Class session 4 remember the titans
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This document discusses group dynamics and the five dysfunctions of a team. It outlines Tuckman's stages of group development (forming, storming, norming, performing, adjourning) and ways to promote cohesiveness in groups such as increasing contact time and encouraging external threats. It also describes the five dysfunctions of a team according to Lencioni: lack of trust, fear of conflict, avoidance of accountability, inattention to results, and absence of commitment. Each dysfunction is then explained in how it relates to the others. References are also provided at the end from sources on group dynamics, team building, and productive workplaces.
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Here are some ways to promote functional conflict:
- Lead by example by respectfully sharing opposing views yourself. This shows it's acceptable and can be productive.
- Assign a "devil's advocate" during decision-making processes whose role is to question assumptions and suggest weaknesses or alternative perspectives. This structured approach prevents conflict from becoming personal.
- Role-play reactions by having groups imagine how the competitor or other stakeholders might view options. Taking others' perspectives leads to more robust discussions and vetting of ideas.
- Repeat role-plays with groups switching sides to gain new insights and ensure all aspects are thoroughly debated before deciding. The process of arguing multiple viewpoints strengthens the final solution.
- Create diversity
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Remember the titans doc1
1) The document summarizes the movie Remember the Titans, which is based on true events of racism in Virginia in the 1970s. It focuses on the integration of a high school football team under a new black head coach named Coach Boone, known as "Doc".
2) At their football camp, Doc makes the white and black players get to know each other personally to overcome their prejudices. He later gives a speech about respect and unity while visiting the Gettysburg battlefield.
3) The two team leaders, a white player and black player, are the first to accept each other and set an example of respect that others follow, allowing the team to succeed despite facing racism in their town.
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Este documento analiza la película "Un sueño hecho realidad" y los valores que promueve. Resalta que la película trata sobre la importancia de denunciar lo que es considerado "normal" por la sociedad cuando se sabe que está mal, lo cual requiere valentía. También destaca que la diversidad humana es lo que hace al mundo interesante y que los entrenadores unieron a su equipo de jugadores diferentes y a toda la comunidad en torno al objetivo común de la victoria y el honor.
Titans
This document provides background information on topics related to the movie "Remember the Titans" and gives students assignments to research one of the topics in more depth. The topics covered are: slavery in the USA, the American Civil War, the Civil Rights movement, the Little Rock v Board of Education case, and the 1968 Olympics. Students are asked to investigate their chosen topic further, compile information, and share what they've learned with the class. They are provided example assignment options for researching each topic.
Remember The Titans
Remember the Titans is a 2000 film directed by Boaz Yakin about the integration of a high school in Virginia in 1971. It focuses on the relationship between the new black head coach Herman Boone (Denzel Washington) and the white defensive coordinator Bill Yoast (Will Patton) as they try to unite a racially divided football team and community. The film explores themes of overcoming racism through friendship and teamwork. A key moment occurs when the black and white players come together by yelling "Left side, strong side" during a game.
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The document discusses different camera shots used in film and their intended effects on audiences. It identifies 8 main camera shots - point of view, high-angle, over the shoulder, close-up, extreme close-up, low angle, medium, and long shot. Each shot is chosen by the director to elicit a specific response from viewers by showing perspective, emotion, context, or character dominance/weakness. Examples from the film "Remember the Titans" are provided to illustrate how different shots serve the story.
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The document provides guidance on coaching to develop motivation. It discusses that the best way to motivate someone is not through lecturing, and that money is not always the primary motivator. A truly motivated person will care about their performance, collaborate with others, take initiative and provide support. When coaching someone to increase motivation, a leader should determine if they are already motivated based on these signs, or unmotivated based on lack of these behaviors. Common approaches to increasing motivation include offering incentives, praise, advice through questioning to help them find their own reasons and solutions.
