problem-solving and decision-making techniques for virtual groups/teams. Apply theories of small group communication during small group activities. Apply ethical standards while participating in groups/teams. Apply critical-thinking and analysis skills to overcome obstacles and improvise solutions as a leader within small groups. 7. Use the ITT Tech Virtual Library for research and information necessary to complete assignments and projects. SCANS Objectives SCANS is an acronym for Secretary's Commission on Achieving Necessary Skills. The committee, created by the National Secretary of Labor in the early 1990's, created a list of skills and competencies that the committee feels are necessary for employees to function in a high technology...
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...GROUP INTERACTION JOURNAL ARTICLES Compiled by Lawrence R. Frey University of Colorado at Boulder Aamodt, M. G., & Kimbrough, W. W. (1982). Effects of group heterogeneity on quality of task solutions. Psychological Review, 50, 171-174. Abbey, D. S. (1982). Conflict in unstructured groups: An explanation from control-theory. Psychological Reports, 51, 177-178. Abele, A. E. (2003). The dynamics of masculine-agentic and feminine-communal traits: Findings from a prospective study. Journal of Personality and Social Psychology, 85, 768-776. Abele, A., Gendolla, G. H. E., & Petzold, P. (1998). Positive mood and in-group—out-group differentiation in a minimal group setting. Personality and Social Psychology Bulletin, 24, 1343-1357. Aberson, C. L., Healy, M., & Romero, V. (2000). Ingroup bias and self-esteem: A meta-analysis. Personality and Social Psychology Review, 4, 157-173. Abougendia, M., Joyce, A. S., Piper, W. E., & Ogrodniczuk, J. S. (2004). Alliance as a mediator of expectancy effects in short-term group psychotherapy. Group Dynamics: Theory, Research, and Practice, 8, 3-12. Abraham, A. (1973a). Group tensions as measured by configurations of different self and transself aspects. Group Process, 5, 71-89. Abraham, A. (1973b). A model for exploring intra and interindividual processes in groups. International Journal of Group Psychotherapy, 23, 3-22. Abraham, A. (1974-1975). Processes in groups. Bulletin de Psychogie, 28, 746-758. Abraham, A., Geffroy, Y., & Ancelin-Schutzenberger...
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...Paper University of Phoenix PSY 430 Team Dynamics for Managers Introduction There are two issues involved when working in groups. First are the task and the problems involved in getting the job done. Second is the process of the group work itself; the mechanisms by which the group acts as a unit and not as an out of control group. Working in groups applies to my work environment by combining talents and providing innovative solutions to possible strange problems, in cases where there is no well-established approach or procedure. Our group consists of skill knowledgeable people that have a distinct advantage over that of one individual. (Blair, G.M., 1997-2007) Our small group symbolizes the functional theory and has gone through the Tuckman’s Stages for development. Theories of a small group communication focus on the way group members go about coordinating their actions, and possibly work with the group to reflect on group member interaction. Each theory of small groups illuminates some features of communication while hiding others. There are many theories about the development of group dynamics, but fundamental to all of them is the concept of groups as social systems. As groups develop overtime, group dynamic processes evolve. Forming, storming, norming, and performing are all stages of Tuckman. All members of the group share team roles and responsibility. However, our group has a team lead. Group interactions are very vital to a team; the members are given a chance to...
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...CHAOS MANIFESTO 2013 Think Big, Act Small THE CHAOS MANIFESTO TABLE OF CONTENTS PREFACE Introduction . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 Executive Management Support User Involvement . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 5 . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 9 Optimization . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .13 Skilled Resources . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .17 Project Management Expertise . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .21 Agile Process . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .25 Clear Business Objectives . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .29 Emotional Maturity . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .33 Execution . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .37 Tools and Infrastructure . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .41 Summary . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .45 THE CHAOS MANIFESTO Copyright © 2013. The CHAOS Manifesto is protected by copyright and is the sole property of The Standish Group International, Incorporated. It may not under any circumstances be retransmitted in any...
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...| | |Curbing Social Loafing in the Retail Environment | | | | | | Introduction Verizon Wireless is one of the major cell phone companies in the United States. According to its website, it has 73,000 employees and over 1900 retail locations. Its annual revenue in 2012 was $75.9 billion.Verizon Wireless was founded in 2000 by Verizon Communications and Vodafone. This company is very successful in the retail channel. Having worked in this channel with the company for three years and being a customer of the company for eight years has given insight into how important productivity is for continued success. (http://aboutus.verizonwireless.com/company/story/) In 2000, Vodafone AirTouch and Bell Atlantic Corp. received regulatory approval to combine their U.S. wireless assets, Bell Atlantic Mobile and AirTouch Communications. This $90-billion joint venture began operations as Verizon Wireless on April 4, 2000. Verizon quickly grew as it acquired other...
