According to the video presented by Margaret Heffernan willful blindness refers to those issues that we should know, we might know, but we choose to somehow ignore. As if our decision was "not to know the bad things that are happening". Willful blindness is present in almost every aspect of our lives. To a certain extent it has its logic and I include myself in it. Sometimes, I prefer not to hear the bad news even though I know they are "there". If bringing to light something that bothers more than facing it, is it worth doing it? Surely we all have things to say about what is being done wrong in our working area. But, we often decide to shut up. In my case, I am afraid even of finding something that is not favorable to me. As I mentioned earlier in the discussion boards, I work for an obstruction lighting company. We recently delivered an order of lights to a customer in Mexico. The order was carried out successfully in terms of numbers, delivery times, and quality. Although there were many things that were not done correctly during the elaboration of the lights, no one seemed to care and simply we went unnoticed. We had all met the goals we had set for ourselves. After shipping the order, it was worrisome to …show more content…
And more than talking, listening to voices and silences is important; in particular we should pay attention to those who dissent from our point of view. I understand that these issues can be complicated, especially in vertical organizations. But honesty and frankness are necessary and important when it comes to talking about team performance. So to speak it all, speak it well, with frankness, respect and honesty and trying to create the link from the first day, where people do not punish sincerity. On the contrary, trust is created so that problems are solved and not hidden under the
I think others are also important. High performing team might not have all the needed qualities for the organization to move forward, they have just figured out how to work together and use their strength together to meet and exceed goals.
Prompt #4 Response: Successful team performance first includes a clear sense of self. It is easier to work with a team when you know yourself first and then get to know the others on the team. A defined strategy and a clear vision of success are key in working with a team. Threats to a team are indecisiveness, not understanding your team members. Psychological factors include internal functioning and expectations in team performance.
This case study tells us that the varied perceptions of every individual in a team will give rise to communication barriers (perceptual barriers). Fear, opportunism and mistrust also stops us from communicating effectively with our co-workers (emotional barriers). Knowlton Roberts is collaborative team leader and hardworking man. He is insecure and he generally don’t reveal those insecurities with his boss or team. Dr. Harold is the Director of research and supervisor of Roberts’s team. He has very high expectations of his group and he is not attentive to his team. Rankle is a new comer who is brilliant, aggressive, opportunist and not a team player.
Humility: It is important that team members recognize differences immediately in training and do not let one perspective be superior to the others. Team members also have to be able to recognize that they are human and will make mistakes. I believe that a key value of working on a team is that team members should be able to rely on each other in order to help recognize and avoid failures, regardless of where they are on the pecking order.
Processing capacity is a very broad and flexible category according to many researchers. In fact, the quote above mentioned suggests that we often fail to notice things that happen just in front of us (unexpected events that are often salient) either because we were completely absorbed by something else or because we had so many things to do at the same time that we couldn’t pay attention to it. We have all at least once failed to see a friend who was waving at us while eating in the cafeteria or walking in a crowded street. The primary question that we should ask ourselves is: how many things can we attend at the same time? The truth is that we didn’t perceive this friend because of a phenomenon called “inattentional blindness”. The problem is that the richness of our visual experience leads us to believe that our visual representation will include and preserve the same amount of detail (Levin et al 2000). In this paper we’ll see the different theories of inattentional blindness, and the classical theories demonstrating this paradigm.
Every worker should have a different rough idea of what makes a good team. To run and operate efficiently, communication should be open between the employees and the management of the firm. When all of these are implemented, the maximization of business value is almost guaranteed. Therefore, the presentation of media has a lot of influence on how people perceive reality. There have been several efforts to put an end to the discrepancy in media.
“The team is faced with creating cohesion and unity, differentiating roles, identifying expectations for members, and enhancing commitment. Providing supportive feedback and fostering commitment to a vision are needed from the team leaders (Developing Management Skills).” ... ... middle of paper ... ...
A prominent motif in Invisible Man by Ralph Ellison is blindness, which is analogous to naiveté. Blindness is an important concept in this novel because it is used to represent that people are unwilling to really look at something, at what they are being forced to go through, so they continue to go about their business unawares to what is the real root of evil in their society. The narrator begins the story as a naïve young man, but he escapes as a self-aware and more educated human being, although through gaining his knowledge he loses his entire identity.
