Essay PreviewMore ↓
There are many important elements that effect how a learning team behaves and the processes that a learning team chooses to complete tasks and reach desired goals. The current learning team has established roles and responsibilities, time management skills, and decision making strategies that allow the team to work up to it's full potential. The learning team has maintained a level of trust and responsibility to one another that must exist in order for the team to remain successful
Roles and Responsibilities
The roles and responsibilities for a learning team should be identified within the first meeting (Thompson, 2000). When roles and responsibilities are established, it opens up the lines of communication and eliminates the need for team members to question each other's motives. Roles and responsibilities can possibly change from week to week, depending on the circumstances.
Within our learning team, we have established the criteria that we will rotate, on a weekly basis, the responsibility of formatting team papers within the APA guidelines and posting the papers to the assignments newsgroup. We have also established that we will post our individual sections of the team paper to the team newsgroup each Friday. This will allow the weekly editor to review the input and make any changes as they see necessary. There are times, however, when this is not always the case. All team members currently work full time and have families. Situations do arise when we simply cannot fulfill our responsibilities. If this should occur, it is the other team member's responsibility in making sure that the appropriate actions are taken so that the team can continue to function.
When working in a learning team environment, time management skills are a tool that each member must utilize. Each member must make the time to fulfill his or her obligations to the learning team. If they do not, the results for the entire team can have a negative reflection. Time management skills are required in order for the each member to have a healthy balance of work, home, and school. Since this is our fourth class with the Flexnet program, we pretty much have established our time management skills in order for each member to fulfill their obligation to the team.
The final decision for the learning team is based on the concurrence of all team members. Some members have input and some members are "go with the flow" type of individuals.
How to Cite this Page
"Team Behavior And Processes." 123HelpMe.com. 18 Apr 2019
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- Factors Important to Ongoing Team Dynamics Ongoing team dynamics take place after designing and launching a team. According to Polzer (2003), this is done to periodically assess team members’ collaboration patterns and work processes while working towards achieving their goals. The important factors to consider during this stage are: diagnosing and structuring formal team processes pertains to the task analysis to guide the allocation of a task by studying the dispersal of information, skills, and expertise among team members; diagnosing emergent team processes is anticipating and monitoring the actual behavior and interaction that emerges among team members; and assessing underlying identit... [tags: Leadership, Team, Management, Need]
987 words (2.8 pages)
- ... Lack of trust and other related psychological issues prevented the Varsity team from synchronizing their rowing even though they were the top individual performers. Following spring break, varsity team members became unhappy and critical of one another. These behaviors were an early indication of a lack of trust needed to be addressed immediately. Trust is paramount in crew. It is important for team members to trust others to correct mistakes, allowing the boat to regain balance and maximum speed (Snook & Polzer, 2004).... [tags: a coach's dilemma with an underperforming team ]
1226 words (3.5 pages)
- Team Behavior The organizational structure is compromised of groups and teams. Organizational behavior theory examines individual and group behavior types in relation to performance, organizational structure, ethics, and conflict resolution. Extensive research has been done in the field of development and application of team behavior and the positive or negative impact it has on accomplishing organizational objectives. Tuckman’s team development theory, Mintzberg’s study of organizational politics, and The Ringelmann effect will be examined.... [tags: Business, Organizational Structure]
2345 words (6.7 pages)
- Reliance on group work and teams has become the norm for many organizations across many industries, even in organizations where incentive systems, compensation, and work processes still focus on the individual (Coutu, 2009; Stewart, 1996). As the reliance on teams and group-based work has increased, limitations and concerns with group decision-making have become apparent (Coutu, 2009; Cosier & Schwenk, 1990; Frisch, 2008; Lovallo & Kahneman, 2003). Given the intense pressure to innovate and to develop creative solutions to organizational and strategic dilemmas, teams are often charged with generating creative ideas or solutions (Hirst, Knippenberg, Chen & Sacramento, 2011; Hoever, Knippenber... [tags: business managment practices]
2268 words (6.5 pages)
- As the processes and systems used in business have become more complex, teams, not individuals, have become popular in many organizations. Teams are made up of individuals from an organization brought together to solve a problem, improve a process or implement a new process. “A major advantage that a team has over an individual is its diversity of resources and ideas” (Burns, 1995, p. 52). However, this diversity can cause conflict within the team. The success of the team is strongly influenced by the team’s ability to recognize the causes of, manage and resolve conflict.... [tags: Business Strategy Human Resource Team]
1260 words (3.6 pages)
- In order for a company to perform well, it is imperative that the employees are motivated. Chapter 12 describes motivation, “as the psychological processes that arouse and direct goal-directed behavior” (Kinicki and Williams 376). The goal of this chapter is to explain how to motivate employees. Through our five experiences, we will provide insights on real life motivation in the workplace. Caleb explains intrinsic and extrinsic rewards by relating them to his workplace. Sammie relates her experience as a student-athlete to explain motivation through monetary and nonmonetary compensation.... [tags: Motivation, Maslow's hierarchy of needs]
1608 words (4.6 pages)
Organizational Behavior : Emerging Knowledge, Global Reality, By Steven Mcshane And Mary Annvon Glinow
- According to Organizational behavior: Emerging knowledge, global reality, by Steven McShane and Mary AnnVon Glinow (2015), “teams are groups of two or more people who interact and influence one another, are mutually accountable for achieving common goals associated with organizational objectives, perceive themselves as a social entity within an organization (McShane & Von Gilnow, 2015, p. 220). Team engulfs a variety of entity from basketball players attempting to score and win the game, to employees in an organization working on a project to meet deadlines.... [tags: Team, Teamwork, Team building, The A-Team]
1012 words (2.9 pages)
