Team Motivation
Team Dynamics

The team on which the paper is based is a class discussion team that was formed in the curse of the semester to enable us accomplish the various tasks that would be assigned.

Stages of team development

Our group went through the various stages of development like any other groups with the challenges and the progress handled by the member of the group. The following is a summary of the stages that our group went through. Each stage was characterized by the indicated activities and conditions, with some of these characteristics crossing over to the next stage among a few people.

The group structure was a simple one since it is an academically focused group that was formed to meet the specific tasks before it within the semester and eventually disperse as indicated above. There was the group representative who acted as the link between the group and the lecturer. Then…...

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References

Ann Marie N. & Joyce S., (2009). Group Dynamics and Team Building. Retrieved December 20, 2013 from  http://www.wfh.org/2/docs/Publications/Hemo_Org_Resources/Monographs/HOD4_Group_Dynamics_2-edition.pdf 

Grant, R.W., & Finnocchio, L.J. (1995). Interdisciplinary Collaborative Teams in Primary Care:

A Model Curriculum and Resource Guide. San Francisco, CA: Pew Health Professions Commission.

Mind Tools (2013). Forming, Storming, Norming, and Performing: Helping New Teams Perform

Other elements that could lead to conflict include asynchronicity, the perceptions of what is appropriate for public and for private online spaces, and the limitations of reading and writing. These elements can lead to misunderstanding and to often needless conflict.
To avoid potential conflict arising from such misunderstandings, the authors suggest making "I" statements, which would allow the persons involved to understand the feelings behind the statements. Assumptions, as mentioned above, should be checked by questioning, and elements of active listening are also important. Finally, it is important to acknowledge perspectives other than one's own. It is also important to indicate an understanding that the perspective is one's own and not necessarily that of the others.

The authors also note that conflict will not always be avoided, but can be used as opportunities for learning and growth. When conflicts occur, the persons involved can learn about themselves and the reasons behind…...

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Mind Tools Ltd. (2008). Conflict Resolution.  http://www.mindtools.com/pages/article/newLDR_81.htm 

Moussou, Mihaela & White, Nancy (2004, May). Avoiding Online Misunderstandings. Full Circle Associates.  http://www.fullcirc.com/community/avoidingconflict.htm 

Sookman, Claire. (2007). Team Building: 3 Ways to effective team communication. The Sideroad.  http://www.sideroad.com/Team_Building/effective_communication.html

E-conferencing tools are also useful and include: (1) data conferencing; (2) voice conferencing; (3) video conferencing; (4) discussion forums; (5) chat systems; and (6) e-meeting systems. Collaborative work management tools include: (1) calendars and scheduling; (2) task and project management; (3) workflow systems; (4) documents systems; and (5) knowledge management. (Alibocus, nd)
III. MICROSOFT on TECHNOLOGY COLLAORATION

The Microsoft Corporation reports in the work entitled: "uild Customer Connections" that in order to improve productivity and personal effectiveness that "a good portal and collaboration system provides one-stop access to resources throughout the enterprise." (nd) the provision of technology for collaboration is a provision that enables people and process to collaborate and enables the effectiveness of a team.

CONCLUSION

This work has demonstrated that collaboration in a group is an important aspect of team dynamics. Collaboration enables the group to be more successful in their endeavors and to promote success for the team.

ILIOGRAPHY

Alibocus, Klynn (nd)…...

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BIBLIOGRAPHY

Alibocus, Klynn (nd) Collaboration in the NHS a Commercial Perspective. Kemosabe.biz. Online available at: http://www.kemosabe.biz/resources/Collaboration_in_the_NHS-a_commercial_perspective.pdf

Maldonado, Heidy; Lee, Brian; Klemmer, Scott R.; and Pea, Roy D. (nd) Patterns of Collaboration in Design Courses: Team Dynamics Affect Technology Appropriation, Artifact Creation and Course Performance. Stanford Center for Innovations in Learning. Online available at:  http://hci.stanford.edu/ideas/publications/CSCL2007HM.pdf 

Team Dynamics: Personal, Interpersonal, and Group (nd) DS Performance Group. Online available at: oup.com/index.php?submit=Dynamicshttp://www.

