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    Team ignite charter_tels3365 Team ignite charter_tels3365 Document Transcript

    •     Team  Ignite  Charter      
    • TEAM  MEMBERS   3   MOTTO   3   MASCOT   3   VISION   3   MISSION   3   GOALS   4   ROLES   7   GROUND  RULES   9   WORK  PLAN   10   SELF  ASSESSMENT  PLAN   12   FORMS   14      
    •   Team  Members     Garron  Ballard   Gabe  Cedillo   Chioma  Azubuko   Erika  Cardona   Khyl  Pena   Sisung  Park   Motto       Your  phone  is  an  extension  of  your  life.  Protect  it.   Mascot       A  single  red  flame,  representing  the  life  force  of  students  at  the   University  of  Houston,  their  pride  in  their  school  and  Cougar  Red,   which  aligns  with  the  brand  of  the  University  of  Houston   Vision       Our  top  priority  is  to  ensure  that  as  mobile  phones  increasingly   become  integrated  into  our  daily  lives,  students  will  become   aware  of  equally  increasing  threats  to  their  livelihood.   Mission     Ignite  is  a  collective  group  of  students  who  saw  increasing  mobile   phone  security  issues  at  the  University  of  Houston  and  decided  to  
    • do  something  about  it.    As  a  group  we  are  using  available   resources  to  raise  awareness  of  the  growing  need  to  inform  and   educate  students  regarding  mobile  phone  safety  and  security  to   ensure  a  safer  learning  environment.         Through  working  together,  several  of  us  have  noted  we  each   possess  different  skills,  knowledge  and  experiences  which  when   shared  and  approached  correctly  provides  for  a  synergistic   effect.    Through  various  media,  interviews  and  an  event  to  raise   awareness,  our  hope  is  that  University  of  Houston  students  will  be   more  aware  of  their  surroundings,  especially  when  using  mobile   devices.         Within  a  few  weeks  we  intend  to  begin  raising  awareness  through   school-­‐wide  campaigns  using  print,  web  and  social  media,  and   within  a  few  months  we  expect  to  host  a  video  documentary   premiere  to  gather  attention  and  support  for  our   campaign.    Eventually  we  hope  to  spread  this  awareness  to  other   campuses.     Goals     Utilizing  viable  and  interactive  methods  for  propagating  mobile   device  safety,  we  will  strive  to  ensure  that  the  present  state  of   phone  related  thefts  on  campus  decrease  by  20%  of  its  current   rate  within  a  four-­‐month  period.  We  must  first  take  action  to   present  phone  theft  as  a  serious  issue  on  campus.  We  will   encourage  our  fellow  students  to  be  aware  of  the  existing  threats   as  well  as  to  adopt  the  methods  of  phone  safety  we  present.       In  effort  to  achieve  our  ultimate  objective  within  a  timely  and   organized  manner,  we  will  adhere  to  following  goals:  
    •   I.  Mold  Ignite  into  a  highly  effective  and  proficient  organization   • Ensure  that  all  members  have  access  to  various  means  of   communication  such  as  phone,  Internet  and  video  chat.     • Attend  weekly  meetings  if  necessary  to  ensure  that  all  team   members  are  on  the  same  page  and  understand  the  tasks  at   hand.   • For  team  members  to  be  held  accountable  for  all  tasks   assigned   • Join  a  designated  Google  Group  to  keep  track  of  updates   within  the  organization     Measurements   • Ensure  that  all  team  members  are  on  the  same  page   • Ensure  that  all  team  members  understand  the   individual  tasks  assigned,  as  well  as  the  team’s   overall  mission   • Proceed  to  perform  tasks  in  a  timely  and  well   organized  manner       a. Obtain  permission  from  UH  heads  to  carry     out  events  held  on  campus  by  September  1   b. Design  and  set  up  posters  at  PGH,  UH     housing,  and  UC  underground  by   September  20   c. Start  production  of  video  by  October  1   d. Hold  mock  phone  swiping  event  at  PGH  on   October  18   e. Broadcast  video  on  UH  webpage  and     through  UH  social  media  accounts  by   October  25  