Heffernan discuss about willful blindness, conflict avoidance and its effects. Willful blindness occurs when one decides to ignore information and knowledge without voicing out their opinions like whistle blowers to avoid conflict. This ignorance can be due to fear or personal decision. Fear itself can cause one to act in accordance to what others want. A pleaser is one that feels or believe that others needs have to come before their.
Our attention is very selective when it comes to getting information from our environment. We could be looking at everything within our environment and miss changes that occur while looking. According to Rensink, O’Regan and Clark (1997), attention is a key factor, meaning when our attention is focused on the area of change then change can be detected. When we fail to detect change, it can result in change blindness. In support of this idea, Simons and Levin (1998) suggest that change blindness occurs if there is a lack of “precise” visual representation of their surroundings. In other words, a person can be looking at an object and not fully notice a change.
The team members should know how important a project is to the company and stride to achieve the goals in a professional manner. Each member should contribute one hundred and ten percent of their input to the group to make the project the best that it can be. Every member of the team should be rewarded individually for their performance, insights, and total input that is beneficial to the team. Communication is the key to a productive team. Without proper communication with a high performance team, it will be very difficult for the team to be victorious on the project they are trying to accomplish.
In a team-oriented setting, everyone contributes to how well the group succeeds overall. You work with fellow members of the group to complete the work that needs to be done. Having the right people in the correct roles is an important factor in measuring the success of a team, where you are united with the other members to complete the main goals. Every group is made up of definite strengths and weaknesses. Our team's 3-5 major strengths necessary to work accordingly consist of Informer, Summarizer, Orienter, Piggy-Backer, and Encourager. One of our strengths as a team is that we get input from everyone involved. Every member of our team is a leader in some way. Part of being a good leader is knowing how important it is to receive the best ideas from each member of their team. We attend group meetings where we discuss any challenges, issues, and problems. At these meetings, we often exchange ideas or brainstorm new ones with each other and come up with the best and most creative team solutions as potential answers to those perceived problems.
Effective communication encompasses many concepts. For a leader to be effective, one must be able to build relationships between different parties. In order to build a good rapport, one must be able to recognize the strengths and weaknesses of those involved, and within oneself. Acknowledging these differences will allow for a better collaboration between team members. A leader must also have the ability to put conflict resolution theories into practice. Allowing differing points of view may challenge the original idea and will make for a more thorough decision making process. Although this may seem counterproductive, it actually ensures the best possible outcome. One must be consistent in the message presented yet be flexible, approachable and maintain a positive attitude. Allowing for different perspectives to be heard will allow team members to feel valued. This flexibility helps to solidify the concept that everyone is in this together; thus establishing an environment where all team members can have a buy-in. Encouraging team members to voice opinions and give feedback produces an atmosphere of constructive give-and-take; a real t...
The components of a good team should be considered. First, a high-performance team must have strong core values to guide attitudes and behavior consistent with the team's purpose. The members should know why the team is created and why he or she is on the team. Secondly, a team should have specific performance objectives. Members should know exactly what they are trying to accomplish. This also includes having standards for measuring results and ways of obtaining performance feedback. A good team will make members realize the importance of collective efforts. Third, a high-performance team has the right mix of skills. These involve technical, interpersonal, decision-making, and problem-solving skills. No one needs to know how to do it all, but each member should be able to contribute to the group....
Skills and knowledge possessed by every member is also important for a team to become high performance. Although it is among the most important factors, however, it must be coupled with a good working relationship with every team member and good collaboration with every team member. The members who possess the good skills and wide knowledge will be a useful resource to the team if that team member can share their strengths with the other team members and vice versa. It is usually misconstrued that having skillful and intelligent team members is already enough to make a team work right. This kind of thinking is the reason why most teams, despite all of those competent members they have, fail to achieve their goals. A team should establish one common goal, not to think that way and develop a good working relationship with each member. (retrieved from: http://www.strictlysuccess.com, August 18, 2005) This can be done by self awareness exercises, like the DISC assessment and other assessments or any other kind of self awareness exercises regarding communication style differences. Then these factors and important pieces of information should be taken into full consideration before the actual project is begun. These exercise or assessments can be great ice breakers and mark the difference between a group of individuals merely assigned to a team, as opposed to functioning as...