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The document outlines the five dysfunctions of a team according to Patrick Lencioni: absence of trust, fear of conflict, lack of commitment, avoidance of accountability, and inattention to results. It provides suggestions for addressing each dysfunction and the role of the leader in fostering trust, encouraging productive conflict, ensuring commitment and buy-in to decisions, holding team members accountable, and focusing on results. High-functioning teams are characterized by trusting one another, engaging in unfiltered debates of ideas, committing to and following through on decisions, holding one another accountable, and prioritizing achievement of shared goals.
Organisational Behavior PPT Unit 3.pptx
The document discusses Bruce Tuckman's five stages of group development: forming, storming, norming, performing, and adjourning. It then provides details about each stage, including that forming involves uncertainty, storming involves disputes, norming involves cooperation, performing involves high morale and focus on goals, and adjourning involves disengagement. The document also lists six advantages of group decision making, such as reducing risk and allowing input from varied expertise.
Teamwork
A team is defined as a group of people with complementary skills who work together towards shared goals. Key aspects of effective teamwork include understanding objectives, creating implementation plans, trusting one another, sharing leadership, and providing constructive feedback. For a team to be truly successful, individual efforts must combine to produce results greater than any member could achieve alone through synergy and continuous improvement.
building sustainable teams - a model
The document provides a seven-step model for building sustainable teams. The steps are:
1) Recognize people of equivalent integrity and ethics through conversations to assess candidates' commitment to ethics.
2) Identify those with potential to grow and contribute to the team's goals by focusing conversations on how candidates have grown in the past and interact with others.
3) Inspire identified candidates to take ownership of the team's goals by clearly communicating the goals and vision.
Creating and enabling high performing teams
This document provides information on creating and enabling high performing teams. It discusses the stages of team formation including forming, storming, norming and performing. It also covers topics like personality types, giving and receiving feedback, teamwork, conflict management and celebrating team accomplishments. The document uses exercises to demonstrate concepts like feedback, teamwork and conflict resolution. It provides recommendations for tools and resources on developing effective teams.
OB - Teams
Partially based on the Kreitner/Kinicki (2009, McGraw Hill/Irwin) textbook with updated data from a variety of cited sources.
From dysfunction to cohesion for results.
The document discusses the importance of teamwork and effective teams. It describes how cohesive teams make better decisions, tap into all members' skills and opinions, avoid politics and conflict, and focus on results. In contrast, dysfunctional teams limit debate, avoid sharing information, and waste time on hidden agendas. The document then outlines the five behaviors of effective teams according to Patrick Lencioni's model: trust, conflict, commitment, accountability, and results. Building these behaviors can help teams achieve their goals through improved decision making and a cooperative environment.
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Syllabus
Chapter-1
Introduction to objective, scope and outcome the subject
Chapter 2
Introduction: Scope and Specialization of Civil Engineering, Role of civil Engineer in Society, Impact of infrastructural development on economy of country.
Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
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Buildings: Selection of site for Buildings, Layout of Building Plan, Types of buildings, Plinth area, carpet area, floor space index, Introduction to building byelaws, concept of sun light & ventilation. Components of Buildings & their functions, Basic concept of R.C.C., Introduction to types of foundation
Chapter 5
Transportation: Introduction to Transportation Engineering; Traffic and Road Safety: Types and Characteristics of Various Modes of Transportation; Various Road Traffic Signs, Causes of Accidents and Road Safety Measures.
Chapter 6
Environmental Engineering: Environmental Pollution, Environmental Acts and Regulations, Functional Concepts of Ecology, Basics of Species, Biodiversity, Ecosystem, Hydrological Cycle; Chemical Cycles: Carbon, Nitrogen & Phosphorus; Energy Flow in Ecosystems.
Water Pollution: Water Quality standards, Introduction to Treatment & Disposal of Waste Water. Reuse and Saving of Water, Rain Water Harvesting. Solid Waste Management: Classification of Solid Waste, Collection, Transportation and Disposal of Solid. Recycling of Solid Waste: Energy Recovery, Sanitary Landfill, On-Site Sanitation. Air & Noise Pollution: Primary and Secondary air pollutants, Harmful effects of Air Pollution, Control of Air Pollution. . Noise Pollution Harmful Effects of noise pollution, control of noise pollution, Global warming & Climate Change, Ozone depletion, Greenhouse effect
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2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
4. BCP, Surveying volume 1
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Class session 4 remember the titans
- 1. REMEMBER THE TITANSREMEMBER THE TITANS Class Session 4- Feb 21Class Session 4- Feb 21
- 2. Questions Asked by NewQuestions Asked by New Group MembersGroup Members Am I in or out?Am I in or out? Do I have any power or control?Do I have any power or control? Can I use, develop, and be appreciatedCan I use, develop, and be appreciated for my skills and resources?for my skills and resources?