    •   II.  Present  phone  theft  as  a  serious  issue  on  campus   • Gather  factual  reports  of  stolen  mobile  devices  and   attempted  robbery  incidents  on  campus   • Develop  flyers,  posters,  videos,  message  boards  etc.  in   order  to  relay  the  information  collected  from  the   reports  obtained   • Emphasize  the  repercussions  associated  with  careless   phone  handling  through  a  mock  phone-­‐swiping  event   Measurements   • Effectively  showcase  the  increasing  statistic  of  phone  thefts   on  campus   • Students  gain  insight  on  the  increasing  trend  of  mobile   device  robberies  on  campus       III.  Issue  advice  to  students  on  how  to  keep  their  property  safe   • Produce  a  safety  video  pertaining  to  cell  phone  security.     Measurements   • Students  make  a  greater  effort  to  adopt  methods  of  phone   safety   • Decrease  the  existing  level  of  mobile  device  robberies     IV.  By  adhering  to  the  goals  mentioned  we  will  be  able  to              achieve  the  following  rewards:     • A  substantial  decrease  in  the  amount  of  phone   robberies  on  campus   • Students  gain  insight  on  the  threats  presented    
    • • Obtain  a  safer  campus  and  learning  environment     Roles     Team  roles  were  initially  suggested  by  the  team  leader  and   created  based  on  feedback  of  individual  strengths  and   weaknesses  of  team  members  through  email.     Team  Leader/President:  Garron  Ballard   • Primary  strengths  are  writing,  leading,  digital  media  and   efficiency   • Provides  direction  and  approval  of  all  team  activities   • Serves  as  Senior  Editor  and  finalizes  documents  before   submission   • Looks  ahead  to  accurately  set  timetables  for  deadlines  and   ensures  objectives  consistently  move  forward   • Thoroughly  understands  the  organization  and  all   assignments  and  projects  in  order  to  provide  clarity  of  goals.   • Strives  to  facilitate  effective  communication  among  all  team   members   • Makes  ultimate  decisions  based  on  fair  consideration  of   suggested  ideas     Vice  President/Art  Director:  Gabe  Cedillo     • Primary  strengths  are  tied  to  graphic  communication,  and   marketing  concepts   • Assists  with  time  keeping,  finalizing,  and  motivating     • Assists  with  researching  and  facilitating  information     • Utilizes  knowledge  of  design  by  providing  conceptual  insight   and  directing  the  graphic  designer  
    • • Manages  conflict  by  facilitating  fair  and  open   communication  between  conflicted  parties.     Treasurer:  Chioma  Azubuko       • Primary  strengths  are  related  to  business  management  and   marketing   • Estimates  costs,  profits  and  materials  of  the  project   • Assists  in  outlining  a  business  plan  for  the  organization   • Coordinates  resources  needed  to  complete  the  project  with   the  Secretary     Secretary:  Erika  Cardona     • Primary  strengths  are  related  to  time  and  record  keeping,   and  videography   • Creates,  utilizes  and  enforces  team  assessment  tools   • Records  weekly  progress,  results  of  meetings,  and  behavior   of  team  members   • Helps  treasurer  coordinate  resources  needed  to  complete   the  project.   • Assists  with  creating  an  agenda  for  team  meetings     Graphic  Designer:  Khyl  Pena     • Primary  strengths  are  related  to  design,  creating  reports  and   technology   • Create  graphics  representing  the  organization   • Assists  Research  Manager  with  gathering  research  and   statistics     Research  Manager:  Sisung  Park     • Primary  strengths  are  in  IT,  collecting  and  classifying   information   • Researches  facts  and  statistics  related  to  cell  phone  security  
    • • Effectively  conveys  relevant  information  to  the  team     Ground  Rules     Administrative   • Team  members  are  expected  to  send  all  communications   through  a  private  Google  group  in  order  to  keep  topics   organized.   • All  team  members  are  required  to  have  a  Gmail  account.   • Assignments  will  be  posted  as  a  shared  Google  document,   which  all  five  team  members  can  work  on  simultaneously  in   real  time   • When  working  on  the  shared  Google  document,  members   should  mark  the  section  they  work  on  with  their  name  and  a   different  color.   • An  online  meeting  will  be  called  at  the  discretion  of  the   Team  Leader  if  communication  becomes  less  than   satisfactory  through  our  evaluation  methods  on  Thursdays   at  7pm  using  Google  +.   • All  assignments  will  be  submitted  for  final  approval  by  the   Team  Leader  at  least  24  hours  before  the  due  date.     Task   • Since  initial  team  communications  have  flowed  easily,  the   need  for  a  physical  meeting  is  unnecessary  if  team   communication  continues  to  flourish.   • Members  will  strive  to  provide  their  best  work.  
