The goal of this project is to make a article on our group work. My experience and what I learnt while working in the group. Within the MBA module, we've been allocated into different groups, and my group number is 4. We were come up with by our teacher "Mr. Parry" to do group work. We were asked to complete a project over a team basis utilizing the information we learnt in this component.
During our 30 minute period for the program and strategy of the project, our group became a team, as defined by Belbin (Mullins 2002:468) that 'the quintessential feature of a tiny well-balanced team is the fact leadership is shared or rotates whereas large groupings typically throw up solo market leaders. 'As a big group we have chosen one innovator.
Our group has the characteristic of Tuckman's model (Mullins 2002) of successive phases of group development and relationships: forming, storming, norming and undertaking. We also take up the Brainstorming procedure (Mullins 2002) in the debate, where we were creating ideas without any criticism or rejection at the beginning and our target was to complete our task within given time frame.
During the team work, I notice that everyone possessed his/her own learning style, and received different effect finally. Some individuals, with good learning behavior, grasped the ideas easily and completed their work quickly, while some people were not so useful. This makes me realize the value of learning style and education. Through education, people can coach their learning styles, in order to attain a brighter life in future. It's as my friend said: "Once you graduate, you have discovered how to study. " I am looking to achieve this during my study.
Our team has the attribute of Belbin's team role (Boddy 2002). The jobs of implementer, co-coordinator, shaper, place, monitor-evaluator, team employee and completer has rotated within our group. Team leader was a team worker and I was finisher/completer within the team. Our team head co-operated and listened to the ideas, tried out to release the strain within the team and make sure we're able to complete the duty on time. I got the shaper and flower during the beginning of the task, I drove and encouraged everyone to get over obstructions, where people was having problem with their ruler, then we leader turned into the co-ordinator's role at the end of the time, he solved the condition of Kay taking too long on measuring and re-organised the work process. Shervin was also the implementer and monitor-evaluator within the team, he's very reliable for his own job and very productive, and he spotted that Kay was having troubles measuring and he quickly helped out. I used to be also did the trick as the co-coordinator within the group, where I helped we head to organise the task for every single one folks at the start, clarified what you want to achieve.
During the group conversations, we chose to write about different facets of Job discrimination, particularly the Benefits and finish which is done by Raj, the issues and issue in the business of UK with current examples was done by Me, Psychological influence on employee this part is done by Zincy, solution and advice part is performed by Shervin. Kay was helping Sherving and I got Zeeshan as a helping hand.
Berne (Mullins 2002) discovered and tagged the ego state governments as child ego express, adult ego condition and father or mother ego state. They all appeared in your team through the assignment process. We were all in the adult level when we were planning the task; we made many ideas and selected the simplest way to create the presentation. Some people also experienced the mother or father ego stage when they observed Kay struggling with the way of measuring and we offered and organised help for him. Zeeshan was very quiet the whole time during the session so that it was very difficult to share with anything him. Kay possessed the child ego stage almost all of the time, he had an individual problem and he was on the phone during the assignment process. It appears if you ask me that his aim was to quickly end the duty and get away to solve his own problems.
Mullins (2002) recommended there are many factors which impact group cohesiveness and performance:
Membership - Size of group, compatibility of members and performance.
Work Environment - Nature of process, physical setting, marketing communications and technology
Group development & Maturity - Forming, storming, norming and performing
Organisational - management & control, personnel guidelines & methods, success and exterior threat.
There were only 6 folks in the group therefore there is no issue in marketing communications. We experienced the periods in group development, we tried out our better to help each other outside lectures, we supported each other, and therefore there was very little personality clash in your group. Although there can be an age difference in your group, we cared for each other equally. From each one of these factors, I considered that people were a strong and cohesive work group.
Group Leadership
Raj was the first choice in the group whenever we were planning for assignment, I would describe his management style as democratic (Mullins 2002). There was great connection within the group and most of us worked together as a team. Most of us possessed a say in the program for assignment before the decision was made.
I took over the authority in the task process. I had formed the laissez-faire (genuine) style (Mullins 2002), I allowed everyone to work widely, but stepped in after i thought help was needed.
Raj and I both have the leadership patterns of the Ohio Talk about Studies advised by Robbins & Coulter (2003). We were both a high-high innovator where we incorporate the initiating structure and thought. We searched for goal attainment and attemptedto organise work and goals, but raj had a stronger awareness as I think the shared trust and respect within the group is more robust for him.
Decision Making
We used the Brainstorming strategy (Mullins 2002) to generate many ideas for the assignment, and then we gathered the ideas and mentioned the simplest way of producing the cards. The decision was created by consensus, which most of us decided on, so there were no conflicts in the decision.
Formation and development of group
Our team experienced the Tuckman's model of successive levels of group development. The forming level occurred whenever we started in the same school, where we were tried out to learn information from others. Lot of time was spent in the storming level in the group even as do not get on well with each other; we were also not yet determined about our target of the task. The Norming stage was self-explanatory, as we set up our own skills and we decided to perform our task within the assignment process. We were very happy by outcome this is the result of the performing stage. The end of the activity is the adjourning level because the task is completed.
Working process and group development
Initially I was really excited about this group work. Like a foreigner, this is a good possibility to practice my communication skills and group working skills. As a result, I tried to get hold of our users by sending text messages and set up the first casual meeting by the next week. Bass and Ryterband suggested that as "original development of trust and account" (Martin, J, 2002, P. 191): when people hook up at first time, they always try to build trust and self confidence to one another in order to prepare for the future work.