- 3. Tuckman’s Stages of GroupTuckman’s Stages of Group Development (1969, TuckmanDevelopment (1969, Tuckman & Jensen, 1977)& Jensen, 1977) FormingForming StormingStorming NormingNorming PerformingPerforming AdjourningAdjourning
- 4. Promoting Cohesiveness inPromoting Cohesiveness in GroupsGroups Encourage interpersonal attraction throughEncourage interpersonal attraction through attitudinal similarityattitudinal similarity Increase contact timeIncrease contact time Build perceptions of others as likeableBuild perceptions of others as likeable Create opportunities for self-disclosureCreate opportunities for self-disclosure Promote group identificationPromote group identification
- 5. Cohesiveness in Groups, con’tCohesiveness in Groups, con’t Create historyCreate history Accomplish somethingAccomplish something Develop relationships and sharedDevelop relationships and shared normsnorms Promote acceptance of all membersPromote acceptance of all members Encourage external threatsEncourage external threats
- 6. Lack of COMMITMENT Absence of TRUST Fear of CONFLICT Avoidance of ACCOUNTABILITY Inattention to RESULTS The Five Dysfunctions of a Team Source: Lencioni, P. (2005). Overcoming the five dysfunctions of a team.
- 7. TRUST RESULTS Teams that trust one another, engage in conflict, commit to decisions, and hold one another accountable are likely to set aside individual needs and agendas and focus on what is best for the team. CONFLICT COMMITMENT RESULTS ACCOUNTABILITY
- 8. TRUST ACCOUNTABILITY Teams that commit to decisions and standards of performance do not hesitate to hold one another accountable for adhering to those decisions and standards. CONFLICT COMMITMENT ACCOUNTABILITY
- 9. TRUST COMMITMENT Teams with unfiltered conflict are able to achieve genuine “buy in” around important decisions, even when they initially disagree. They can commit to decisions after discussion. CONFLICT COMMITMENT
- 10. TRUST CONFLICT Teams that trust one another are not afraid of passionate dialogue around issues and decisions that are key to success. They do not hesitate to disagree, challenge, and question one another. CONFLICT
- 11. TRUST TRUST Great teams trust one another, are willing to be vulnerable about their weaknesses, mistakes, fears, and behaviors. They can be open with each other
- 12. ReferencesReferences Lencioni, P. (2002).Lencioni, P. (2002). The five dysfunctions of a team: A leadershipThe five dysfunctions of a team: A leadership fable.fable. San Francisco, CA: Wiley.San Francisco, CA: Wiley. Lencioni, P. (2005).Lencioni, P. (2005). Overcoming the five dysfunctions of a teamOvercoming the five dysfunctions of a team.. San Francisco, CA: Wiley.San Francisco, CA: Wiley. Levi, D. (2014).Levi, D. (2014). Group dynamics for teamsGroup dynamics for teams. (4th ed). Thousand. (4th ed). Thousand Oaks, CA: Sage.Oaks, CA: Sage. Schein, E. H. (1999).Schein, E. H. (1999). Process consultation revisited: Building theProcess consultation revisited: Building the helping relationshiphelping relationship. Reading, MA: Addison-Wesley.. Reading, MA: Addison-Wesley. Weisbord, M. R. (2004).Weisbord, M. R. (2004). Productive workplaces revisited: Dignity,Productive workplaces revisited: Dignity, meaning, and community in the 21meaning, and community in the 21stst centurycentury. San Francisco:. San Francisco: Jossey-Bass.Jossey-Bass.