    • • All  team  members  are  expected  to  participate  in  the   completion  of  each  assignment  regardless  of  their  roles.   • The  Secretary  will  record  team  progress  on  a  weekly  basis.   • Team  members  should  step  forth  to  ensure  that  all   participation  is  equal  among  assignments.     Interpersonal   • Extreme  opposition  to  any  decisions  will  be  settled  by  a   majority  vote.   • Team  members  will  remain  respectful  and  considerate  of   each  other.     Work  Plan     1.  Group  Introduction/Organization   o Initial  Communication  via  Email  Correspondence   (09/03/2103)   o Establish  strengths  and  weaknesses  (09/04/2013)   o Establish  roles  and  responsibilities  (09/05/2013)   o Create  Google  Group  and  Cloud  Document  Suppository   (09/06/2013)   2.  Create  Team  Charter   o Clarify  understanding  of  assignment  (09/04/2013)   o Assign  tasks  according  to  Team  Roles  (09/06/2013)   o Finalize  Concept  of  Project  (09/06/2013)   o Submit  all  sections  of  Team  Charter  and  compile   (09/09/2013)  
    • o Finalize  and  Sign  Team  Charter  (09/10/2013)   o Submit  Team  Charter  (09/11/2013)   3.  Researching/Proofing  of  Information   o Asses  Personal  knowledge  of  Technology  Security   o Research  using  University  Databases  and  Professional   Connections   o Conduct  Test  for  Validation  of  Improving  Security   Concepts   o Assemble  knowledge  for  Initial  Presentation   Public  Awareness   o Create  media  to  raise  public  awareness   § Social  and  eMedia  (facebook,  UH  site,  etc.)   § Print  media  (t-­‐shirts,  lawn  signs,  posters)   (9/20/2013)   § Mobile  Security  Video  Production  (10/01/2013)   o Conduct  events  to  assess  Public  Awareness   § Film  interviews  (10/18/2013)   § Surveys   o Inform  Public  of  Current  Level  of  Awareness   § Film  Interviews     § Film  Documentary  showing  (Weeks  of  Welcome   Spring  2013)   o Educate  Public  on  Sources  of  Information  to  Increase   Public  Awareness   § Social  and  eMedia  (10/25/2013)   § Film  Documentary  showing     Mid-­‐Semester  Progress  Report  (10/09/2013)  
    • o Obtain  individual  progress  from  team  members   (10/02/2013)   o Detail  information  regarding  overall  team  progress   o Detail  information  regarding  Team  Dynamics   o Compile  information  and  submit  for  Team  review   (10/07/2013)   o Approve  and  Finalize  Progress  Report  (10/08/2013)   o Submit  Progress  Report  (10/09/2013)   Finalize  Report  (12/04/2013)   o Obtain  individual  progress  from  team  members   (11/13/2013)   o Submit  all  sections  of  Project  submission  (11/20/2013)   o Proofread  and  Revise  submission  as  necessary   (11/27/2013)     o Finalize  Team  Project  submission  (12/01/2013)   o Submit  Team  Project  (12/04/2013)   Self  Assessment  Plan     To  capture  team  assessment  data  and  implement  positive  change,   we  need  we  will  use  the  Analysis  of  Team  or  Group  Effectiveness,   the  Team  Development  Scale,  and  the  Sensing  Survey.  These  will   be  completed  twice  throughout  our  project.  Once  in  the  middle   and  another  time  at  the  end.  The  tools  in  the  middle  will  be  used   to  see  how  we  can  improve  upon  our  teamwork  and  the  tools  at   the  end  will  tell  if  we  were  able  to  improve  as  a  team  from  the   previous  assessments.         If  we  are  ever  to  meet  in  person  we  will  also  use  the  Team   Meeting  Evaluation  Form  -­‐  3  and  the  Team  Meeting  Critique  at   the  end  of  each  of  our  meetings  to  see  how  effective  our  
    • meetings  went  and  what  we  can  improve  on  before  the  next   meeting.  We  will  also  keep  an  agenda  on  what  each  team   member's  roles  and  tasks  are  throughout  the  project  to  keep   track  of  all  of  the  work  that  everyone  does.     Commitment     We,  the  members  of  Team  Ignite,  approve  this  document  and   pledge  to  abide  by  the  content  therein,  including  values,  rules  and   schedules.           Erika Cardona   Garron Ballard   Chioma Azubuko Khyl Pena Sisung Park  
