Our project is about effective teamwork. We are a group of three: Turki Alshammari, BanderAlqahtani, and Yazed.
Turki: is the team leader; he is the organizer for team’s activates. He is the one who arrange the time and place to meet and work. He keeps track of the deadline for submission and he make sure that the team we follow the instructions correctly. He helped our group in brainstorming and develop our team theoretical model.
Bander: has a great contribution to our project and he has many ideas. He is a critical thinker and has creative way to do things. He likes to learn new things and he is very good with technology which help us when creating the website. He knows how to solve problems especially technical problems which was a great contribution to the group.
Yazed: has a great vision and he was very motivated to complete the project. He has a great spirit, which kept our group motivated to finish the task. He contributed to the team project and was willing to review and give feedback to others.
THE THEORETICAL MODEL WE ARE PROPOSING FOR WHAT MAKE EFFECTIVE TEAM IS CONSTITUTES OF FIVE MAIN STEMS, WHICH ARE PLANNING, COMMUNICATION, HARMONY, DIVERSITY, AND INVOLVEMENT. WE AS A TEAM AGREED THAT THESE FIVE STEMS ARE THE KEYS FOR TEAMS TO BE MORE EFFECTIVE AND ACCOMPLISH TASKS AND ACHIEVE THEIR GOALS. PLANNING AND ORGANIZING IS THE FIRST KEY FOR ANY TEAMWORK TO BE EFFECTIVE. WITHOUT CLEAR PLANNING ANY TEAM COULD FAIL. IN FACT, WITHOUT CLEAR AND EARLIER PLANNING, ALL OTHER STRATEGIES AND COMPONENTS OF EFFECTIVE TEAM CAN FAIL. PLANNING SHOULD BE THE FIRST STEP IN ANY TEAM WORK AS IT SET THE MAP AND THE FRAMEWORK FOR OTHER EFFECTIVE TEAM COMPONENTS. PLANNING PROVIDE A GOOD STRATEGY TO MANAGE TIME AND PEOPLE EFFORTS. IT CAN BE MORE EFFECTIVE TO HAVE WRITTEN PLAN WITH TIMELINE AND ASSIGNED ROLE AND TASK. WRITTEN AND CLEAR PLAN CAN HELP EVERY TEAM MEMBER TO GO BACK TO THE PRE-PREPARED PLAN; THIS PLAN CAN STAY AS A DOCUMENT FOR EVERY MEMBER IN THE TEAM. PLANNING INVOLVE ASSIGN ROLES TO EVERY MEMBER IN THE TEAM SO EACH ONE KNOWS HIS OR HER ROLE. ROLE ASSIGNMENT PREVENTS CONFUSION AMONG TEAM MEMBERS. ALSO, PLANNING INVOLVE CREATING TIMELINE FOR DUE DATES FOR EACH TASK. CREATING TIMELINE HELP MEMBERS OF THE TEAM TO TRACK THE TIME AND ACHIEVE THEIR GOAL IN TIMELY MANNER. GOAL NOT VERY IMPORTANT TO BE VERY CONCERT SUCH AS SUBMIT THE WORK ON TIME OR MAKE THIS AMOUNT OF MONEY AT THAT