Desire for control, tolerance for change, wanting direction, not wanting conflict, getting along with team members and working together towards a common goal are a few of the items that will be discussed in this paper. Knowing your teammates learning style helps to decrease the time it takes to form team norms. Understanding your leadership style in various task and relationship oriented situations and how you handle conflict in are a few other topics discussed. Identifying within all of the mentioned behavior theories assist in developing a high performance team.
Tolerance for Ambiguity
Up until six years ago, my tolerance for change and not being in control was half of what it is today. Life has a funny way taking control and teaching you to be more tolerant and patient. My tolerance of ambiguity score is 48 which is high compared to my classmates, and I find that hard to believe. In a situation where I need to make a decision, I am not tolerant of the unknown or frequent changes in the situation. When I am focused and on task, I become irritated with interruption. Before I start a project, I want all the information in front of me, especially the end goal. Based on the handout given in class, these examples are of a person with high intolerance for ambiguity; so why is my score at the higher end of my classmates? I have not experienced this dimension as it relates to the team or the class assignments, but it will be interesting to see how my need for control will affect my team’s performance, if at all. Looking back to my former job, I can see the different personalities at play and guess who would have scored high and who would have scored low. I always assumed it was a matter of bei...
... middle of paper ...
...iguity, reactions to dissonance, and preferred learning, conflict and learning styles pave the road towards a high performance team. For me, the most eye opening lesson learned from these theories is the preferred learning styles. If I would have understood these individual traits long ago, I would have handled many situations much differently. I somehow feel the urge to contact those I feel I have offended and apologize.
Bright, D. S. (2011, July). How to Observe a Group: Tracking the Indicators of Organizing in Day-to-Day Conversation.
Dissonance. (1983). Webster's Ninth New Collegiate Dictionary. Springfield, Massachusetts: Merriam-Webster, Inc.
Kolb, D. A. (2007). Kolb Lerning Style Inventory LSI Workbook Version 3.1. Hay Group Transforming Learning.
Levi, D. (2014). Group Dynamics for Teams. Thousand Oaks: Sage Publications, Inc.
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