Build Customer Connections (nd) Microsoft Corporation. Online available at: http://download.microsoft.com/download/5/0/0/5000D7E6-AFDC-4CC5-A28C-0C6A385CF8B2/ADS_POC_Build_Customer_Connections.pdf

My 'problems' with group participation are not with the process of becoming a group member but when a real group fails to come into being, and the group is personally polarized rather than productive.

How do individuals maintain their individuality while fully participating in the group process?

Staying focused on the task, listening to others and being willing to change one's mind and still being true to one's values and knowledge -- these are the cornerstones of maintaining one's individuality while still furthering the mission of the group. It is necessary that people retain their individuality, because the strength of a group lies in its multiplicity of perspectives and talents, as well as a sense of common purpose. Participation and dialogue, and creating a communication process that promotes compromise rather than division are all important in making the sense of part of a group feel like a privilege, not a burden.

orks Cited

Allerman,…...

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Works Cited

Allerman, Glenn. (2004). "Forming, Storming, Norming Performing and Adjourning." Retrieved 8 Mar 2007 at http://www.niwotridge.com/PDFs/FormStormNormPerform.pdf

It is critically important that the team be able to speak to each other and the leader openly. If there is no communication hurt feelings will result and oftentimes unknowingly. When team members are feuding between one another it places a great deal of stress upon the whole team. When the focus is upon individual personality differences precious time is wasted which could be spent towards the achievement of goals for the team. It is important to safeguard the team from this by setting up a system of routine meetings where people have a chance to discuss potential problems. (Jefferies, nd)
III. FOUR PHASES of TEAM-UILDING

The work of Moreira states that there are four phases of team building and states those four phases are as follows: (1) Forming: This is period in which team members are becoming oriented and expect to receive implicit instruction; (2) Storming: During this period the…...

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Bibliography

Jack Jeffereries (2nd) Team Dynamics

McNeill, Bellamy & Burrows (2000) Introduction to Engineering Design, 2000-Page G-9

Moreira, Paqula (2003) Building an Effective it Team Step-by-Step Certification Magazine July 2003.

Brownstein, Marty (nd) Resolving Conflicts on the Team: Managing Teams for Dummies.

Teams are organized of people focused towards an achieving a particular goal. Each member is equipped with relevant skills and their approaches are liable to receive feedback by others. Team sizes in the range of 6-12 are generally the norm depending on the project in hand. Increasing team sizes imply overheads in terms of planning the structure and provision of support. Individuals constituting the team are usually not strong enough to serve the project alone. They future of the project depends on how well they can share expertise amongst other members. Teams avoid being dependent on the leader to lay out the entire plan. Members rely on the people responsible for different areas to proceed with the plan. Conflicts are discussed with the relevant members directly rather than waiting for a supervisor to act as the middleman. Performance issues are solved as a team (Mackin, 2007).
Groups can be defined as…...

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References

Mackin, D.(2007) The Difference Between A Team and A Group. Retrieved from  http://www.sideroad.com/Team_Building/difference-between-team-and-group.html 

The importance of workplace diversity. Retrieved from http://www.ehow.com/facts_5200385_importance-workplace-diversity.html

Reid, N.(n.d.) Cultural Diversity and Team Dynamics. Retrieved from  http://ezinearticles.com/?Cultural-Diversity-and-Team-Dynamics&id=2783874 

Levine, A.(2011) Team Dynamics: Understanding your role. Retrieved from  http://www.osa-opn.org/BrightFuturesBlog/post/Team-Dynamics-Understanding-Your-Role.aspx

Shortell & Kalunzy, Work Team Dynamics
If one wants to limit the abuse of power in healthcare organizations, there are several ways to do that. The first one involves who is hired to do the work, because some people are more prone to being power-hungry than others. When a person driven by power is hired to be in charge of others, it is quite clear that person may not be kept in check so easily. Instead of hiring a transactional leader who is focused on giving orders, it would be better to hire a transformational leader who would work with those over who he or she has control and power. Working together as a team and being a good leader is very important for anyone who wants to succeed in healthcare management, and it can also more easily limit the abuse of power that all too many people are focused on.…...