TIME. INSTEAD TEAM MAY WANT TO MAKE THE GOAL BROAD AND ACHIEVABLE AT THE SAME TIME. IT WAS MENTIONED IN THE “HOW GREAT COMPANIES THINK DIFFERENTLY” WRITTEN BY ROSABETH MOSS KANTER (2011) THAT ARTICULATING A PURPOSE BROADER THAN A SPECIFIC PURPOSE SUCH AS MAKING MONEY CAN OPEN NEW SOURCES FOR INNOVATION AND MAKE MEMBERS OF THE TEAM WORK IN VERY CREATIVE WAYS. FOR EXAMPLE THE GOAL SHOULD NOT BE COMPLETE THE WORK. INSTEAD, IT SHOULD BE ENJOYING THE WORK WITH THE HIGH SPIRIT TEAM TO PROVIDE HIGH QUALITY OUTCOME. TASKS IS AN IMPORTANT ELEMENTS WHEN START PLANNING IN ANY TEAM TO MAKE THE TEAMWORK MORE EFFECTIVE. ASSIGNED TASKS AND PART OF THE WORK TO EACH MEMBER CAN PREVENT WASTING TIME AND ENERGY ON DOING REPEATED WORK THAT WAS ALREADY DONE BY OTHER TEAM MEMBERS. FURTHERMORE, ASSIGNED TASK TO TEAM MEMBERS CAN HELP IN MAKING SURE THAT EVERYONE PARTICIPATES IN THE WORK AND HAS CONTRIBUTION. TEAM MEMBERS NEED TO WORK TOGETHER IN TRYING TO CONTRIBUTE EQUALLY TO THE ASSIGNED WORK. ALTHOUGH ALL GROUP MEMBERS CAN PARTICIPATE IN THE PLANNING PHASE BUT SOMETIME IT CAN BE DONE BY THE TEAM LEADER ESPECIALLY IF THE TEAM INCLUDE A TASK ORIENTED LEADER. ACCORDING TO THE ARTICLE WRITTEN BY LYNDA GRATTON, ANDREAS VOIGT AND TAMARA ERICKSON (2007) “BRIDGING FAULTLINES IN DIVERSE TEAMS” THE LEADER WHO IS TASK ORIENTED PAYS MORE ATTENTION TO THE TASK AND HOW IT WILL BE ACCOMPLISHED SUCCESSFULLY. THE ASSIGNED LEADER OR GROUP MEMBERS NEED TO START THEIR PROJECT BY CREATING A DETAILED PROJECT PLAN, BUILDING TIMETABLE FOR THE WORK AND HIGHLIGHTING GOALS. AS MENTIONED ON THE ARTICLE “MANAGING COLLABORATION: IMPROVING TEAM EFFECTIVENESS THROUGH A NETWORK PERSPECTIVE” WRITTEN BY ROB CROSS, KATE EHRLICH, ROSS DAWSON, AND JOHN HELFERICH IN 2008 THAT “PERFORMANCE RESULTS WHEN THE RIGHT EXPERTISE IS ON A TEAM WITH STRONG LEADERSHIP AND WELL-DEFINED PROCESS AND CONTENT ROLES” (P. 76). THEREFORE PLANNING AND ASSIGNED ROLES AND TASKS TO MEMBERS IN THE TEAM IS A KEY ELEMENT TO MAKE THE TEAM MORE EFFECTIVE AND SUFFICIENT. AS MENTIONED IN CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK THAT PLANNING AND GOAL SETTING IS VERY HELPFUL IN ESTABLISHING THE MOST CHALLENGING AND DIFFICULT GOALS FOR THE TEAM. THE NEXT STEAM ELEMENT THAT MAKES TEAMS EFFECTIVE IS CLEAR COMMUNICATION BETWEEN THE MEMBERS. IT IS IMPOSSIBLE FOR ANY TEAM THAT INVOLVE DIFFERENT PEOPLE TO COMPLETE THEIR PROJECT WITHOUT COMMUNICATING WITH EACH