The life and death of a team is documented in this short research paper. This paper was hands on research that allows imput to the way teams work as a unit or a cell. It shows us that working as a cell is not totally critical, but it is crucial.
Success Factors in Online Creative CollaborationKurt Luther
Presented by Kurt Luther (GVU Center, Georgia Tech) in the session "Create, Donate, Collaborate" at the 2010 ACM Conference on Supporting Group Work (GROUP 2010), in Sanibel Island, GA.
Success Factors in Online Creative CollaborationKurt Luther
Presented by Kurt Luther (GVU Center, Georgia Tech) in the session "Create, Donate, Collaborate" at the 2010 ACM Conference on Supporting Group Work (GROUP 2010), in Sanibel Island, GA.
A group is comprised of individuals who meet to discuss issues, problem solve, or to inform. A real team, however, is defined as people coming together for a common purpose, setting clear goals, and establishing priorities. The team leader and team members define roles for individual members, utilizing individual strengths and nurturing synergism (working together) to create a unified plan of action in order to achieve identified and measured results. Team members learn to depend and rely on other team members to demonstrate their talents and support the team.
I hope that you design your own workbook and visual management boards. Making this process your own is how the work is enabled. Most people take a course and download the software or the workbook and try to apply without going through the necessary steps to learn the process. I hope that you have started your experiment, your PDCA cycle in adding these thoughts to your toolbox and the way you do your work. There is a Slideshare presentation on the workbook using this slide deck.
A team supports an environment that lets team members flourish, meaning there is open communication, no games or hidden agendas, no schmoozing the team leader, transparency, and motivated team members who want to struggle together to achieve goals.
Project Team Building: Case Study Investigation in the Construction Industry ...Dr. Amarjeet Singh
Project teams play an important role in project performance. In the Engineering and Construction industry, the successful delivery of a project requires the collaboration of people with different skills and expertise which makes a healthy work relation among project team members very essential for the success of the project in particular and the organization in general. In this paper, we look at "Project team building" from three main dimensions: firstly, communication among project team members. Effectiveness of team communication in projects is becoming increasingly important due to the growing technical and organizational complexity of construction projects. Secondly, trust among project team members. Because trust is a major factor leading to the success or failure of construction project and finally, the role of leadership in project management, particularly in the construction field is very crucial to the success of the team.
To achieve the above objective, we selected a case study investigation through which a major construction project in Jordan was analyzed. After studying the project related documents. We conducted several interviews and distributed several questionnaires asking key project stakeholders about the three dimensions of project team building defined. The study involved the identification of barriers and enablers for each dimension in the project team building model. The study concluded with a framework for project team building based on the dimensions of: trust, communication and leadership that could be applied on projects with similar context in Jordan.
What are some of the differences between attitudes and beliefs, .docxtwilacrt6k5
What are some of the differences between "attitudes" and "beliefs," as described in Ch. 4 of the text? Must be atleast 300 words!!!
Please use the reading material below!!
The primary message of this chapter can be summarized by the Boy Scout motto “Be prepared!” Have you ever spent an hour or two at a group or team meeting only to find out no one was ready to make a meaningful, informed contribution? Many wasted meetings boil down to the fact that group members just haven’t done their homework. GIGO is the acronym that computer programmers use for the expression “Garbage in, garbage out.” If you put poor information (garbage) into a computer program, you get poor results as output. It works the same way in group discussions.1 To achieve a quality decision, a group needs quality information gleaned from research as well as effective reasoning and critical-thinking skills.2 In this chapter we delve into the processes by which groups accomplish their work and achieve their goals. We’ll discuss how to prepare effectively for a group discussion and how to use research and critical-thinking skills to enhance the quality of the work accomplished by group members. The Greek philosopher Socrates believed that the primary goal of dialogue and discussion was the search for truth. Today, group discussion continues to be a trusted method of seeking answers to tough questions. Our legal system is based on the idea that a jury of adults, after hearing evidence and using their best critical-thinking and analysis skills, should be able to decide whether someone is guilty of a crime. In corporations, teams and task forces hammer out key decisions. Regardless of a group’s composition, goal, or context, its discussion will be more productive if group members have prepared and if they know how to critically evaluate information used to reach reasoned conclusions.3 How to Develop a Discussion Plan Imagine the instructor in your group communication class has assigned you to a group or committee, perhaps, so that you can make a recommendation, solve a problem, or make a decision. What should you do first? How would you develop a plan to get your work accomplished? What should you not do? It’s tempting for members to jump in with both feet and start deciding what to do without adequate research or preparation. The most effective groups develop a plan for accomplishing their goal. Groups are more likely to deliberate wisely and effectively if group members clarify their goals, have good discussion skills, and are motivated to do a good job.4 Suggesting solutions or making final recommendations at your first meeting is not a good idea. Effective groups prepare for discussion.5 We’ll outline the general parts of a discussion plan and then spend the rest of the chapter describing these strategies in detail. Get Acquainted with Your Group Members “Let’s get down to business,” “What are we supposed to do,” and “Get to the point” are typical statements heard at most f.
