The seven habits of successful teams are guidelines that can improve the operation and coordination of groups and teams. Many of the concepts from the video were related to the content from the text, Groups in Context. As the seven habits are identified, Group Three has also identified how they relate to the content found in Chapters 1-6 and other sources. As the future leaders of our communities, these concepts are similar to a roadmap that allows our groups to become as effective as possible. The first habit of successful groups is identifying the "rules of engagement" (Thompson, 2011). When the group first meets, this habit is paramount. This is something we engaged in on our first day of class. Thompson described this as "setting the ground rules" (Thompson, 2011). Thompson specified three things in particular: trust breakers, rules of information sharing, and the process of resolving conflicts within the team. Most, if not all, of these topics are best represented as boundaries and ethical responsibilities. Boundaries are the rules in which the group will adhere and perform. Ethical responsibilities are the rules that will govern each member's responsibilities related to the group and its other members. According to Thompson, trust breakers are things that will cause a loss of trust between members in a group. While it may not be possible to prevent trust breakers from happening, it is important that everyone knows what is and is not considered acceptable. Defining the ethical responsibilities of members, as located in Chapter 1, is an excellent place to start. This will ensure that all group members know what is expected of them. Some of these are to determine to do your best, determine to behave with the group's goals in mind, and determine to be accountable for your actions (Wilson, 2011). Group communication roles are also important to consider. As Wrench and Punyanunt-Carter (n.d.) noted, "Group communication roles refer to the behaviors that a group member is expected to display in a group setting." These roles can be formal or informal and can be assigned or assumed. It is important to recognize and understand these roles to ensure that the group functions effectively. As Thompson (2011) noted, "The folly of crowds, or collective stupidity" can occur when group members do not understand their roles or do not work together effectively.
Leadership is an important element in the functioning of group interactions toward an organized goal. Leadership has been defined in many different ways by sociologists and social psychologists alike, numbering too many to discuss here. The most common element found in these definitions is "that leadership involves a process of influence between a leader and followers to attain group, organizational, or societal goals" (Hollander, 1985). In small group interactions, leadership is usually an assigned status, with the "followers" designating, both consciously and subconsciously, someone as a leader. This is a person who, according to the group members, is believed to have those characteristics which are most suited to accomplish the task and objectives of the group (Bales and Slater, 1955). Much of the available early research that I was able to attain focused on leadership and the concept of leadership in terms of political situations. When viewed from a political standpoint, the study of leadership pertains to the analysis of relationships between those who possess power and those who don't possess power (power will be discussed in det...
The organization can set the standards for how employee 's should behave using several methods and guidelines. The organization can utilize formal codes of conduct in document form and can reinforce with in class materials and informal talks to encourage the company 's ethical expectations that is to be adhered too. These will greatly help ensure that it operates both legally and ethically. These ethical decisions will come down to leadership and examples set by co-workers and especially superiors that are looked upon to set the example of the organization 's values. This trickle down effect will vastly effect employee 's in positive or negative ways. Therefore, leadership roles must have clear cut duties and understand the gravity of their responsibilities while also maintaining the standards desired. These leaders should be constantly teaching, intentionally or by example, with fellow employee 's by interaction and keeping track on the individuals underneath them. Many organization 's have mentor-ship programs or with leaders setting clear goals and guidelines for future conduct. By doing so they can positively reinforce in decisions and correct behavior that is not up to the organizational standards (Organizational Ethics,
My analysis is on the film The Goonies. While I view the movie and determine the various norms, behaviors, roles and interaction between group members, as well as individuals the examination within the realm of film can present many of the same components. Thus, our group selected this movie to analyze based on its formation of a cohesive problem-solving group full of unforgettable characters. The Goonies portray many different theories and aspects of small group communication.