OTHER. COMMUNICATION IN ANY FORMS IS A MUST ELEMENT IN ANY TEAM WORK. ACCORDING TO ORGANIZATIONAL BEHAVIOR TEXT BOOK (CHAPTER 12, P. 413) COMMUNICATION IS A PROCESS THROUGH WHICH MOST OF THE WORK IN A TEAM IS ACCOMPLISHED. ACCORDING TO THE ARTICLE “THE NEW SCIENCE OF BUILDING NEW TEAM” COMMUNICATION COMES IN MANY FORMS AND THE MOST VALUABLE FORM OF COMMUNICATION IS FACE-TO-FACE AND THE NEXT MOST VALUABLE IS BY PHONE OR VIDEO CONFERENCE. THEREFORE, TEAM MEMBERS NEED TO COMMUNICATE WITH EACH OTHER TO MAKE SURE THAT EVERYTHING IS CLEAR. FACE TO FACE COMMUNICATION COULD OCCUR IN MEETINGS AND OPEN DISCUSSION. ALSO, PROVIDING FEEDBACK IS VERY IMPORTANT AND CONSIDERED AS WAY OF COMMUNICATION. GIVING FEEDBACK SHOULD BE IN PRODUCTIVE MANNER AND SHOULD PROVIDE ENCOURAGEMENT AND EMPOWERMENT FOR OTHER TO HELP THEM WORK HARDER AND WORK BEYOND THEIR POTENTIALS. ACCORDING TO THE ARTICLE “HOW GREAT COMPANIES THINK DIFFERENTLY” WRITTEN BY AUTHORROSABETH MOSS KANTER IN 2011 THAT CEOS NEED TO EXPAND THEIR INVESTMENTS IN OTHERS TO FOCUS MORE ON MEMBERS OR FOLLOERS’ EMPOWERMENT, EMOTIONAL ENGAGEMENT, VALUES BASED MANAGEMENT AND FEEDBACK. RECEIVING FEEDBACK IS AN IMPORTANT ELEMENT OF COMMUNICATION. AS IT WAS MENTIONED IN CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK THAT PEOPLE NEED TO MASTER THE SKILL OF USING ACTIVE LISTENING TECHNIQUE AND LISTEN O OTHERS WITHOUT PREMATURE EVALUATION (P. 411). OVER COMMUNICATION IS VERY IMPORTANT ELEMENT IN ANY TEAM TO MAKE IT EFFECTIVE. BOTH VIEW ABOUT COMMUNICATION: TRADITIONAL AND NETWORK VIEWS CONSIDERED COMMUNICATION AS A KEY ELEMENTS. ACCORDING TO THE “MANAGING COLLABORATION: IMPROVING TEAM EFFECTIVENESS THROUGH A NETWORK PERSPECTIVE” ARTICLE WRITTEN BY ROB CROSS, KATE EHRLICH, ROSS DAWSON, AND JOHN HELFERICH (2008) THAT COMMUNICATION ON TRADITIONAL VIEW FOCUS ON JOINT COMMITMENT TO GOALS, BENEVOLENCE BASED TRUST AND GROUP PROCESS AND HARMONY, WHILE THE COMMUNICATION ON NETWORK VIEW IS INFORMATION FOCUS ON AWARENESS OF EXPERTISE, TIMELY ACCESSIBILITY, COMPETENCE-BASED TRUST, AND EXECUTION OF COMMITMENTS MADE TO TEAMMATES. DIVERSITY IS AN IMPORTANT ELEMENT TO MAKE TEAMS MORE EFFECTIVE. DIVERSITY IS NOT ONLY IN NATIONALITIES AND ETHNIC GROUPS, BUT ALSO IN BACKGROUNDS. AS MENTIONED ON THE ARTICLE WRITTEN BY LISA J. DANIEL AND CHARLES R. DAVIS “ WHAT MAKES HIGH-PERFORMANCE TEAMS EXCEL?” THAT EACH MEMBER OF A HIGH PERFORMANCE TEAM OWN HIS OR HER UNIQUE KNOWLEDGE