Teams
Over the last several years, the role of leadership delegation has been increasingly brought to the forefront. This is because of the continuing need to use these skills sets in achieving critical objectives. According to Lussier (2010) this is an essential tool that is utilized as a part of their position with him saying, "To execute both roles effectively is a challenge. It is not an easy task, given the high potential for conflicts and ambiguities. Leaders are held responsible for everything that happens in work unit. Yet, they are also required to delegate considerable responsibility and authority to their followers to empower them in resolving problems on their own. In effect, leaders are asked to train and develop followers, who may eventually want the leader's job." (Lussier 2010)

Over the long-term, this allows organizations to train other individuals who can easily fill these roles. This makes them stronger and…...

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References

Bass, B, 1990, 'From Transactional to Transformational Leadership', Organizational Dynamics, vol. 20, no 3, pp. 19 -- 31.

Blanchard, K, 1996, 'How to get your group to perform like a team', Training & Development, vol. 50 no. 9, pp. 34-37.

Chong, E, 2007, 'Role balance and team development: A study of team role characteristics underlying high and low performing teams', Journal of Behavioral and Applied Management, vol. 8 no. 3, pp. 202-217.

Girrard, B, 2009, The Google Way, No Scratch, San Francisco.

Groups and Team Motivation
Groups and Teamwork Essays

First Essay: Analysis of the Differences between Informal and Formal Groups

There are significant differences in the norms, values, strategy and structure of formal vs. informal groups across the communication, strategic planning and problem-solving dimensions of how each type operates. Formal groups are more oriented towards hierarchical and clear lines of authority, including the use of formalized recognition and nonmonetary rewards for exceptional sacrifice and performance on behalf of the group (Meyer, ecker, Vandenberghe, 2004). Formal groups also concentrate more on the specific roles of each member, often clarifying their assignments and expectations. There is significantly more rigidity across the strategic planning and problem solving dimensions of formal groups as well. Communications tends to be more structured and focused on accountability, auditability and traceability over immediacy and quickness.

Informal groups also have specific assignments and requirements for each of their members, however these expectations are communicated…...

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Bibliography

Leavy, B. (2012). Michael Beer on higher ambition leadership. Strategy & Leadership, 40(3), 5-11.

Meyer, J.P., Becker, T.E., & Vandenberghe, C. (2004). Employee commitment and motivation: A conceptual analysis and integrative model. Journal of Applied Psychology, 89(6), 991-1007.

Strengthening Others for Team Excellence
For a team to be successful in their activities, they need a strong leader who will bring the team together by ensuring the team members trust each other and look forward to achieving the goal of the team. According to Northouse (2012), the team leader is important and should exhibit traits such as intelligence, confidence, integrity, and determination. Kouzes and Posner (2012) also suggest similar qualities stating that the leader should be honest, inspiring, competent, and forward-looking. These scholars present different views of groups and teams dynamic, which form the subject matter of this paper.

Group dynamics and cohesiveness

According to Northouse (2012), a group's cohesiveness is promoted by the leader's qualities. The leader should be intelligent, as seen in their communication and problem-solving skills, excellent as seen in their synergy with the team and determined. Kouzes and Posner (2012) define competence as the most important trait to…...

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References

Cleaver, J. (2001). A new team, better work, Chicago Tribune: Working, p. 1.

Cropanzana, R., Bowen, D.E., & Gilliland, S.W. (2007). The Management of Organizational Justice. Academy of Management Perspectives, 21(4), 34-48. doi: 10.2307/27747410

Kouzes, J.M., & Posner, B.Z. (2012). The leadership challenge (5th ed.). San Francisco, CA: Jossey-Bass.

Mathias Dewatripont, & Jean Tirole. (2005). Modes of Communication. Journal of Political Economy, 113(6), 1217-1238. doi: 10.1086/497999

consultant project linked to personnel training. It will address project impacts on corporate performance, asset and fund allocation for the project, ethical and transformational leadership, and leader response to suggestions by team members.
My aim for the proposed project would be: guiding team members in their role choices. I would focus on capitalizing on people's strengths and on the roles they're interested in playing (Writer Thoughts). In doing so, I would aid them in choosing assignments that are capable of meeting their individual goals as well as project goals. Synergy is what I would ultimately aim for.

