I need a 150-word reply to each of the following two forum post that were made by my classmates to a main forum: Forum one: [1] In my experience of working with and on teams, although success can be achieved, even under difficult circumstance, there are key factors that cause teams to be unsuccessful, as demonstrated in figure 11-2 of Organizational Behavior.  When I have experienced team dynamic challenges, it has been due to vague or conflicting assignments of team member's responsibilities on the part of management, as well as poor interpersonal chemistry where there is an attempt on someone’s part to dominate other teammates with their self-declared expertise in all areas of the team’s functional objectives.  This has occurred when there was not a clear description of individual team member’s areas of responsibility, and therefore the vagueness creates a vacuum that the strong personality types feel an obligation to fill.  The result is an uneasy team flow with underlying or open conflict, which can delay or prevent team success.  Clearly defining the role of each team member, using their strengths as a guideline for their delegated area of contribution could contribute to avoiding failure in this way.  It would also be helpful to specifically designate a team lead in order to coordinate team operations and success, giving at least a focal point to air grievances should they occur.  That would be a person with the least amount of ego, and the greatest ability to help guide and maintain cooperation within a team of different strong personalities.        Understanding that tenet of conscious culture representing the behavior of an organization as it attempts to accomplish its purpose, and through its normal means, it is necessary to understand how an awareness of culture influences the make up and operation of successful or unsuccessful teams. Consisting of both conscious and accidental cultures, an organization’s practices will contribute largely to leadership style, ethical approach, and acceptable practices of its employees. This conscious culture comes from what has been written and documented, whereas the accidental culture emerges from the enacting of unwritten and unspoken behaviors being passed on from one employee to the next (Nelson & Cohen, 2012).   If the conscious culture is positive, documented, and clear, this would ultimately have a direct affect on team success.  If it is positive, yet vague in nature, it could unintentionally result in an accidental culture to could be challenging to team success. Reference: Nelson, P. & Cohen, E. (2012). The Journey to a Conscious Culture. Training Industry.Retrieved fromhttps://www.trainingindustry.com/leadership/articles/the-journey-to-a-conscious-culture.aspx Forum #2 [2] According to Kreitner and Knicki (2013), work teams are created for various purpose and faces different challenges. Leaders can deal with more effective challenges.  A few of my experiences came fro.

1. I need a 150-word reply to each of the following two forum post
that were made by my classmates to a main forum:
Forum one:
[1]
In my experience of working with and on teams, although
success can be achieved, even under difficult circumstance,
there are key factors that cause teams to be unsuccessful, as
demonstrated in figure 11-2 of Organizational Behavior. When
I have experienced team dynamic challenges, it has been due to
vague or conflicting assignments of team member's
responsibilities on the part of management, as well as poor
interpersonal chemistry where there is an attempt on someone’s
part to dominate other teammates with their
self-declared
expertise in all areas of the team’s functional objectives. This
has occurred when there was not a clear description of
individual team member’s areas of responsibility, and therefore
the
vagueness
creates a vacuum that the strong personality types feel an
obligation
to fill. The result is an uneasy team flow with underlying or
open conflict, which can delay or prevent team success. Clearly
defining the role of each team member, using their strengths as
a guideline for their delegated area of contribution could
contribute to avoiding failure in this way. It would also be
helpful to specifically designate a team lead in order to
coordinate team operations and success, giving at least a focal
point to air grievances should they occur. That would be a
person with the least amount of ego, and the greatest ability to
help guide and maintain cooperation within a team of different
strong personalities.

2. Understanding that tenet of conscious culture representing
the behavior of an organization as it attempts to accomplish its
purpose, and through its normal means, it is necessary to
understand how an
awareness
of culture influences the make up and operation of successful
or unsuccessful teams. Consisting of both conscious and
accidental cultures, an organization’s practices will contribute
largely to leadership style, ethical approach, and acceptable
practices of its employees. This conscious culture comes from
what has been written and documented, whereas the accidental
culture emerges from the enacting of unwritten and unspoken
behaviors being passed on from one employee to the next
(Nelson & Cohen, 2012). If the conscious culture is positive,
documented, and clear, this would ultimately have a direct
affect on team success. If it is positive, yet vague in nature, it
could unintentionally result in an accidental culture to could be
challenging to team success.
Reference:
Nelson, P. & Cohen, E. (2012). The Journey to a Conscious
Culture. Training Industry.Retrieved
fromhttps://www.trainingindustry.com/leadership/articles/the-
journey-to-a-conscious-culture.aspx
Forum #2
[2]
According to Kreitner and Knicki (2013), work teams are
created for various purpose and faces different challenges.
Leaders can deal with more effective challenges. A few of my

3. experiences came from lack of communication, lack of support,
and little to no team collaborations. Many of these experiences
were work and school related. As I experienced each lesson, it
helped me mantally on building a leadership mantality. So,
having a leadership and team work mantality, some of the things
I would do differently to ensure that any team I am involved in
will be successful by building communication with everyone,
making certain everyone knows their role/position and see if
everyone is comfortable with their positions, try to accomdate
with my team as well.
The tenet of conscious culture consists of higher purpose,
orientation, culture, and leadership. Their roles in promoting
successful teams holds enpowerment and contributing with
others. "Culture is the embodied values, principles and practices
underlying the social fabric of a business, which permeate its
actions and connects the stakeholders to each other and to the
company’s purpose, people and processes. A Conscious Culture
fosters love and care and builds trust between a company’s team
members and its other stakeholders. Conscious Culture is an
energizing and unifying force, that truly brings a Conscious
Business to life" (Conscious Capitalism).
Kreitner, R., Kinicki, A. (2013).
Organizational Behavior.
New York, NY: McGraw-Hill/Irwin
Conscious Capitalism. (2016). Conscious Culture. Retrieved
from http://www.consciouscapitalism.org/culture
[1]
Main forum question was: Refer to Figure 11-2 in the
Organizational Behavior
textbook. Which of the reasons for team failure have you

4. experienced and how would you do things differently to ensure
that any team you are involved in will be successful? Research
the tenet of conscious culture and explain its role in promoting
successful teams.
[2]
Main forum question was: Refer to Figure 11-2 in the
Organizational Behavior
textbook. Which of the reasons for team failure have you
experienced and how would you do things differently to ensure
that any team you are involved in will be successful? Research
the tenet of conscious culture and explain its role in promoting
successful teams.