THAT CONTRIBUTES. TEAMS MEMBERS WITH DIVERSE SKILLS, KNOWLEDGE AND EXPERIENCE CAN CONTRIBUTE GREATER THAN MEMBERS WITH THE SAME SKILLS, KNOWLEDGE, AND EXPERIENCE. AS THE EXAMPLE MENTIONED IN THE ARTICLE “WHAT MAKES HIGH PERFORMANCE TEAMS EXCEL” THE DIVERSE PEOPLE CHARACTERIZED THAT HPRDTS WITH HIGHLY TRAINED TECHNICAL AND SCIENTIFIC EXPERTS FROM DIVERSE SOURCES TO WORK COLLECTIVELY AND SIMULTANEOUSLY. THAT IS A KEY FACTOR IN ANY TEAM SUCCESS. HARMONY SHOULD BE PRESENT IN ANY TEAM IN ORDER TO BE EFFECTIVE. TEAM MEMBERS SHOULD FIGHT TOGETHER NOT FIGHTS AGAINST EACH OTHER. TENSION, CONFLICTS, AND PRESSURE BETWEEN TEAM MEMBERS CREATE UNHEALTHY ATMOSPHERE WHERE NOT ONE CAN BE PRODUCTIVE AND CREATIVE. ADDITIONALLY, THIS CONFLICT AND UNHEALTHY WORK ENVIRONMENT COULD HAVE A NEGATIVE IMPACT ON THE OUTCOME OF THE TEAM WORK AND ABSOLUTELY THAT WILL MAKE THE TEAM INEFFECTIVE. WE AS A GROUP AGREED THAT HARMONY IN ANY GROUP IS THE ABILITY TO WORK TOGETHER AND HAVE THE ACCEPTANCE, RESPECT, AND TRUST FOR EACH MEMBER IN THE TEAM. WITHOUT THESE ELEMENTS IT WILL BE VERY HARD FOR THE TEAM TO WORK TOGETHER AND TO BE PRODUCTIVE AND EFFECTIVE. EACH MEMBER DESERVES TO BE ACCEPTED AS HE / SHE IS, WITH HIS OR HER DIFFERENCES. ALSO, EACH MEMBER NEED TO TRUSTED THAT HE OR SHE WILL DO THE WORK AND HIS ABILITY TO COMPLETE THE WORK IS VALUED. RESPECT IS AN ESSENTIAL PELEMENT THAT OVERLAPS WITH EACH STEMS ELEMENTS IN OUR THEORETICAL MODEL. FOR EXAMPLE, RESPECT SHOULD BE APPEARING ON OUR COMMUNICATION AND IT SHOULD APPEAR TOWARD DIVERSITY, IN GIVING FEEDBACK, AND IN RECEIVING FEEDBACK FROM OTHER TEAM MEMBERS. ACCORDING TO THE “BRIDGING FAULTLINES IN DIVERSE TEAMS” ARTICLE IT IS IMPORTANT TO PAY ATTENTION TO RELATIONSHIPS AMONG TEAM MEMBERS. THERE IS A TYPE OF LEADERS WHO ARE RELATIONSHIP ORIENTATED. THIS TYPE OF LEADER PLACES A GREAT EMPHASIS ON THE CULTURE OF THE TEAM AND ON THE EXTENT AND DEPTH OF RELATIONSHIPS AMONG TEAM MEMBERS. THEY USUALLY TREAT TEAM MEMBERS WITH KINDNESS AND RESPECT. THEY BY DOING THAT CREATE AN ATMOSPHERE OF TRUST AND COOPERATION AND PROVIDING ENGORGEMENT. THIS STATEMENT IS STRONGLY SUPPORTED BY THE ARTICLE “HOW GREAT COMPANIES THINK DIFFERENTLY” WRITTEN BY ROSABETH MOSS KANTER (2011) THAT “TRUSTING PEOPLE TO MAKE CHOICES ABOUT WHERE, WHEN, AND WITH WHOM THEY SHOULD WORK MAKES JOBS MORE ENGAGING”. LACK OF HARMONY IN TEAMS COULD LEAD TO CONFLICT. THIS CONFLICT WAS CALLED RELATIONSHIP