Class Individual Activity 1

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My Cultural Identity

luonut Ida Falecka

pschology teachers_theories

luonut B Carron

ORAL COMMUNICATION

luonut Linda Gonzalez

Образовательные веб-ресурсы ПНК

luonut Анастасия Белинская

Class Individual Activity 1

How to intensify the teamwork dilemma -Individuals have to give up on independence, some individuals prefer to work alone while others in groups. These individuals have a hard time working with others as they have to sacrifice their independence. -Free Riders are always present in every team. Free Riders is a prominent issue that is almost always never solved. And this could discourage people from working in teams. -Some teams just don't work well together. Personalities don't always gel with one another and this is a dilemma that has to be solved with tolerance and acceptance of other's opinions. How to reduce teamwork dilemma -Encourage Team Cohesiveness Some of the best ways to reduce teamwork dilemma is to encourage team cohesiveness such as having bonding sessions with the team members -Clearly define Team Roles -Encourage Team Norms -Encourage friendly interactions

How would I negotiate between the conflict of two members In any team that is formed, conflicts are bound to arise no matter what. There are two key types of conflicts stated in the chapter, the two types are: -Task Conflict: Task conflicts are disagreements among people about the goals to be achieved or the content of the tasks to be performed. In other words, different team members have different ideas about how to achieve the goal. Every individual has their own way of completing a task, and it may contradict the way of another team member. -Relationship Conflict Relationship conflicts are personal incompatibility that creates tension and feelings of personal animosity among people. In other words, the personalities and values of team members clash and a dispute is created.

How would I negotiate these conflicts? For both conflicts, I would try my best to accommodate to both parties and their conflicting views. I would most probably have a talking out with the members, to formally discuss the issue and find a suitable way to solve it. In my previous experiences, talking the problems out always helps the team come to a satisfying solution and conclusion. :)

Five elements of high-performance teams that is difficult to implement into a virtual team, according to Chapter 10: 1.) A Compelling Purpose, Clear Objectives, and Explicit Metrics 2.)A Diversity of Skills and Unambiguous Roles 3.)Streamlined Team Size 4.)Decision Authority Over How to Achieve Goals 5.)Support and Coaching

To me, the most difficult element to implement into a virtual team is Decision Authority Over How to Achieve Goals. More often than usual, when I am in a team, there seems to be issues around making quick, fast, clear decisions. No one in the team wants to make the first decision, in fear of making the wrong decision and dooming the team. Also not everyone will agree with the authority making the decisions, causing conflict between team members.

SMALL TEAM VS. BIG TEAM

BIG TEAM A big team consists of a large group that can have up to a 100 members. Big teams, though can be efficient as they are large in numbers, can be less effective than a smaller team. Bigger teams are hard to manage, there is too many channels, the roles and objectives may become unclear; free riding members are harder to manage as there are just too many members; and when conflict arises, it is almost impossible to solve completely.

SMALL TEAM A small team basically consists of a group within 3 to 5 people. Small teams are more ideal to complete a task as the relationships between the team members can be managed more tightly and efficiently. Moreover, the roles and objectives are more clearly state and understood between members as the channels between them are small and easy to deliver clear messages and avoid ambiguity.

My Typical Handling Style I would say that my typical handling style is the compromising style which balances both assertiveness and cooperativeness. I prefer when team members each contribute their ideas and conclude the assignment with the a way that composes the best bits of all the ideas. However, this handling style is not always appropriate as some team members are just not willing to compromise with one another. For some instances, such as having a stubborn team member who won't accept the ideas of another team member, the accommodating style is better. As this prevents the conflict from getting out of hand and helps keep the peace in the team. Sometimes, its okay to agree to another person's views, as they may provide a different perspective that may help the team in ways that you'll never think is possible.

TEAM VS. GROUP

Group A group is just a group. A bunch of people sitting together with no affiliation with one another. An example would be the whole class in JC3. We are just a big group of students, we are not a team, we are just sitting together in a grouping known as MGT3073!

Team A team consists of a group of people that has the common purpose to achieve a goal. They have to work together and contribute with one another in order to get the job done. An example would be when we form groups for an assignment. As the people in the group must help each other to complete the assignment, and that is what constitutes as a team.