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...Groups and Teams Kit Sumpter MGT/307 May 2, 2011 Randall Voss Groups and Teams Each and every individual is important to their company and every company delegates different individuals to different tasks, groups, or teams. Many people do not emphasize the difference between a group and a team; in fact they often do not think about it or even realize that there is one but in business there is a great difference. The following pages will go into more detail to explain the differences and their importance and how workplace diversity plays a key role in teamwork within the workplace. There is no doubt that more often than not, an objective is more easily reached if there is more than one individual is working towards it. According to Schermerhorn, Hunt, and Osborn ( 2008), “A group is a collection og two or more people who work with one another regularly to achieve common goals.” In essence you could say that the entire company is a group. They don’t necessarily all work on the project of the company itself (for example the janitor), but they all work within the group to ensure the process runs as smooth as possible and each member is important to the whole. A group does not always pertain to a company though; it can be reading groups or even a non-profit organization such as those for the disabled. The latter is considered a formal group (Schermerhorn et al., 2008). “A team is a small group of people with complementary skills who work actively together...
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...made the shuttle blow up was the bad decision made by the Mission Management Team (MMT). Even though the MMT had many pieces of information and evidence from the Debris Assessment Team (DAT) showing that the large foam might have caused damage to the Columbia and how much the DAT worried about the mission, they did not pay much attention. Moreover, the leader of the MMT decided for everyone on the team that the shuttle was safe and the foam strike was inconsequential. In fact, the performance of the MMT is a powerful demonstration of the way in which a small group can bring about critical failure. Small groups, today, is ubiquitous and becoming a substantial part of people’s work lives. Many organizations have made every effort to find how to make groups run successfully and how to make group interactions more productive. Sometimes, group dynamics can contribute to the failure and poor judgments. Surowiecki (2010) said that “instead of making people wiser, being in a group can actually make them dumber” (p. 441). So as to make every member think smarter and work together effectively, avoiding important pitfalls is the best way to reach those goals. [What a successful rethinking and recreation of your introduction! Your introduction is excellent! ] First of all, confirmation bias should be avoided in order to make a small group work well. Confirmation bias is the circumstance that members in the group gather information selectively or interpret evidence in a biased way. Garold...
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...shift involves increasing the emphasis on the group or team. Many factors are driving this shift. Technology is a primary force as tasks have grown too complex for individuals to tackle alone. In addition, competitive forces have led many organizations to flatten the organization by reducing the numbers of levels of middle managers. Shifting authority and responsibility down to the bottom level allows teams to take over functions that used to be done by management. On a macro scale, as organizations involve multiple businesses, multiple industries and multiple countries, new and complex issues are evolving that rely on numerous interdependent groups with decisions made by teams consisting of members of these various groups. Even without these forces, others have found that harnessing the potential power of the group can have a dramatic effect on productivity and job satisfaction. Today, most organizations embrace the notion of teams. Teams have become the core unit in many organizations. Part of this is based on the fact (and supported by research) that teams are more effective in solving problems and learn more rapidly than individuals. When it is working well, groups or teams can enhance problem solving and creativity, generate understanding, acceptance, support, and commitment. It can also enhance morale, provide an outlet for affiliation, enhance self-esteem, and create consensus and security. A team is defined as a small number of people with complementary skills committed...
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...head: LEADING AND PARTICIPATING Leading and Participating in Discussions in Small Groups or Teams Steven L McGee Group and Organizational Behavior Christine E. Philips, Ph.D. MHR Group 236 Trevecca Nazarene University Leadership is not dictating, it is about keeping the group focused and motivating members to do their best during group activities. According to a study by the Hay Group, a global management consultancy, there are 75 key components of employee satisfaction (Lamb, McKee, 2004). Trust and confidence in top leadership was proven to be the single most reliable predictor of employee satisfaction in an organization. When a person doesn’t respect the people in a leadership position, complications in tasks will arise. An example of this would be in the workplace when a leader is delegating responsibility to employees, and the employees do not respect him or her. The task will be completed; however, the quality or production will not be as good as it would if the manager was appropriately respected. Trust and respect go hand in hand when leading any group, whether it is in the workplace, school, or just a casual event. Aside from trust and respect, a leader has the ability to set the morale in a group. Being aware of the mental and spiritual shape of your teammates plays an important part in leadership. Leaders can shape morale by compassion, and by listening to other group members before adding their thoughts and ideas. By listening to others, a leader...