CONFLICT IN CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK. WE AS A GROUP AGREED THAT CONFLICT COULD HAPPENED EVEN THOUGH THERE IS AN ESTABLISHED HARMONY AMONG TEAM MEMBERS REGARDING ANY STEP OF THE PROJECT AND AS A RESULT OF GROUP DIVERSITY. HOWEVER, WE THINK THAT CONFLICT IS NOT ALWAYS A NEGATIVE THING BETWEEN TEAM MEMBERS. CONFLICT AND DISAGREEMENT CAN BE TURNED INTO CREATIVE BRAINSTORMING AND CREATIVE WAYS OF DOING THINGS IN A WAY THAT EVERY MEMBER IN THE TEAM IS SATISFIED. ACCORDING TO CHAPTER 12 IN OUR ORGANIZATIONAL BEHAVIOR TEXT BOOK THAT “FOR TASK CONFLICT TO BE PRODUCTIVE, TEAM MEMBERS MUST FEEL FREE TO EXPRESS THEIR OPINION AND KNOW HOW MANAGE CONFLICT EFFECTIVELY (P.400). THE LAST STEM ELEMENT IN OUR THEORETICAL MODEL OF EFFECTIVE TEAM IS THE INVOLVEMENT ELEMENT, WHICH IS VERY ESSENTIAL, AND THE BASIC OF A WORK TEAM. WITHOUT INVOLVEMENT AND PARTICIPATION IT WOULD NOT BE TEAMWORK, IT WILL BE AN INDIVIDUAL WORK. EACH TEAM MEMBER SHOULD BE ACTIVE AND ADD CONTRIBUTION TO THE GROUP WORK. IT IS UNETHICAL AND NOT APPROPRIATE TO BE A MEMBER IN A TEAM AND DO NOT CONTRIBUTE AND HAVE INPUT; IT IS AGAINST THE PURPOSE OF THE TEAM. ALTHOUGH THERE SHOULD BE A WRITTEN PLAN BUT THE INVOLVEMENT AND BEING ACTIVE AND ENTHUSIASTIC SHOULD COME FROM TEAM MEMBERS. EXCITEMENT AND ENTHUSIASM CANNOT BE IN PLAN BUT IT IS VERY ESSENTIAL IN SUCCESS OF ANY TEAM WORK. WE AS A GROUP BELIEVES THAT TEAM MEMBERS’ ENTHUSIASM ABOUT THEIR PROJECT CAN MAKE A GREAT DIFFERENT AND CAN MAKE PEOPLE WORK MORE AND HARDER. IN FACT, TEAM MEMBERS’ ENTHUSIASM CAN MAKE THEM WORK BEYOND THEIR POTENTIALS WHICH CAN INCREASE THE QUALITY OF THE TEAM WORK FINAL RESULT OR OUTCOME. OVERALL, OUR THEORETICAL MODEL WE ARE PROPOSING FOR WHAT MAKE EFFECTIVE TEAM IS CONSTITUTES OF FIVE MAIN STEMS THAT WE THINK ARE VERY IMPORTANT IN MAKING AN Y TEAM EFFECTIVE. THESE FIVE MAIN COMPONENTS ARE PLANNING, COMMUNICATION, HARMONY, DIVERSITY, AND INVOLVEMENT. REFERENCES KANTER, R. (2011).HOW GREAT COMPANIES THINK DIFFERENTLY. HARVARD BUSINESS REVIEW. LYNDA G, ANDREAS, AND TAMARA E. (2007).BRIDGING FAULTINESS IN DIVERSE TEAMS. MIT SLOAN MANAGEMENT REVIEW. 48(4). LISA,J., AND CHARLES R. (2009). WHAT MAKES HIGH-PERFORMANCE TEAMS EXCEL?.RESEARCH TECHNOLOGY MANAGEMENT. ROB, C., KATE, E., ROSS, D., AND JOHN, H.(2008).MANAGING COLLABORATION: IMPROVING TEAM EFFECTIVENESS THROUGH A NETWORK PERSPECTIVE. CALIFORNIA MANAGEMENT REVIEW, 50(4).
