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Essay Available:
Pages:
4 pages/β‰ˆ1100 words
Sources:
2 Sources
Style:
APA
Subject:
Management
Type:
Other (Not Listed)
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 19.44
Topic:

Group Dynamics and Teams

Other (Not Listed) Instructions:

Group Dynamics and Teams
We will continue our experiential approach to the study of Organizational Behavior by engaging in a personal applied case on the topic of group dynamics and teams. As in Module 1, use the following outline to structure your 4- to 6-page paper. You may use the subtitles as headings for your paper.
Introduction: Discuss the topic of the paper and how you will approach it. It is best to write this section after you have written the rest of the paper.
Concrete Experience: Begin with a specific situation/event. Describe an experience with a group or team that was meaningful to you. It may have been an extraordinarily good experience – or it may have been an experience that did not work out very well at all! The important point is that it should be an experience which you would like to understand better. Be objective and focus on just the facts: who, what, where, when, and how – as if you were composing a newspaper article.
Reflective Observation: Reflect upon that experience from multiple perspectives of persons involved or affected in the experience. Step back from the situation, look at the experience from your own viewpoint, and from the perspective of all other parties involved or affected. You want to look at the circumstances surrounding the experience from every relevant point of view. Why did you behave the way that you did? Why did others behave the way that they did? Did others have the same positive (or negative) experience? Explain. (Note: your discussion of theories and models from your module materials belongs in the following section.)
Abstract Conceptualization: (This Abstract Conceptualization section is the “heart” of your paper.) Use critical thinking skills to understand and interpret the experience at a deeper, more generalizable level. Interpret and understand the events you have described by drawing on the concepts, theories, and models in the background material from this module. Explain how they apply to your experience. For example, what behavior patterns can you identify in yourself and others that are similar to the ones described in the material on communication, teams, and conflict management? Does the model of Force Field Analysis (home page) help you better understand why people behaved the way they did? Be sure to apply at least three concepts, theories, and/or models and cite all references to concepts, ideas, and/or quotes that you use from any outside source.
Active Experimentation: Identify ways to respond to the next occurrence of a similar experience. What have you learned about the way groups work from this analysis? What have you learned from your mistakes? How are you going to put what you have learned to use? What actions will you take to build more effective work teams in your job?
Conclusion: Sum up the main points of your analysis and the key learning you are taking from it.
Reference List: List all references that you have cited in the paper using APA formatting. References include materials from the required background readings as well as any outside internet or library sources you used in researching and writing your paper. If you have APA questions, refer to the optional listings on the background page.

Other (Not Listed) Sample Content Preview:

CASE 2 Group Dynamics and Teams
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Department
Course
Instructor
Due Date
CASE 2 Group Dynamics and Teams
Introduction
People are an asset in groups and teams, and their commitment is essential in group and team projects. Identifying the facilitators and likely barriers in teamwork, including projects, helps plan to meet the objectives. The first step in project management is clarifying and defining the objectives to address expectations and reduce the risk of delays and misunderstandings. On the other hand, the lack of clarity on objectives weakens communication and causes conflicts, conflicts, low motivation, and dissatisfaction among the team members. The case focuses on an advertising and promotional campaign project team and change management, starting with explaining the concrete experience. There are discussions of reflective observation, abstract conceptualization, and active experimentation.
Concrete Experience
One of my meaningful experiences was working on advertising and the promotional campaign project, and the team members leveraged each other's skillsets and collaborated to get the work done. Members were given tasks and responsibilities, and even as I only worked there three months during a summer break, I became part of the team. The workload was divided among the members who had different skills, experiences, and training. There was synergy in the group as different members had their skill sets. It was easier to complete the project in time than if each one was assigned a portion of the project with no coordination and collaboration.
Reflective Observation
For the project leader, completion within the allocated time was an essential performance indicator for the project team members. However, this required individual team members to collaborate and use their knowledge, skills, and expertise to achieve the set targets. Group members had different perspectives on meeting the set targets, while some members were more committed than others. Yet commitment, open communication, and trust are essential for effective teamwork. When there is mutual trust among the team members, it is easier to work together, and the team leader effectively leads the team and promotes the right environment for the team members. Among the less enthusiastic members working for the team, there was uncertainty on their roles and how the group efforts would be rated. Nonetheless, as there was open communication, it was easier to address their concerns. Richard Beckhard's GRPI model (Goals, Roles Interpersonal, and Processes) highlights the need to identify goals for teams, clarify roles, interpersonal relationships, and discuss processes as necessary to foster team cooperation (Kittisarapong et al., 2016).
Abstract Conceptualization
The Force field analysis theory highlights there are driving and resisting (restraining) forces that influence change, and successful change management, where there ought to be a balance between the two forces (Mak & Chang, 2019). Clarity on roles is a driving force as there are no role ambiguities and conflicts. Having a clear roadmap with clear set objectives where the team members know what is expected of them as they have to carry out specific tasks. Coordination was also...
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