Your SlideShare is downloading. ×
Groups and teams intro for first adlt 612 class session jan 23, 2012
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×

Introducing the official SlideShare app

Stunning, full-screen experience for iPhone and Android

Text the download link to your phone

Standard text messaging rates apply

Groups and teams intro for first adlt 612 class session jan 23, 2012

455
views

Published on

Published in: Technology, Business

0 Comments
0 Likes
Statistics
Notes
  • Be the first to comment

  • Be the first to like this

No Downloads
Views
Total Views
455
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
3
Comments
0
Likes
0
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. An Introduction to Groupsand TeamsBased on the works of Levi (2011) and Edgar Schein (2011)
  • 2. Agenda for January 23 Welcome and brief introductions Checking Your Groups andBegin viewing Teams IQTwelve Angry Men Review of Syllabus and Assignments, i Shoebox ncluding Exercise blogs, the wiki, and Google+ Introduction to Groups and Teams assigned Teams
  • 3. Assignments Three reaction papers on Paradoxes - 5% each Team learning activity /Included in presentation –participation 20%• Shoebox• Team Charter• Team member roles Team facilitation exercises – 20% Participation and Involvement – Final paper – 25% 20%
  • 4. Use of blogs, wikis, and Google+Blogs • Set up your own • Edublogs.org, Wordpress.com, Blogger.com, or the VCU blog • 5 individual posts throughout the semester and 3 comments on blogs of your triad / quadThe Class Wiki • In lieu of Bb, except for grades • http://groupsandteams2012.pbworks.comGoogle+ (http://plus.google.com) • Advising • Need Gmail account • Set up Google+ account
  • 5. Issues Encountered When inEntering a New Group Identity - Who am I to be? Control & Influence - Will I be able to control and influence others? Needs & Goals - Will the group goals include my own needs? Acceptance & Intimacy - Will I be liked and accepted by the group?
  • 6. Self-Oriented Coping Responses  “Tough” responses: fighting, controlling, and resisting authority  “Tender” responses: supporting, helping, forming alliances, dependency  Withdrawal or denial responses: passivity, indifference, overuse of “logic and reason”
  • 7. Group Development First, a period of self-oriented behavior As self-oriented concerns are addressed, people pay more attention to each other and the task at hand The work of “building” the group occurs simultaneously with task accomplishment
  • 8. Questions Asked by New Team Members Am I in or out? Do I have any power or control? Can I use, develop, and be appreciated for my skills and resources?
  • 9. Tuckman’s Stages of GroupDevelopment  Forming  Storming  Norming  Performing  Adjourning
  • 10. Task DimensionsThe relationship between groupmembers and the task they are toperform. Task refers to the job they haveto do and how they go about doing it.
  • 11. Process dimensionsThe relationships of group members withone another -- how they feel toward oneanother and how they feel about theirmembership in the group.
  • 12. Task and Process Dimensions Highly interdependent in practice; without both dimensions, group process does not exist Task output is productivity Process output is cohesiveness
  • 13. Relationship Between Cohesivenessand Productivity Cohesiveness
  • 14. Promoting Cohesiveness inGroups Encourage interpersonal attraction through attitudinal similarity Increase contact time Build perceptions of others as likeable Create opportunities for self-disclosure Promote group identification
  • 15. Cohesiveness in Groups, con’t Create history Accomplish something Develop relationships and shared norms Promote acceptance of all members Encourage external threats
  • 16. An Effective Team Possesses... Adequate mechanisms for getting feedback Optimal cohesion Flexible organization and procedures Maximum use of member resources Clear communications Clear goals accepted by all members Feelings of interdependence Shared participation in leadership functions, including decision making Acceptance of minority views and persons