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Application Case 1
Hi, this is Majed and I am going to share my own personal application of using “effective teamwork” theoretical model. In this way, I can discuss how to use the “Effective Teamwork” theoretical model in real situation. “Effective Teamwork” theoretical model is about working and cooperating with different types of people. Sometimes, we will be assigned to group automatically by our leader or teachers without any control of the types of groupmates we are going to have. In that situation, how can I cooperate with my team members effectively? It is normal that people do not fully trust each other at the beginning once a new group is fored. How can I make myself trustworthy? And, team members have different skills and abilities. How can I work smoothly and effectively with my team member? These three questions are the top questions when the new group is build up. In this case, I will discuss what I would do in order to react to the above situations.
I have participated in several Summer Camps in China. In the Summer Camp in China, I was assigned to different groups with different people to play games against another group. I have been in a lot of situations of team building. In my experience, people in the group would not trust each other at first. They will protect themselves by not sharing their information or ideas. However, this will eventually change once the group members get to know each other and start to build trust. Trust is the beginning of everything. To build up trust is the difficult part and important part for a group. You have to make the foundation for your group. Trust is a good foundation. Now, we all know trust is important, but how do we build up trust in a new team? There are three elements that effect trust: communication, commitment and ability. When the group members communicate with each other, the relationship is strengthened between each member. When that happens, each member will start to trust one another by knowing each one better. Also, if one member commits to do a work and fulfils it, the trust is also develop towards that member. Aside from that, knowing the ability of that person also builds trust since the team knows what that member is capable of doing.
In my experience in that summer camp, when our team was formed, it was hard to give trust at first because we were not sure if whom to trust and if we really should trust each other. There I learned that trust will not come in an instant but it should be built. To solve our problem having a lack of trust with each other, we had several meetings where we shared stories and information about each other. During those meetings, we were able to communicate. That communication really helped a lot in gaining and building trusts with each other. Since I have known my team members better than the day we were first formed as a team and they have known me better as well, we became more comfortable in working with each other and helping each other achieve our goals. When we saw that everyone was willing to participate and do their part in being a member of the team, our group became more solid and the trust was more strengthened.
However, building trust for the first time was easy. But building it for the second time after a team member did something to lose our trust to him was way different. It was hard to regain a trust that was lost. However, we knew that we should work as a team and we should be unified. Although out trust with that member diminished, we worked things out and we still gave him another chance. When we saw from our activities that he had changed and that he was willing to do his part better than before, eventually our trust was built again. The team became one again and we enjoyed each other’s company better than before since we knew that we had been in a tough situation where trust was an issue, but afterwards, we managed to start again and build a strong team again.
Application Case 2
Hi, this is Abdulah and I am going to share my own personal application of using “effective teamwork” theoretical model with a group in one of my communication classes at UWM. The professor assigned us to different groups with one group having four to six members. After everyone was assigned to different groups, each group had to choose a team leader. But before choosing our team leader, we had to introduce ourselves to each other first. Somebody volunteered to be the group leader so we just agreed since she was willing to be the leader. We mostly just talked through email and discussion board but we had no problem with it during the introduction phase. After we start communicating and share personal information, we then shared our ideas about the proposal we are going to make. We all looked at the guidelines and divided the parts in each member. For some parts with many pages, two or three members divided the task. Since each of us picked our parts, we felt that all members were committed and will participate actively to show their involvement in the group project.
However, as days went by, there were two members who would only talk and leave a message in the group discussion board but not really contribute something to the group project. One of them is the leader herself. She volunteered to pass the progress report that week but 20 minutes before the deadline, it was not yet uploaded in the DropBox. The rest of the group was worried so I just initiated in doing the progress report quickly that time and passed it before the deadline. Later on, the leader apologized because she became unexpectedly busy. We just forgave her knowing that conflict in the group will not help us finish our proposal fast. However, after that incident, we raised our concerns about the contribution of other members. We want everyone to share equal work and we want everyone to be involved. We became eager to make sure that each team member would have involvement in the team. To do that, we knew that we had to make all members active in participating and giving their input and ideas about the activities we do as a team. It was a big challenge to make everyone active especially when they were busy or perhaps not interested in doing a lot of work. However, we knew we had something so we had a meeting about it.