Impact of Proposed Teamwork Project on Organizational Performance

Coaching or training the entire team simultaneously enables members to understand team dynamics and the importance of teamwork, and choose a role for themselves. In that way, they acquire valuable knowledge on both their area of work and the overall process. Further development ensues, and focus can…...

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References

(n.d.). Effective Meetings, Your Meeting Resource Center. Teams, how to Be an Effective Team Member. Retrieved August 9, 2016, from http://effectivemeetings.com/teams/teamwork/effective.asp

Hendricks, D. (2014). Forbes Welcome. 6 Ways to Empower Your Employees with Transformational Leadership. Retrieved August 9, 2016, from  http://www.forbes.com/sites#/sites/drewhendricks/2014/01/27/6-ways-to-empower-your-employees-with-transformational-leadership/#3b27f1403268 

Kercher, K. (2007). Corporate Social Responsibility: Impact of globalization and international business. Corporate Governance eJournal. Retrieved, from  http://epublications.bond.edu.au/cgi/viewcontent.cgi?article=1003&context=cgej 

Monahan. (2012). A Review of the Literature Concerning Ethical Leadership in Organizations. Emerging Leadership Journeys, 5(1), 56-66. Retrieved, from  http://www.regent.edu/acad/global/publications/elj/vol5iss1/ELJ_Vol5No1_Monahan_pp56-66.pdf

team dynamics a. Describe the process your team has used to form, storm, norm, and perform. At this point, where do you believe your team is in the team formation process?
During the formulation part of the team-creation process, our group was fairly formal in the way we related to one another. e were respectful, but cool. Then icebreaking conversation and structured discussion of the expectations awaiting us all over the course of the project established some initial and warmer forms cohesion, although we were still keeping along with the often unspoken "rules of behavior" that are observed within a new group. (CSL, 2005) During the 'storming' stage, some members of the group began to emerge as more dominant, as more specific and controversial issues had to be addressed beyond the getting-to-know-you process.

At present, the group is still in the 'norm' phase. One of the group members was forced to leave…...

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Works Cited

Allerman, et. Al. (2004) "Form Storm Norm, Perform. Retrieved 23 Feb 2005 at http://www.niwotridge.com/PDFs/FormStormNormPerform.pdf#search='Forming%20Storming%20Norming'

Butt, Joe. (2004) ENJF. Retrieved 23 Feb 2005 at www.typelogic.com

Center for Service and Leadership: CSL. (2005) George Mason University. Retrieved 23 Feb 2005 at  http://www.gmu.edu/student/csl/5stages.html 

WPI. (2005) "Group Information." Retrieved 23 Feb 2005 at  http://www.cs.wpi.edu/~dcb/courses/CS3041/Group-info2.html

Team-Building
Creating and providing upkeep for team cohesion and continuity can be a tricky thing in the modern workplace. There are a number of things that must be dealt with. There are also a number of factors that contribute to teams becoming shaky or even dysfunctional. While choosing the overall topic of team-building can lead to the casting of a very wide net in terms of overall topics, this report shall focus on a few things in particular. They will include the betterment of overall management practices, the elements that are inherent to a good team environment, the avoidance of conflicts before they start, ways to improve communication and strategies that can be used to avoid conflicts in general. While creating and upholding proper team dynamics is not rocket science, there are some important tactics and ideas that should be utilized and employed and not everyone knows (or cares to know)…...

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References

Acevedo, P. (2016). Protecting your Team does not Mean Protectionism. LinkedIn. Retrieved 4 July 2016, from  https://www.linkedin.com/pulse/protecting-your-team-does-mean-protectionism-pedro-guillermo-acevedo 

Bouton, K. (2015). Recruiting for Cultural Fit. Harvard Business Review. Retrieved 4 July 2016, from  https://hbr.org/2015/07/recruiting-for-cultural-fit 

Quast, L. (2013). New Managers: 4 Reasons You Need An 'Open Door' Policy. Forbes.com. Retrieved 4 July 2016, from  http://www.forbes.com/sites/lisaquast/2013/10/07/new-managers-4-reasons-you-need-an-open-door-policy/#7066af5f826e 

Red Shoes PR. (2013). 5 reasons why team building is important - Red Shoes PR, Inc.. Red Shoes PR, Inc.. Retrieved 4 July 2016, from  http://redshoespr.com/5-reasons-why-team-building-is-important/

