Self Development through Team Work Social †Myassignmenthelp.Com

Question: How to Self Development through Team Work Social? Answer: Introduction I have understood that the teamwork is an important process in the organization. It is defined as the process of effective collaboration with certain groups of people so that a goal can be achieved (Hill Bartol 2016). It is considered as the phenomenon in which the employees cooperate within each other so that the individual skills are used for constructive feedback. I think that teamwork and social interaction is common in all organizations. The modern day organizations are striving to become competent in the global market (Galegher, Kraut Egido, 2014). This job cannot be done alone and it requires the interaction of several competent teams. When I was in my college life, I did not realize this and thought that if an individual performs well in an organization, then also the organization can perform well. However, I realized the importance of team work only when I joined my first organization. This self-reflection module would discuss the different theories related team work, soci al interaction and self-development through these activities. My personal, organizational learning along with the theories would be discussed, which would also determine how this information would be useful in future. Discussion I have always wondered how the team work would help me to learn new skills, concepts and knowledge. In the initial period of my organizational experience, I was afraid of interacting with people as it made me feel nervous. I have always thought that knowledge can be gathered by only reading and exposing myself to audiovisual modes. However, I realized that I was not right in my thinking and social interaction has major interaction on the self-development of an individual. Team work increases collaboration among people, which ultimately increases the productivity of the employees (Melo et al., 2013). It is an effective approach that for completing work in an effective manner and it increases the performance of the team members. During my initial days of career, I was involved in a series of meetings and group presentation to the clients. I was there with a team of four members, who belonged to different cultural background and I found it difficult to manage the cultural diversity of the team. In the initial levels, my team mates faced challenges of cultural differences and there were no communication or cooperation within the team. I have learnt about conflict management in my course and I found that conflict is integral to the functioning of any team. Conflict is considered as healthy or unhealthy depending upon its nature. The healthy conflict comprised of the different issues in perspectives, values or the ways of doing a task (Harper, 2015). Our gr oup faced healthcare conflict in this stage. However, there is also the existence of the unhealthy conflict, which is characterized by unnecessary competition over power, resources or rewards. There can be personal grudges or grapevine, which are considered as unhealthy sources of conflict (Adkins, 2017). In my group, there were ineffective communication owing to the diverse group members. I always took active part in reducing the level of conflicts in my team. I did this by choosing a common language English and giving a script of the presentation to all the group members so that they can refer to it instantly. I have learnt that it is not sufficient to have bookish knowledge and it is important to have practical experience. I have read many books on conflict management, however, I learnt the practical aspects of managing conflicts when I started working in a team. As opined by Natvig and Stark (2016), the Tuckman as well as Jensen model of the group development focuses on the fact that the development of a group goes through five distinct stages such as forming, storming, performing, norming and adjourning. In the initial stage of the client presentations, the team members were apprehensive about the level of comfort and there was a lack of communication as the members were not comfortable with each other. I took an active part and ensured that the team has clear goals, objectives and mission so that the team outputs are not compromised. I also engaged in improving the interpersonal communications within the team. On the this stage, I saw that there was some discomfort as well as confusion. This stage was followed by the storming stage, which is synonymous with social icebreaker (Levi, 2015). In this stage, we engaged in greater interaction with each other and shared some aspects of personal life too, so that there is a development of the effe ctive interpersonal relationships. This helped me to develop a sense of connection between the team members, in which there were greater sense of empathy. I considered that the first task of developing one of the robust team charter was to know each other in a better way and then form a way of accomplishing particular tasks. We shared small talks in which our goals and interests were discussed. However, one of the characteristics of the forming stage was project requirements and then individual roles. I defined the roles of my team members, but they did not agree with me initially. However, after mutual agreements, I was able to convince them about the important roles. These were the basic elements of the storming stage. The norming stage is synonymous with a cohesive team in which the conflict is reduced and there is an increase in the team confidence (Li, Kirkman