In our meeting, we had an open forum where everyone voiced out all their concerns about team members not participating and the possible reasons why they do not want to actively participate. At first, most members do not want to voice out their concerns, but when another team member started to make them realize the reason why we were there and the reason why we were in a team, and after sharing her thoughts about the issues we are having as a team and how we wanted to make the team effective as much as possible, other team members began to share their own feelings as well. There, we found out that our team member who was not actively participating was actually working 12 hours a day and that she was working her way to earning her college degree at UWM. We realized that we just had to understand the situation since we were not in the same situation she was in.
From that experience, we learned the importance of involvement in tasks to have an effective team. But to arrive in that situation, we had to understand each other and know the needs of one another. Whoever needs help should be helped and if ever someone is going behind, the team should help in order to raise that person so we will all be on the same ground. This just means that if one member does not want to actively participate, this means that he or she might need some help or having some problems that the group members are not aware about. In this case, like what we have in our team, it is important to have an open forum and have an open communication with each other wherein each team member will be able to voice out her concerns and the team will know what that member is going through and do things to possible help that member actively participate in the group.
Application Case 3
Hi, this is Waleed and I am going to share my own personal application of using “effective teamwork” theoretical model is an experience I had in my home country where I, along with my other friends, had the chance to form a group of high school students who want to learn about studying in the U.S. for a college education. During that time, we shared a lot of things and one of those things we shared is the importance of communication especially among the Arab students to have a support group while studying abroad. In that way, the stress and hardship in studying in the U.S. will be tolerable. In that gathering, we also had games and we divided ourselves into 10 groups. The college students were mixed with high schools students so the game will be fair with everyone. There were three tasks that all the groups did. All tasks need a good team cooperation to win and get the task done. In my team, I was the leader. I encouraged my team members that we have to cooperate so that we can finish the task in the soonest time possible. When we are able to do that, we will get rewards for our speed. This is because the first team who finished the work at the earliest time is the same team whose members all cooperated well to finish their task.
I set up the same goal for all team members. With people’s commitment on the team, my team members all felt that it is their honor to contribute to the team. We discuss every step we have to take and let everyone talk about how to win this task and what is the risk in the process. We analyze the tasks and this involves the analysis of the team’s task, the challenges that the team faces, and the resources available for completing the team’s work. My team members always like to share their creative ideas than other teams, because we always have a rule that if someone contributed a good idea for our team to win the task, he/she can be the one to represent our team to take the reward from the event organizer on the stage. Since this reward is a good motivation for them because they want to take the reward on stage for all the people to see, they would normally do their best to contribute their ideas so that the team will finish the task in the soonest time possible.
However, when one team member does not contribute a lot, it was hard for us to finish a task early and we end up losing the game. Since the number of all teams are equal, even one member not contributing will be a big difference and will result to the loss of the team in the game. When I noticed that one of our team members were not cooperating and would just watch others do the task and he would just sit beside them, I talked to him without the knowledge of other team members. I did that and I found out that he was not motivated by going to the stage to get the reward and he does not really want to that. Because he did not want to go on stage, he did not contribute thinking that if the group would win, he might be the one going to stage. Since he had a strong public apprehension, he did not want to do it. Knowing that, we had another meeting. There, I found out that not everyone’s motivation was the same. With all the different motivations they had, I decided to change the reward based on what motivates each one.
From that experience, I learned that in order for all the team members to cooperate in the group, the team should know what motivates each one so that the group can use that motivation to help each individual do better in the task.
In conclusion, every group needs a good process to build up an effective team. Our theory place emphasis on communication with each other first. With the use of effective communication, each team member will be able to share what motivates him or her and that motivation can be used to make that member cooperate more in team activities
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