The first chapter of “Working in Groups” focuses on group communication, the first aspect being the key elements of group communication (Engleberg and
Groups are an essential component of society as they allow individuals to affiliate themselves with certain people, typically those who are most similar to themselves. Groups also provide social support and a greater sense of belonging for the individual, which is not provided by crowds. Due to the significance of groups, it is important that groups are maintained in organized structures that encourages group harmony and group cohesion. It is essentially the leader’s task to maintain these ideals since the leader has authority over the members of the group.
Due to trust’s fragility, a breaking of trust can come do to a number of seemingly insignificant circumstances. Such circumstances include a member coming late to a meeting, not being prepared, presenting illogical and not well thought-out ideas, inconsistency in behavior, holding back opinions, etc. In order to avoid such circumstances, team members must have a clear vision of their goal and have a certain degree of zeal concerning the purpose of their task. To create these two ideals, it is suggested that the first activity a group collaborates to achi...
According to former American Businessman, Henry Ford, he describes working as a team as, “Coming together is a beginning; keeping together is progress; working together is success.” When working with a group there will always be struggles and roadblocks that could lead your group to any form of success. However, it takes a successful group leader who is able to keep the group working together to reach the common goal as working as one. This paper will demonstrate the integration and understanding of group dynamics and structure. I have selected the Delta Alpha Pi Honor Society to discuss the following five main principles in each group: the purpose of the group, the individuals and their roles of the group, the structure and the norms that
Communication within a group in society today is a skill that can enhance the habits of a successful team. When individuals decided to work as a team, it is no longer about that one person it becomes about several individuals acting as one. Team members must fully understand the common goal of the group and also must understand their individual role as a team. Once each member realizes that the work they do individually still affect the group that is the first habit acquired towards a successful team. In additional habit for a successful team is by earning each team member’s trust will insure the communication and growth within the team. As well, focusing on how you communicate is a big part the growth of the team.
Wei, R., & Yip, J. (2008). In focus/leadership wisdom: Some sage advice for leaders. Leadership In Action, 28(4), 18-22. Retrieved from https://search-ebscohost-com.csuglobal.idm.oclc.org/login.aspx?direct=true&db=bth&AN=34870368&site=ehost-live
Part I; Basic Elements of Group Process: An Overview is comprised of chapters 1-5. This section is obviously an overview of the various types of groups and discusses some general principles that can be applied in working with culturally diverse groups. Part I also covers some basic group leadership issues, ethical issues in group work, and the stages in the evolution of a group, from formation to termination and follow up.
First, arranging moral precepts into ethical systems facilitates understanding of well-defined values, norms, and beliefs adopted by a group. In turn, groups express these beliefs by codifying them through rules, laws, and codes of conduct intended to influence decision-making, especially when a poor decision would lead to corruption, and loss of professional trust. More importantly, ethical systems provide moral justification for activities that appear to defy innate human instincts. Lastly, ethics provide insight into the cause and effect of a potential action or decision, allowing the group to determine what is right (ethical, effective, and efficient) within an established framework. All of these ethical characteristics are important to understand because they can compel an individual or group to act contrary to a universal human
The collection of ideas, knowledge, and experience of different individuals is better than that of only one person. From problem-solving to innovation, organizations have relied on the high-performances of groups and teams to set the organization apart from the rest. Having a common goal will make each team member accountable for the success and failure of the team. Since each team member is accountable to the team, each member's behavior will have an effect on the team. To belong to a team requires that each member be clear on the goals and objectives of the team-to share a common vision. (Park, 2005) By doing so, a group can become a high-performance team.
If you are not a effective leader your team is not going to be a productive team. When
In conclusion, we feel as if we built trust in our team. Seeing as how we’re leaders in our own way, we each created a culture of trust among ourselves. Once we got to know each other personally and shared some personal information about ourselves, our families, hobbies, and other interests, that’s when we started to develop a bond and all the trust built up between us. And this paper assessed our group’s 3-5 major strengths and weaknesses and what successful strategies we hope to add to our team to build a more effective team in the future. Thank you for reading.
Jones, Gareth R. and George, Jennifer M. (2011). Contemporary management (7th ed.). New York, NY: McGraw-Hill Irwin.