Organizational Behavior, Ch. 9  Teams at University of Phoenix posted by Vanessa Granados Jan 08, 2014, 9:20 AM We experience teamwork in the University of Phoenix on a daily basis. We may communicate virtually but we are still a team. To encourage cohesiveness, the teams should be small and spend time together. Although we may not spend time together physically, we constantly communicate to each other. The University of Phoenix encourages group goals every week by assigning us an essay or project. The grade is given to the entire team and thus working together is vitally important. We also have our own forum where we communicate and no other teams can read our conversations. This encourages cohesiveness among the team members. Less · Re: Teams at University of Phoenix posted by Susan Frear Jan 08, 2014, 4:20 PM Vanessa and Class, While working on teams in an academic environment can be frustrating sometimes, there is no question that it provides excellent experience that can translate into the work arena.  What are some of the lessons that you have learned from the University's team experiences that you have been able to use in the workplace? Susan Less · Re: Teams at University of Phoenix posted by CYNTHIA CHRISTENSEN Jan 08, 2014, 5:29 PM I know for myself working on teams has helped me to appreciate people's opinions more. I can be pretty opinionated and I've learned it's not always about my opinion but everyone else's too. The other thing I have learned is to communicate better via a forum like this and to check in by being accountable for what's going on and helping where others need help. Sometimes emergencies pop up and you have to help where needed to get the project done to meet deadlines. I know at work I am more conscious of deadlines which I've always been good at but I believe I've become better at it as I've been the person that doesn't know what's going on in a team and so I make sure my customers know if I am having problems and can't meet their expectations. Less · Re: Teams at University of Phoenix posted by MICHAEL BLACK Jan 08, 2014, 5:30 PM My lessons learned from the University's team experiences are constantly carried over into my workplace.  Whenever I started my current job, there was a high turnover rate and I had no intention of opening up toward anyone that I worked with for several reasons: there were many unsavory characters, there were many gossips,I had no plan of being at this job for any length of time, I was new to the city and knew no one, and there was no job security at all!       I have learned the value of both leading and following.  In the past, I would either follow blindly or try to take charge over my assigned duties.  I have learned to become a team player and discern when to lead and when to follow.  This has been a humbling experience (I did not even know that I was a control freak before taking these classes!)  I am the type of person that always wants to know why I am doing so.

1. Organizational Behavior, Ch. 9
posted by Vanessa Granados
Jan 08, 2014, 9:20 AM
We experience teamwork in the University of Phoenix on a
daily basis. We may communicate virtually but we are still a
team. To encourage cohesiveness, the teams should be small and
spend time together. Although we may not spend time together
physically, we constantly communicate to each other. The
University of Phoenix encourages group goals every week by
assigning us an essay or project. The grade is given to the entire
team and thus working together is vitally important. We also
have our own forum where we communicate and no other teams
can read our conversations. This encourages cohesiveness
among the team members.
Less
·
Re: Teams at University of Phoenix
posted by Susan Frear
Jan 08, 2014, 4:20 PM
Vanessa and Class,
While working on teams in an academic environment can be
frustrating sometimes, there is no question that it provides
excellent experience that can translate into the work arena.
What are some of the lessons that you have learned from the
University's team experiences that you have been able to use in
the workplace?
Susan
Less
·
Re: Teams at University of Phoenix
posted by CYNTHIA CHRISTENSEN
Jan 08, 2014, 5:29 PM