Team Organization
Models for team behavior within the organization

Teams have become an increasingly ubiquitous part of complex, modern organizations. One survey of 962 H leaders found that fifty-four percent of respondents spent up to 30% of their day in team settings (Blanchard 2012). No longer are individual employees solely appraised in terms of their individual usefulness: their ability to function as part of a team is essential. "Organizations are more networked, more flexible, and more dynamic than ever before. Outsourcing, globalization, and competitive pressures are forcing organizations to rely more on work teams comprised of not only of employees, as well as outside experts or counterparts from allied organizations" (Blanchard 2012). Teams may composed of a combination of external or internal employees and they are invariably diverse and multifaceted.

Although every team is different, certain genetic rubrics have been developed to assess how teams function, the most famous of which is Bruce…...

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References

Blanchard, K. (2013). Critical role of teams. Retrieved:

 http://www.kenblanchard.com/img/pub/pdf_critical_role_teams.pdf 

Chapman, Alan. (2009). Bruce Tuckman: Storming, norming, and performing. Retrieved:

 http://www.businessballs.com/tuckmanformingstormingnormingperforming.htm

Team and Tension
The major components of House's Path-Goal Theory are directive leaderships, supportive leadership, participative leadership, and achievement-oriented leadership. Each leadership style has its own unique attributes which correlate directly to an individual's personality traits. For instance, directive leaders tend to have a more authoritarian approach to leadership. They tend to establish working hierarchies of relationships and reporting structures. Directive leaders also tend to operate as a single leader with sole responsibility over a limited amount of resources. As such directive leaders are particularly effective in routine and repetitive environments that adhere to strict requirements. Manufacturing and retail management positions tend to be very effective positions for directive leaders. Directive leaders give subordinates instructions about their task, how it is to be performed, and the time frame in which it needs to be completed. There is often very little freedom in regards to how the task should be accomplished. Instead,…...

1. The importance of selflessness in building strong and harmonious relationships.
2. Exploring the concept of selflessness in different cultures and religions.
3. The impact of selfless acts on personal fulfillment and happiness.
4. Examining the role of selflessness in personal growth and development.
5. The psychological and social benefits of selflessness.
6. The challenges and rewards of practicing selflessness in modern society.
7. Analyzing real-life examples of selflessness and its impact on individuals and communities.
8. The role of selflessness in leadership and its impact on team dynamics and performance.
9. Exploring the connection between selflessness and empathy.
10. Critically evaluating the limitations and potential negative consequences of....

1. Analyzing the impact of employee turnover and training on the success of the Benihana simulation.
2. Exploring the role of communication and teamwork in achieving optimal performance in the Benihana simulation.
3. Investigating the effectiveness of decision-making strategies in maximizing profitability in the Benihana simulation.
4. Evaluating the importance of customer satisfaction and feedback in the Benihana simulation.
5. Examining the potential challenges and obstacles faced by participants in the Benihana simulation and strategies to overcome them.
6. Comparing and contrasting different approaches to managing and optimizing resources in the Benihana simulation.
7. Discussing the role of leadership and delegation in achieving success in the....

1. The impact of leadership styles on organizational culture in healthcare settings
2. The role of emotional intelligence in healthcare management
3. Ethical considerations in healthcare decision-making and resource allocation
4. The importance of strategic planning and implementation in healthcare organizations
5. The challenges and opportunities of integrating technology in healthcare management
6. The role of communication and teamwork in improving healthcare outcomes
7. The impact of healthcare policy and legislation on organizational management
8. The role of diversity and inclusion in creating a more equitable healthcare system
9. The importance of continuous quality improvement in healthcare management
10. The challenges of managing change and innovation in healthcare organizations.
11.....

There are a few reasons why we came third in our athletic competition:

1. Strong competition: The teams we were up against had extremely talented athletes who performed exceptionally well on the day of the competition.

2. Lack of preparation: We may not have trained as rigorously as we could have leading up to the competition, ultimately impacting our overall performance.

3. Injuries or setbacks: Sometimes unforeseen circumstances such as injuries or other setbacks can hinder our ability to perform at our best during competition.

4. Strategy: Our game plan or approach to the competition may not have been as effective as it could....