    • Forms     Analysis  of  Team  or  Group  Effectiveness       Goals  and  Direction     No  clear  idea  of  direction,   confusion  on  Goals   Neutral   Purpose  and  direction  very   well  understood   1   2   3   4   5   6   7   8   9   10     Lack  of  agreement  on   goals,  different  directions   in  group   Neutral   Strong  agreement  on   goals,  common  direction   accepted   1   2   3   4   5   6   7   8   9   10       Climate  of  Group  Atmosphere     Oppressive,  don’t  want  to   be  part  of  group,  negative   atmosphere   Neutral   Exciting,  congenial  and   people  look  forward  to   group   1   2   3   4   5   6   7   8   9   10       Trust  Factors     Very  low  trust,  highly   suspicious  attitudes   Neutral   High  trust,  acceptance  of   each  other   1   2   3   4   5   6   7   8   9   10       Communication     Very  closed,  secretive   guarded  and  cautious   Neutral   Open,  sharing,  valid   information  shared   1   2   3   4   5   6   7   8   9   10     No  one  listens,  can’t  hear   anyone  but  self   Neutral   Active  listening  and  high   interest  in  what  others  are  
    • saying   1   2   3   4   5   6   7   8   9   10       Conflict     Not  dealt  with  openly,   repressed,  under-­‐the-­‐table   Neutral   Open  discussion  and   managed  in  order  to  use  it   to  help  group   1   2   3   4   5   6   7   8   9   10       Resources     Time  and  material   resources  not  used  well,   wasted  and  not  managed   Neutral   Managed  time  and  other   resources  well  in  order  to   get  job  done   1   2   3   4   5   6   7   8   9   10       Member’s  Contribution     No  one  felt  they  worked   well  or  contributed   Neutral   Individuals  felt  like  they   gave  it  their  all   1   2   3   4   5   6   7   8   9   10       Control  and  Structure     No  control  just  chaos,  no   agreed  or  accepted   structure   Neutral   Internal  controls  worked   well,  structure  very   appropriate   1   2   3   4   5   6   7   8   9   10     Goal  Accomplishments     We  don’t  get  anything   done  we  want  to  do   Neutral   All  of  our  goals  were  met   1   2   3   4   5   6   7   8   9   10        
    • Team  Development  Scale  by  William  G.  Dyer       1. To  what  extent  do  I  feel  a  real  part  of  the  team?   a. Completely  a  part  all  the  time   b. A  part  most  of  the  time   c. On  the  edge,  sometimes  in,  sometimes  out   d. Generally  outside,  except  for  one  or  two  short  periods   e. On  the  outside,  not  really  a  part  of  the  team     2. How  safe  is  it  in  this  team  to  be  at  ease,  relaxed,  and  yourself?   a. I  feel  perfectly  safe  to  be  myself;  they  won’t  hold  mistakes  against  me   b. I  feel  most  people  would  accept  me  if  I  were  completely  myself,  but  there  are   some  I  am  not  sure  about   c. Generally,  you  have  to  be  careful  what  you  say  or  do  in  this  team   d. I  am  quite  fearful  about  being  completely  myself  in  this  team   e. A  person  would  be  a  fool  to  be  himself  in  this  team     3. To  what  extent  do  I  feel  “under  wraps,”  that  is,  have  private  thoughts,  unspoken   reservations,  opinions  that  I  have  not  felt  comfortable  bringing  out  into  the  open?   a. Almost  completely  under  wraps   b. Under  wraps  many  times   c. Slightly  more  free  and  expressive  than  under  wraps   d. Quite  free  and  expressive  much  of  the  time   e. Almost  completely  free  and  expressive     4. How  effective  are  we,  in  our  team,  in  getting  out  and  using  the  ideas,  opinions,  and   information  of  all  team  members  in  making  decisions?   a. We  don’t  really  encourage  everyone  to  share  their  ideas,  opinions,  and   information  with  the  team  in  making  decisions   b. Only  the  ideas,  opinions,  and  information  of  a  few  members  are  really  known   and  used  in  making  decisions   c. Sometimes  we  fear  the  views  of  most  members  before  making  decisions  and   sometimes  we  disregard  most  members   d. A  few  are  sometimes  hesitant  about  sharing  their  opinions,  but  we  generally   have  good  participation  in  making  decisions   e. Everyone  feels  his  or  her  ideas,  opinions,  and  information  are  given  a  fair   hearing  before  decisions  are  made     5. To  what  extent  are  the  goals  the  team  is  working  toward  understood  and  to  what   extent  do  they  have  meaning  for  you?   a. I  feel  extremely  good  about  goals  of    our  team   b. I  feel  fairly  good,  but  some  things  are  not  too  clear  or  meaningful   c. A  few  things  we  are  doing  are  clear  and  meaningful  to  me   d. Much  of  the  activity  is  not  clear  or  meaningful  to  me   e. I  really  do  not  understand  or  feel  involved  in  the  goals  of  the  team  