2. I know for myself working on teams has helped me to
appreciate people's opinions more. I can be pretty opinionated
and I've learned it's not always about my opinion but everyone
else's too. The other thing I have learned is to communicate
better via a forum like this and to check in by being accountable
for what's going on and helping where others need help.
Sometimes emergencies pop up and you have to help where
needed to get the project done to meet deadlines. I know at
work I am more conscious of deadlines which I've always been
good at but I believe I've become better at it as I've been the
person that doesn't know what's going on in a team and so I
make sure my customers know if I am having problems and
can't meet their expectations.
Less
·
Re: Teams at University of Phoenix
posted by MICHAEL BLACK
Jan 08, 2014, 5:30 PM
My lessons learned from the University's team experiences are
constantly carried over into my workplace. Whenever I started
my current job, there was a high turnover rate and I had no
intention of opening up toward anyone that I worked with for
several reasons: there were many unsavory characters, there
were many gossips,I had no plan of being at this job for any
length of time, I was new to the city and knew no one, and there
was no job security at all!
I have learned the value of both leading and following. In
the past, I would either follow blindly or try to take charge over
my assigned duties. I have learned to become a team player and
discern when to lead and when to follow. This has been a
humbling experience (I did not even know that I was a control
freak before taking these classes!) I am the type of person that
always wants to know why I am doing something. In the past,
this has crated conflict and slowed down my progress (even
though I always finish what I start). I have learned to let go of

3. my control issues and allow others to lead me as they see fit. I
have learned that my leadership style and the styles that I am
used to are not the only way to accomplish tasks. I have
become more open-minded to other perspectives and
viewpoints.
I have also learned how to better communicate with my
coworkers. I am a social person, but whenever it comes to
working, I prefer to be on my own; only asking for help
whenever the task is too big for one person. I now ask for
opinions/advice from my coworkers whose areas of expertise I
now value. I used to think I knew better than them or just as
much; now I respect their knowledge and experience. This has
led me to be more of a team player who is assertive and open-
minded rather than passive and opinionated (again personality
traits I was unaware of that I had). It has been a tough road, but
my relationships with my coworkers is more that of a team
rather than that of a bunch of strangers working together!
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Re: Teams at University of Phoenix
posted by HELENA RUBIO-CASTRO
Jan 08, 2014, 5:40 PM
I enjoy on line classes: although this is my first time @ UoP I
had taken on line classes before. I think I can learn as much or
as little as I decide to put into the class. Due to the nature of my
job I'm used to communicate, coordinate projects and
completely work on line. I have to say that while I have learned
a lot from my classes, the team experiences have not been
rewarding, nor fulfilling in any way: I do not see the point of
them. My on line work with colleagues is more interesting,
structured and challenging. I think the opposite is true: I can
bring experiences from work to apply on class.
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Re: Teams at University of Phoenix

4. posted by TERISA BARANOSKI
Jan 08, 2014, 8:14 PM
Susan,
One thing that comes to mind is to make sure that all members
understand their defined role as a team member and that
everyone agrees on appropriate roles. This may take some
negotiation and lengthy communication to make sure everyone
is on the same page but it saves the team problems in the long
run when everyone agrees to what part of the project they are
responsible for.
Less
Status
posted by Vanessa Granados
Jan 08, 2014, 9:20 AM
I found it interesting to learn about status and what it consists
of. People who control the resources can control the outcome of
other people's lives and thus may give them a higher status. A
person who highly contributes to the success of a group or a
goal is given a high status because the success of the group may
depend on a single person. A person's personal characteristics
may also define status. Something simple as money or looks can
grant a person a higher status. We often times mention "status"
in casual conversations but we may not have known the
definition of status.
Less
Post Vanessa II
posted by Vanessa Granados
Jan 07, 2014, 1:35 AM
The stages of group development can relate to the field I am
working in; retail. In the retail industry, there is a high
turnover. "Good hires are especially important to the retail
industry, where the turnover rate is about 57 percent, with most
of that coming within the first 90 days[.]" (Langfield, 2013) The
high turnover results in the stages of development to take place

5. often. If it happens to often such as in the retail industry, it can
weaken the team and decrease profitability and effectiveness.
Langfield, A., Oct. 3, 2013, "Retail Hiring goes high-tech as
holiday season nears", Retrieved from:
http://www.nbcnews.com/business/retail-hiring-goes-high-tech-
holiday-season-nears-8C11324611
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·
Re: Post Vanessa II
posted by Susan Frear
Jan 08, 2014, 4:23 PM
Vanessa and Class,
Are there organizations that have lower attrition that you can
benchmark from? What leadership characteristics do you think
contribute to higher retention rates - particularly in industries
that have overall high turnover rates?
Susan
Less
Post Vanessa
posted by Vanessa Granados
Jan 07, 2014, 1:34 AM
It was interesting to learn about the stages of group
development. The first stage is the forming stage where the
purpose or goals of the group are not yet defined. The storming
stage consists of the team member identifying themselves as a
team but is still at conflict on who will be the leader. The
norming stage is when the group structure solidifies and the
group has agreed on a set of norms and rules. The fourth stage
is called performing. At this stage, the team members are no
longer getting to know each other. Rather, they are beginning to
perform their tasks. The adjourning stage occurs when the team
is ready to dissolve and team members move on. Some may be