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...Virtual Teams: A Review of Current Literature and Directions for Future Research1 The DATA BASE for Advances in Information Systems Anne Powell Southern Illinois University Edwardsville Gabriele Piccoli Cornell University Blake Ives University of Houston Winter 2004 (Vol. 35, No. 1) Introduction Global competition, reengineered product life cycles, mass customization, and the increased need to respond quickly to customers’ needs are just some of the more pronounced trends currently driving organizational change (Grenier & Metes, 1995; Miles & Snow, 1986; Miles & Snow, 1992). One of the building blocks of these successful organizations is the Virtual Team. As a consequence, a growing number of organizations are implementing them or plan to implement them in the near future (Lipnack &Stamps, 1997; McDonough et al., 2001) and their use is expected to continue to grow (Carmel & Agarwal, 2001; McDonough et al., 2001). The increasing popularity of virtual teams has spurred a parallel growth in research examining various aspects of virtual team adoption and use. Recent research has studied virtual team inputs, socioemotional processes, task processes, and outcomes. Much of this literature focuses on comparisons of virtual teams and traditional teams. Virtual Teams Traditionally, both the terms “team” and “group” have been used to describe small collections of people at work. While the two terms are often used interchangeably...
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...COMM 400 Week 3 Learning Team Pulling the Weight at Work – Group Training Presentation To Buy This material Click below link http://www.uoptutors.com/COMM-400/COMM-400-Week-3-Learning-Team-Pulling-the-Weight-at-Work-Group-Training-Presentation Watch the video clip “Pulling the Weight at Work.” · Go to www.mhhe.com/pearson4e. · Click on Student Edition, located under Online Learning Center. · Click on Video Series on the left-hand side. Write, individually, a 1-page reaction to the small-group dynamics demonstrated in the video. From a communication perspective, what went wrong? How could the members have handled the situation differently? Post your reaction in your Learning Team forum. Review and comment on the reactions of each team member. Identify common observations. Analyze, as a team, the small-group dynamics demonstrated in the video by considering the following: · The scope and functions of the small group within the organization, such as idea generation, event planning, process or creation, evaluation, and quality control · The effectiveness of each member’s communication styles. What are the opportunities for improvement? · The type of leadership within the small group, such as fixed, rotational, or ad hoc · How the group leader and members communicate during group meetings · Communication obstacles, such as groupthink tendencies, credibility issues, and insufficient listening ...
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...KATZENBACH AND SMITH THEORY: ( From talking with hundreds of people in more than fifty teams in thirty companies ) DEFINITION OF TEAM: A team is a small number of people with complementary skills who are committed to a common purpose , set of performance goals and approach for which they hold themselves mutually accountable . 1. Teamwork represents a set of values that encourages listening and responding constructively to view espressed by others, such values help team perform and promote individual performance. 2. Team is more than a group. In groups the focus is on individual goals and responsabilities while in teams people rely more on each other (mutual accountability) . A team performance include individual and collective work products. 3. Team is a small number of people with complementary skills who are commited to a common purpose, set of performance goals and approach. THE COMMON PURPOSE: 1. The essence of the team is the common commitment, developed by working to shape a meaningfull purpose. 2. The management clarifyies the challenge for the team, but must leave enough flexibility for the team. 3. The best team invests effort in shaping a common purpose who belongs to individual and collectivity, through open-ended discussion and active problem solving meetings.The common purpose is then translated in specific performance goals (e.g reducing poor quality work ) which : motivate and energize, help to define a set of work-products,...
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...Lie Time Required: 15-30 minutes Start out by having every team member secretly write down two truths about themselves and one lie on a small piece of paper – Do not reveal to anyone what you wrote down! Once each person has completed this step, allow 10-15 minutes for open conversation – much like a cocktail party – where everyone quizzes each other on their three questions. The idea is to convince others that your lie is actually a truth, while on the other hand, you try to guess other people‟s truths/lies by asking them questions. Don‟t reveal your truths or lie to anyone – even if the majority of the office already has it figured out! After the conversational period, gather in a circle and one by one repeat each one of your three statements and have the group vote on which one they think is the lie. You can play this game competitively and award points for each lie you guess or for stumping other players on your own lie. This game helps to encourage better communication in the office, as well as it lets you get to know your coworkers better. The One Question Ice Breaker Exercise Time Required: 15-20 minutes This icebreaker not only gets coworkers talking to each other, but it also gets them working with one another. It‟s quite simple: the leader gets to decide the situation the question will pertain to. Example situations include babysitting, leading the company, or being married. After pairing participants into teams, the leader will pose this question: If you could ask just...
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