According to Belbin's the nine-team tasks theory, my group was dominated by certain people who required the responsibilities, such as we leader. The rest of us were team worker, and responsible for researching and we leader made the Website. Clearly, my group member built knowing of the group's aims and shared goals. In addition, every member also recognized their established jobs within the group and acted appropriately. Ideally, this will have been achieved in the "storming' level" of group formation. (Martin, J, 2002, P. 192)
The communication composition of we was the All Route networks suggested by Robbins & Coulter (2003), where information moves openly amongst us. Since we were not a formal team the Chain and Wheel communication networks didn't exist. We each acquired a job and maintenance function, we attempted to resolve problems quickly and we all encouraged and backed each other while we were in the task process.
MAKING A WEBSITE
We also made an website to communicate with the other person where everyone was suppose to upload their findings on the website, once documents are uploaded anyone could go on the website login with their unique user ID and Password and could see the content, have live speak to anyone who's online or leave touch upon this content of the research of others.
The division of the task between group participants. Generally we achieved this goal. We split into five organizations, and then pairs were delegated to investigate specific areas within the organization. The sole problem that occurred was self-discipline of some group customers.
There was many discord inside our group. Problems were resolved quickly in your group. We were a little in back of out time. After we have shaped in a group by our teacher there have been so many problems came up to chose subject matter and when our team leader developed this issue of discrimination still there were cause of dissatisfaction amongst customers of the group, as a few of them were consent where some of them weren't. In person speaking I had not been agree with the fact too as this part of Diversification and Discrimination had not been been discussed inside our classes but after I was talked about by Team Leader I went home and gave my time acquired explored where I came to learn so a lot of things about the chosen theme i. e. Discrimination, and I recognized that would be an important issue which has to be looked upon as it could occur in any individuals career.
Difficulties and weaknesses
During the procedure, we also possessed many problems and issues. For example it was difficult to assemble all the group customers, the whole team lacked the capability to sit down and plan together successfully. Especially, it was very difficult to set up the getting together with time, because some people in the group did not always show up in the regular meetings. Even a few of our customers I met only once. Therefore, we needed to rearrange our meetings again and again. It could be recognized as Belbin's description (Martin, J, 2002, P. 237): people do not have enough morale. This inspires me that in real business team, e. g. , hi-tech research and development team, the main things is to bring people collectively. This is precisely what a team leader does indeed. Everyone can program, but only a head may bring team players along, inspire them, and encourage them. This is also the purpose of the course I'm taking - to understand and be head for business management.
Furthermore, some members could not hand in their research promptly, so the entire report was completed very later and we did not have enough time for you to do the PowerPoint. As stated by Laurie J Mullins "certain responsibilities can be performed only through the put together efforts of lots of individuals working together". (Laurie J Mullins, 2002, P. 470)
What is more, some members were timid and uncomfortable to speak out their thoughts and opinions. I am a confident person, but I thought that each and every time I spoke out I got taking a risk because sometimes the group did not talk about the same views as me plus they would laugh now and then, this could be very humiliating, but nothing at all personal.
Challenges and benefits
I really enjoyed working as a team, and I felt I have contributed a whole lot, I am easily encouraged and I usually try my better to do my research. I noticed that my self-assurance has increased by doing the group exercises, and I am a lot more comfortable within the group.
The most challenging area of the display is the Developing part, which includes been done by me, when I found no-one is taking interest to work out on the presentation then I took this opportunity and make the display slides where after I did it every one was happy with it.
My contribution
The title of this task was "employee discrimination. " Directly after we had made a decision, the subject was separated into many parts and everyone had a need to do one. My process was to find out why the discrimination been around in the united kingdom. Firstly, I did so some research from the web, I collected some articles and found several websites which i thought may be helpful for our project, but I identified that I possessed zero idea as there have been too many details and occasions under this subject; I did not know the place to start. Then I understood it was extremely difficult to get my job finished without any clear concentrate on. Therefore, I chose "metropolitan law enforcement "as my matter to start and I found it was easier for me to do the study again. Secondly, I needed also read magazines and look for even more information relevant.
I researched the issues of Metropolitan Law enforcement officials and the many appropriate issues of Private and general population sector. In the group, my role was to explicate the discrimination issues in Private and federal sectors of the UK. My part also included information on usually in Metropolitan Authorities of London. How discrimination has been taking place and any employee who are working in the organization is been battling to get right popularity and promotion within the organization, Problem in any Public, Privet or federal government sector's which will de-motivate the employee of any business and company cannot get highest production from each n every worker.
My role within the group of the four portions comprised of the companies issues and a spot from the situation section in the demonstration. Firstly, I made a decision to research the many career issues of companies, and targeted to develop on lots of these issues. I investigated these certain aspects by using different types of research. I also launched the reality of the occupation issues of Private and federal government sector and turning up on explored data tips in the graph, that was from the worker issues. I explained the number of main issues to the class and just why these points exist.
Evaluation
We possessed the characteristics of an effective group which was advised by Pettinger (2002). The atmosphere was relaxed and informal, the objective of the task was cleared and there was little conflict. More often than not we all respect each other's views and pay attention to others, this resulted in a high degree of dedication between us and also to the duty. The decisions were come to by consensus and ideas were portrayed freely and openly without not much criticism or rejection. The control was shared in our midst based on the dynamics of the responsibilities.