6. excited to move forward while others may be saddened when
they must separate from their peers.
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Re: Post Vanessa
posted by Robert THOMAS
Jan 07, 2014, 3:52 PM
The stages of group development seem to work the same from
class to class at UOP with the exceptions. We form a group,
storm, go through the norming stage, perform, and as soon as
we get into our groove it's time to start another class. I like
working with different groups because of all the different point
of views that are shared that allow me to look at the same
problem we're trying to solve through different perspectives.
Without a group setting I would not look at things this way and
be able to learn that fast. Our book says that people who share
the same values or characteristics have higher levels of group
identification which is true, and have also found myself in
groups where I was the outsider. It was refreshing for me to be
the outsider because I feel that these experiences allowed me to
learn and grow.
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Re: Post Vanessa
posted by Susan Frear
Jan 08, 2014, 4:24 PM
Robert,
When you were the outsider, what key learning experiences did
you take away from that experience?
Susan
·
Re: Post Vanessa
posted by MICHAEL MILIOTO
Jan 08, 2014, 9:17 AM

7. Hello Vanessa good breakdown of the different stages of group
development. I think it is important to understand what the
different stages are while working as a team. It is necessary to
see what the different team members' strengths and weaknesses
are when selecting a leader of the team. In a team, there may be
different types of personalities within a team, but there must be
someone who must be able to take the reigns and accept
responsibility for the performance of the team. I believe that in
the classes that we have at University of Phoenix, we have so
many people with different backgrounds and leadership
qualities. At times, it may be frustrating to meet deadlines and
work with different team members, but I feel that it is important
for the well being of the team to work together to complete
assignments.
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Re: Post Vanessa
posted by JAMEELAH NEWTON-JONES
Jan 08, 2014, 2:03 PM
The Forming - Storming - Norming - Performing model of group
development was first proposed by Bruce Tuckman in 1965,
who maintained that these phases are all necessary and
inevitable in order for the team to grow, to face up to
challenges, to tackle problems, to find solutions, to plan work,
and to deliver results. This model has become the basis for
subsequent models. (Wikipedia)
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Re: Post Vanessa
posted by Susan Frear
Jan 08, 2014, 4:26 PM
Michael and Class,
There are some organizations that have been successful in
creating self-managed work teams that share leadership
responsibilities. Are there situations where a formal or

8. informal leader does not need to rise to the surface in order for
the team to be successful?
Susan
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Re: Post Vanessa
posted by CYNTHIA CHRISTENSEN
Jan 08, 2014, 5:34 PM
I can think of one situation when I have done bible studies or
book clubs that it works better to not have a formal leader so
that everyone can feel that they can have an opinion and it's a
more casual environment where people are more willing to
share and grow from the experience versus when you are in a
more formal situation such as for work or school where you
almost need a formal leader in order to keep everyone on task. I
have found working on teams though that there hasn't had to be
a formal leader as each person knows what they are responsible
for and do that work and then it's put together at the end. I've
also been on the team where someone feels the need to be in
control. I personally prefer the informal situation as to the
formal because I feel like I can be a bit more open and give my
honest opinion easier.
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Re: Post Vanessa
posted by HELENA RUBIO-CASTRO
Jan 08, 2014, 5:53 PM
In my experience, regardless of the environment, if there is a
task to complete there must be a lead. Last month I had the
opportunity to work with a Lean consultant who came to our
company from Japan to mentor us on Lean principles and he
provided this really nice example of a team working on
preparing scrambled eggs: we all have an idea of how to prepare
scrambled eggs, but to produce massive amounts of scrambled
eggs, we need to agree, as a company on what exactly it takes