    •   6. How  well  does  the  team  work  at  its  tasks?   a. Coasts,  loafs,  makes  no  progress   b. Makes  a  little  progress,  most  members  loaf   c. Progress  is  slow,  spurts  of  effective  work   d. Above  average  in  progress  and  pace  of  work   e. Works  well,  achieves  definite  progress     7. Our  planning  and  the  way  we  operate  as  a  team  are  largely  influenced  by:   a. One  or  two  team  members   b. A  clique   c. Shifts  from  one  person  or  clique  to  another   d. Shared  by  most  of  the  members,  some  left  out   e. Shared  by  all  members  of  the  team     8. What  is  the  level  of  responsibility  for  work  in  our  team?   a. Each  person  assumes  personal  responsibility  for  getting  work  done   b. A  majority  of  the  members  assume  responsibility  for  getting  work  done   c. About  half  assume  responsibility,  about  half  do  not   d. Only  a  few  assume  responsibility  for  getting  work  done   e. Nobody  (expect  perhaps  one)  really  assumes  responsibility  for  getting  work   done     9. How  are  differences  or  conflicts  handled  in  our  team?   a. Differences  or  conflicts  are  denied,  suppressed,  or  avoided  at  all  cost   b. Differences  or  conflicts  are  recognized,  but  remain  unresolved  mostly   c. Differences  or  conflicts  are  recognized  and  some  attempts  are  made  to  work   them  through  by  some  members,  often  outside  the  team  meetings   d. Differences  and  conflicts  are  recognized  and  some  attempts  are  made  to  deal   with  them  in  our  team   e. Differences  and  conflicts  are  recognized  and  the  team  usually  is  working  them   through  satisfactorily     10. How  do  people  relate  to  the  team  leader,  chairman,  or  “boss”?   a. The  leader  dominates  the  team  and  people  are  often  fearful  or  passive   b. To  leader  tends  to  control  the  team,  although  people  generally  agree  with  the   leader’s  direction   c. There  is  some  give  and  take  between  the  leader  and  the  team  members   d. Team  members  relate  easily  to  the  leader  and  usually  are  able  to  influence   leader  decisions   e. Team  members  respect  the  leader,  but  they  work  together  as  a  unified  team   with  everyone  participating  and  no  one  dominant     11. What  suggestions  do  you  have  for  improving  our  team  functioning?        
    •   Sensing  Survey  –  Quick  Check   Date:   #   Question   Answer   1   Are  you  satisfied  with  the  level   of  participation  of  each  team   member?    If  not,  please   explain.                 2   Are  you  satisfied  with  the   leadership  (direction)  of  the   team  in  the  areas  of  Task,   Process,  Group  Maintenance?     If  not,  please  explain.                   3   What  recommendations,  if   any,  do  you  have  for  the  team   to  be  more  effective  and   productive  in  the  areas  of  task   accomplishment  and/or  group   process?                              
    • Team  Meeting  Evaluation  Form  -­‐  3       Meeting  Date:__________________________________________________________     Team  Member:_________________________________________________________       Rate  the  following  questions  based  on  your  observations  from  today’s  meeting.           Strongly  Disagree   Disagree   Slightly  Disagree   Neutral   Slightly  Agree   Agree   Strongly  Agree   1   All  goals  and  objectives  of  the  meeting  were  clearly   defined  prior  to  the  meeting.                 2   All  goals  and  objectives  of  the  meeting  were   accomplished  during  the  meeting.                 3   The  meeting  and  agendas  items  focused  on  the   team’s  mission  and  goals.                 4   Every  group  member  participated  and  shared  equally   during  the  meeting.                 5   Every  group  member  values  and  supports  each   other’s  ideas.                 6   Team  members  display  responsibility  for  their   assigned  tasks.                 7   Team  members  displayed  trust  of  other  members.                 8   Team  members  participated  in  active  listening.                   9   The  team  members  possess  and  exhibit  the   interpersonal  skills  necessary  to  achieve  excellence   while  working  with  others.                 10   The  team  members  possess  and  exhibit  the  technical   skills  and  abilities  necessary  to  achieve  the  team’s   mission  and  goals.                 11   The  team  effectively  used  group  decision-­‐making   techniques.                 12   Overall,  I  feel  today’s  meeting  was  effective.                      
    •   Team  Meeting  Critique     Date:________________     Positives  –  things  that  worked  well  in  the  meeting  and  why   Negatives  –  things  that  didn’t  work  well,  why  and  how  can  it  be  done  better  next  meeting     Positives   Negatives