- Understanding organizational behavior is important for everyone involved in an organization, not just the leadership and management teams. By gaining and understanding this knowledge each employee should be able to realize how their individual actions contribute to the big picture of the company. In order to understand this there are some key concepts and terminology that must be explained to make the learning process more manageable. Organizational Behavior What is organizational behavior. According to Schermerhorn, Hunt, & Osborn (2005, p.... [tags: Organizational Behavior]
978 words (2.8 pages)
Compare And Contrast Of: Four Stage Team Performance Model & The Drexxler/Sibbet Team Preformance Model
- The Four-Stage Team Performance Model & The Drexler/Sibbet High Performance Model The exploration of two models will show an interesting relationship when compared and contrasted. Both can increase competency levels in team building. The models are the Drexler/Sibbet Team Performance model (Human Performance Strategies) and the Four Stage Team Performance model (Developing Management Skills). When they have been used correctly they’ve been shown to improve efficiency and profitability in organizations.... [tags: Team Building Models Human Resource Theory]
1499 words (4.3 pages)
- Organizational Behavior and Concepts Every successful company realizes that one of the most valued assets within the business is the people. "To attract and retain the best qualified people available without regard to race, color, religion, national origin, gender, sexual orientation, gender identity, age, or disability" (Boeing, 2006, p. 2) . Companies of today focus on continuous personnel development that is necessary to increase the value of an organization's human capital.... [tags: Organizational Behavior Business]
1022 words (2.9 pages)
Conflict will always exist; it is inevitable. Researchers note that a comfortable size learning team consists of five to seven people. Within the team, not everyone will have the same view or opinion on the subject matter. This is a point when communication skills come into play. In order to resolve conflict, all team members must collectively discuss the issue and come to a decision as to how to handle the conflict.
Our learning team has not had to deal with conflict. Thus far, we have all agreed on the assignments as well as the presentation of information for the assignment. We have a harmonious learning team and actually offer to assist fellow team members if the situation were to arise. We understand that there may be instances when one team member may have to carry a heavier load than the rest. This situation should not be considered conflict, as it should be considered teamwork.
Time Management attributes
Each individual team member's schedule reflects a unique set of priorities and responsibilities that each member is committed to achieving (Shaw, 1981). No two people on a team have the same idea of what constitutes perfect time management. The only true determination is if each individual member acts responsibly in completing all task by the deadlines set by team members (Shaw, 1981).
As mentioned previously, each team member has families, jobs and other outside obligations that take up a great deal of time in their day. These situations do not interfere with the team process because we have established deadlines that allow each member to complete and post assignments to the team newsgroup at different times but before deadline. This means that though we may have different schedules or various times during the day to work on given task, we will all attempt to have all individual tasks complete and ready to post by the agreed upon time.
Some team members have the luxury of a personal computer at work. This means that during breaks or various times during the day, if time is management is proper, they can work on assignments for the team while on the job. Of course, not everyone has permission to work on personal tasks while on the job, but for those who do, it is a great advantage as far as time management is concerned. Other team members must wait until they are home to complete team tasks. This means that they must be extra careful when it comes to time management. Working on team tasks at home can be the hardest thing to do, especially for a single parent. There must be a very strict schedule put into place that allows these individuals to take care of their families while fulfilling the obligation for the team; however, if time is managed correctly, this will not pose a big problem.
Even the most time conscience teams will have problems. There will always be unforeseen events that will throw individuals off their perspective schedules; this in turn will throw the team off its schedule. Unfortunately this is one of the challenges that teams must face, however if dealt with as a team the task that the team set out to accomplish will be completed without any signs of the problem within.
Becoming a High Performance Team
Before we can build a high performance team we first must know what a team is. A team is a group of individuals of all different ages, sex, race and educational levels who have come together to achieve a common goal (Lippit, 1982). Having a broad group of people can be an advantage for a high performance team because it brings in many different ideas that people of the same background may not have. Each member of the team must be assertive with their ideas but be willing to listen to other team member's ideas.
All team members must have a clear perceived role and the capacity to fulfill the expectations of that role (Lippit, 1982). Each role must perform a necessary task that will complement the other roles, contributing to the success of the team. These roles must be complete by a certain time and a time limit should be set before the start of the task. In order to be able to set these time limits each team member should posses' good time management skills. Time management can be useful in your personal and business life and should overlap each other to guarantee success.
Each member obviously will have different responsibilities that he or she will feel are more important than other members will. This is the point in which individuals must set realistic time limits in order to complete their tasks. In our learning group, we all seem to know our time limits but sometimes our personal life and work life take up more time then expected. This causes some very late nights with little sleep. Organization and prioritizing your responsibilities is the key to success. Using a Franklin Covey planner or similar products is a great way to do this. By listing your tasks, and then ranking them in order of importance, you can begin to plan each and everyday.
To be part of a team that clicks is an awesome feeling. The whole group is flowing together as one, everyone sharing the same common goal that started out with a basis idea. The team distributes the basic idea to the members of the team who may have separate functions, but all combine their ideas in the end to become part of the master plan. Our team has fortunately not experienced conflict, which has helped us to focus on the project at hand and be successful at it. Looking forward in order for our team to be a high-performance team we need to focus on better communication and time management skills.
Thompson, L., (2000), Making the team: A guide for managers.
New Jersey: Prentice Hall
Shaw, M.E., (1981), Group Dynamics (3rd edition).
Chicago: University of Chicago Press
Lippit, R., (1982), The Changing Leader Follower Relationship.
New York: Random House