9. for the teams to prepare scrambled eggs. Without leadership,
implicit or not, the company will not be able to come up with a
consensus on a recipe, or a way to prepare the eggs and it will
produce all sorts of variations of scrambled eggs potentially
missing the most important factor: meet the customer
requirement.
Organizational Behavior, Ch. 10
eams vs Groups
posted by MICHAEL BLACK
Jan 08, 2014, 6:01 PM
After reading this chapter, I realized that what I once defined as
teams were, in fact, groups according to the authors. Not that
this is a bad thing, rather it is a revelation to my core beliefs. I
do agree that there is a difference between the two, and I
believe that there is a time and place for each as well! Besides
Learning Teams (virtual teams) and sports teams (self-
managed), most of my interactions are classified as group
actions. This is mainly due to the fact that most of the
jobs/experiences that I have held consist of sales, manual labor,
or creating artwork. There may be coworkers, but any success
is due to each person's individual efforts and hard work. We
had teams in the military as far as several smaller groups
working together for a collective goal. I was a radio operator
and I supported the infantry and officers. I also was in charge
of supplying batteries (rechargeable for training and lithium for
the "real deal") along with hazmat disposal/storage. This kept
me paired with another Marine most of the time (only joining
the larger group when traveling to new locations). While I
understood what being a team player consisted of (theoretically,
at least), I have spent the majority of my life solo or in small
groups!
I personally am interested in being a member of a cross-
functional team. I think that I could learn a lot in this type of
environment and I would not grow bored easily (many times I
get complacent and bored with repetitive, monotonous routines)

10. because I would be mentally stimulated and challenged on a
regular basis (without being overwhelmed!) Either way, I see
the benefits of teams and have always shared many of the core
beliefs/values/fundamentals that are discussed in this chapter!
Less
Organizational Behavior
posted by MICHAEL MILIOTO
Jan 08, 2014, 9:26 AM
I think that depending on the job or assignment, it is important
to distinguish whether it is necessary to utilize an individual
instead of a team. There may come a time where something
could occur on short notice, and it may not be feasible to get a
hold of all members of the team, so it is imperative that there is
one member of the team that can step up and take initiative of
the project or assignment. I also feel that this chapter was
important when understanding the differences between groups
and teams. They are not the same thing, and a work group is a
group that works to share information and make decisions to
assist each team member to perform within their responsibility.
The work team tends to offer more positive energy and
individuals are accountable for their required level of input.
Another important element in this chapter are the four different
types of teams which are problem-solving, self-managed, cross
functional, and virtual teams. All of these teams may differ in
their terms of responsibility, but it is important to know and
understand how all teams may be involved in the well being of
the team.
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Groups and teams
posted by Robert THOMAS
Jan 07, 2014, 4:05 PM
I didn't realize the difference between a work group and a work
team where a group interacts primarily to share information and
make decisions to help each member perform within his or her

11. area of responsibility. A work team is different because it
generates positive synergy through coordinated effort and is
also where individual efforts result in a level of performance
greater than the sun of one individual. I have been working with
teams for years where we have a common purpose, specific
goals, and team efficiency. We are part pf a larger organization
system with plenty of resources and support from the company
that helps us maximize our efficiency when we are out in the
field everyday. Our leader makes sure that each member is
responsible for his or her workload, we have a climate of trust
throughout the team, and we also have performance evaluation
and reward systems.
Less
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Re: Groups and teams
posted by JAMEELAH NEWTON-JONES
Jan 08, 2014, 2:00 PM
Teams definitely are forms of work groups, but not all work
groups are teams. In fact, plain work groups are much more
numerous than teams.
Work groups function on three levels:
· Dependent level
· Independent level
· Interdependent level
(dummies.com)
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Re: Groups and teams
posted by JAMEELAH NEWTON-JONES
Jan 08, 2014, 2:01 PM
A team can evolve from a pre-existing group. However, a group
by itself cannot be considered a team. A team tends to be more
close knit and works together over a longer period of time than
a group. A team also holds a stronger sense of collective
identity than a group. (boundless.com)