Porter 2014). I have developed ground roles in the team and I was also successful in making good social relations which have enhanced my group identity. I realized that if I perform well alone, then there is no use as my team productivity would be the same. Hence, I instilled the sense of team bonding and my team became strong. The team proceeded towards the performing stage in which the team was successful in giving a brilliant presentation to the client and they praised about the teamwork that we showcased. This was possible only due to the collaborative effort that is displayed by my team. My team enjoyed the social creativity and the process that helped them to achieve the task objective. I was promoted to manager level after the previous accomplishment of the presentation as the client was extremely satisfied with our approach. I tried to bring greater cohesiveness in my team and I never acted as a dictator. I believed that the performance of my team would be helpful in fulfilling my organizational objectives. I was apprehensive about channelizing the way of tapping the potential of my team. I learnt that the tasks would be delegated to the team members based on their competency and skills. According to Lehmann-Willenbrock, Beck Kauffeld (2016), Belbins team roles specify the nine different behaviors possessed by individuals in the work place. I have read about Belbins team roles and have decided to implement the same in my team. I have learned that a few members in my team are resource investigators as they like to explore different opportunities. I decided to put them in the marketing departments, in which they can successfully find new market segments for expansi on. There were some members in my team who were coordinator, as they had the skills of identification of talent and clarification of the goals. I found them to be suitable for carrying out the human resource activities and they were able to recruit the best manpower. I feel that it is the job of a manager to bring together the team members and delegate tasks that would enhance their productivity. I gained the essential skills of the delegation during my group work in the initial days of my career. I was happy that I could effectively use it in my present job role. When I was performing my duties as manager, I found that there were some members of my team, who were unable to give the desired level of productivity. This was the reason of underperformance of my team as a whole. I found that a few members in my team were very demotivated, which was reflected in their work performance. Drnyei Ushioda (2013) says that motivation is the direction of the behaviour of a person which is influenced by external stimuli. My team members complained that there was no salary increment for last two years and this prevented them from concentrating on their work. There were instances when they were unable to complete the allocated tasks to them. I was very confused about the right tactics of making them understand since this is a similar situation and I have also gone through similar situations. I realized that even if I have suffered from the same thing, it is my duty to give adequate amount of motivation to my team. I let them understand that I would personal ly take the matter to senior management as well as senior HR managers. I tried to convince them about the different financial as well as non-financial benefits that I would propose to the senior management. I said that I would ensure that they get both these benefits. This assured them that their hard works would be recognized by the management and this increased their motivation levels. The motivation level of the team is important so that everyone gives their optimum output and the team can achieve the organizational goals (Huang Hew, 2016). I have learnt that communication is vital for the success of the team and hence promoted clear channels of communication (Broadbent, 2013). I motivated the team members in a way that they engaged in communicating the vital information to their fellow team mates. This helped the team members to stay up to date and perform in a collaborative manner. Conclusion I gained very important teachings from this reflective learning exercise which would help me in the future professional development. I engaged in group presentations, where there is a lot of team work needed. I learnt that there are initial conflicts in the team as the team members are not aware of each others backgrounds. I also learnt that it is possible to promote good interpersonal relationships by breaking the ice or brainstorming sessions. I have learnt that it is important for proper delegation of work, which would help me in the accomplishment of goals in my future life. I have also learnt the fact motivation keeps a team going and is instrumental in achieving the desired level of outputs. This would help in my future career by enhancing the motivation level of myself and my team. References Adkins, K. (2017). Failure to Communicate: Gossip as Institutional Conflict. InGossip, Epistemology, and Power(pp. 77-106). Springer International Publishing. Broadbent, D. E. (2013).Perception and communication. Elsevier. Drnyei, Z., Ushioda, E. (2013).Teaching and researching: Motivation. Routledge. Galegher, J., Kraut, R. E., Egido, C. (2014).Intellectual teamwork: Social and technological foundations of cooperative work. Psychology Press. Harper, C. (2015).Organizations: Structures, processes and outcomes. Routledge. Hill, N. S., Bartol, K. M. (2016). 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