Group Development Report

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This presentation describes the group development process for Valuenture Group. Several tools are used to uncover facts about member's perception on team-working results and processes. This presentation is an excellent example for describing the group dynamics.
This presentation is done as part of assignment for the course title Leadership for Operational Development offered at KTH, Campus Telge, Sodertalje, Sweden.

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Group Development Report

  1. 1. Value On Future<br />Group Development Report<br />Valuenture Team<br />Royal Institute of Technology (KTH)<br />March. 2010<br />
  2. 2. AGENDA<br /><ul><li>Introduction
  3. 3. Team members profiles
  4. 4. Methodology
  5. 5. Models FIRO
  6. 6. Kurt – Lewin
  7. 7. Conclusion / Editor’s opinion</li></li></ul><li>Marketing Plan for the Internationalization of KTH<br />Personal Information: Fatma Tuncer (Leader), 23, From Turkey<br />Educational Background: B.Sc. In Electrical Engineering <br />International Experience: 1 Year<br />Team-work Experience: Study groups<br />Personal Information: Mansour Hajbagheri (Editor), 25, From Iran<br />Educational Background: B.Sc. In Industrial Engineering <br /> M.Sc. In Industrial Management<br />International Experience: 3 Years<br />Team-work Experience: 6 month working experience , Study groups<br />Personal Information: Gizem Oral, 22, From Turkey<br />Educational Background: B.Sc. In Mechanical Engineering <br />International Experience: 1.5 Year<br />Team-work Experience: Study groups<br />Personal Information: Inaki Garcia Sanz, 24, From Spain<br />Educational Background: B.Sc. In Industrial Electronics <br /> M.Sc. In Automatic Control & Electronics<br />International Experience: 1.5 Years<br />Team-work Experience: Study projects , Study groups<br />
  8. 8. Diversity<br />Cohesiveness<br />Thoroughness<br />Interactive<br />Conflicts<br />Honesty<br />Trust<br />Ambitious<br />Cohesiveness<br />Ground Rules<br />
  9. 9. INTRODUCTION<br />
  10. 10. Brainstorming<br />Interactive discussions in group meetings<br />Questionnaire<br />Filling out forms<br />METHODOLOGIES<br />
  11. 11. FIRO MODEL - OVERVIEW<br />
  12. 12. FIRO MODEL - GENERIC OVERVIEW<br />COMFORT<br />Generic current situation within the model<br />INITIAL<br />IDYLL<br />Commonly<br />desired position<br />
  13. 13. FIRO MODEL - VALUENTURE<br /><ul><li>Familiar team members
  14. 14. Ground rules contract
  15. 15. Leader election
  16. 16. Easy role positioning within the group
  17. 17. Fast stage transition</li></li></ul><li>FIRO MODEL - VALUENTURE<br /><ul><li>Brief happiness and comfort
  18. 18. Quickly overcome stage</li></li></ul><li>FIRO MODEL - VALUENTURE<br /><ul><li>Different positions regarding: authority, power and control
  19. 19. Confrontation and problem stage
  20. 20. Expectations
  21. 21. Culture
  22. 22. Communication
  23. 23. Slow transition and forward backward movements</li></li></ul><li>FIRO MODEL - VALUENTURE<br /><ul><li>Omitted stage
  24. 24. Previous relationship
  25. 25. Long duration of control phase
  26. 26. Constant forward and backward movements</li></li></ul><li>FIRO MODEL - VALUENTURE<br /><ul><li>Different interactions and relationships
  27. 27. Close
  28. 28. Respectful but distant
  29. 29. The common goal forced the team to enter in the stage but not the natural performance
  30. 30. Backward movements to control stage
  31. 31. Different perception of the achieved position</li></li></ul><li>FIRO MODEL OVERVIEW - VALUENTURE<br />COMFORT<br />Valuenture’s situation within the model<br />INITIAL<br />IDYLL<br />Perceptions of the final situation of Valuenture<br />
  32. 32. KURT-LEWIN MODEL<br />CURRENTSITUATION<br />Driving Forces<br />Restraining Forces<br /><ul><li>Different Backgrounds (Educational)
  33. 33. Common Interests
  34. 34. Friendship
  35. 35. Goal Clarity
  36. 36. Availability
  37. 37. Leadership
  38. 38. Commitment
  39. 39. Different Backround (Cultural)
  40. 40. Language barrier
  41. 41. Friendship
  42. 42. Role Clarity
  43. 43. Priorities</li></li></ul><li>DESIRED POSITION<br />Driving Forces:<br />Different Backgrounds (Educational)<br />Common Interests<br />Friendship <br />Goal Clarity<br />Availability<br />Leadership <br />Commitment<br />
  44. 44.
  45. 45. CONCLUSIONS<br />For us, solely achievement of goals is not success.<br />How we achieve these goals is also of great importance. <br />
  46. 46. CONCLUSIONS<br />Formal Team Roles:<br /><ul><li> Leader
  47. 47. Editor
  48. 48. Meeting Facilitator
  49. 49. Recorder</li></ul>Informal Team Roles:<br /><ul><li> Voice of reason
  50. 50. Energizer
  51. 51. Fact finder
  52. 52. Consensus builder
  53. 53. Tension breaker
  54. 54. Devil’s advocates</li></li></ul><li>Clarify<br />the issue<br />Define the<br />problem<br />Assess/<br />Analyze<br />Consider<br />solutions<br />Plan<br />for change<br />Select<br />the best<br />Follow<br />up<br />CONCLUSIONS<br />Conflict Management Styles:<br /><ul><li>Cooperative Problem
  55. 55. Solving Competing
  56. 56. Compromising
  57. 57. Avoiding
  58. 58. Accommodating </li></li></ul><li>CONCLUSIONS<br />Leadership Style:<br /><ul><li>Maturity: the ability + willingness to take responsibility for directing own behavior.
  59. 59. Participating , Delegating
  60. 60. Contingency Approach
  61. 61. Perceived Vs. Exercised Style</li></li></ul><li>Excellence !!!<br />We are <br />Happy!<br />But we can <br />be happier!<br />So, let’s go <br />for ...?<br />
  62. 62. Thank you<br />

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