Cracking the Workplace Discipline Code Main.pptxWorkforce Group
Cultivating and maintaining discipline within teams is a critical differentiator for successful organisations.
Forward-thinking leaders and business managers understand the impact that discipline has on organisational success. A disciplined workforce operates with clarity, focus, and a shared understanding of expectations, ultimately driving better results, optimising productivity, and facilitating seamless collaboration.
Although discipline is not a one-size-fits-all approach, it can help create a work environment that encourages personal growth and accountability rather than solely relying on punitive measures.
In this deck, you will learn the significance of workplace discipline for organisational success. You’ll also learn
• Four (4) workplace discipline methods you should consider
• The best and most practical approach to implementing workplace discipline.
• Three (3) key tips to maintain a disciplined workplace.
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Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
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RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
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Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
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Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
1. Asya Bell
Fine Design Team
Process
BUSGR 545-01
2009
Busgr 545-01 Final Paper
2. Outline
Title Page
1. Introduction of the Fine Design Team 3
HPT by definition in relation to Fine Design 4
• Interpersonal Dynamics
• Common Themes (operational and employee value)
2. Help Discover Strengths and Simplification 6
3. Life and Death of a Relationship built on Team Strength 8
4. Help Discover Weaknesses 10
• Five dysfunctions of Teams Graph
5. Conclusion 11
2|Page
A. Bell BUSGR 545-01
3. Introduction
Hello, my name is Asya Bell and I have chosen to do a research paper on a team that I
was a part of in May 2009. The name of this team was “Fine Design” and this team’s project
was to inform the class of the process of “Designing a Team”. This team formed through a
selection process of four random classmates that just happened to sit near one another. The team
did not appear to be assembled strategically on a single circuit by a higher authority. Our
professor informed the class of an assignment that was worth a great deal for the basis of our
overall grade in this class. I originally wanted this team to be the type of team that I could learn
from and lead! After careful review of my team, I was not so sure of leading or learning
anything from my team. Have you ever began a project with co-workers and soon realized that
you were completing more work also at a much faster and much more efficient pace! "Well if
you have then you obliviously met Fine Design"!
I would like to analyze with you the strengths and weaknesses of Fine Design as a whole.
I would like to inform you of factors that placed this team in compromising positions. There are
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A. Bell BUSGR 545-01
4. also examples where simple solutions can allow for further growth of the team. This team
experienced stress factors that began the moment the team signed up to become partners. This
team was informed that (we will use values A,B,C and D as values for Fine Design group
members) teammate A will be out of the Country at the time that the assignment is due for
presentation in class room setting. This in turn leads us directly into non-verbal communication
as a stress factor that was viewed as positive and negative! Fine Design also discovered de-
motivating factors that could have led directly into threats of productivity.
I think that Fine Design as one entity has overcome many obstacles in the road to project
completion for this task. This school project team experienced everything that your normal work
team will face. Fine Design worked independently and incredibly to make this assignment a
successful passing grade or project (or so I believe). In order to truly say that Fine Design was a
High Performing Team we must analyze its mishaps, dysfunctions, communication and most
important its overall outcome.
High Performing Teams
A High Performing Team by definition is a team that exhibits quantum leap in business
results in less than a year and is successful in all key dimensions (Mark Hanlan, 1952). Fine
Design has experienced stress factors such as Teamwork via Technology, Attendance,
Experience or lack of and Expectations in determining if they were indeed a HPT. One of Fine
Designs first major obstacle was the interpersonal dynamics. All team members exhibited
encouragement of one another’s viewpoints. All members were open and excepting to ideas and
concepts for the project. However team member A was very dominate in this process but team
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A. Bell BUSGR 545-01
5. member A was also the member that was not going to be in town during the presentation
purpose. This leads me to believe that A was attempting to become a very dominate force in this
project due to the reality of possible absence during the preparation and presentation portion of
the project. It" can't be proven" that A was only encouraging because of his lack of physical
presence. It "can be said" that A was attempting to leave his trademark on the project to ensure
“A” received credit for the proposed project outcome. While working on this team there was a
great deal of gate keeping taking place from C and D towards member B. Group member B is
what we can label as the dreaded “SOCIAL LOAFER”. Group member B was always late for
group meetings, complained about staying for more than one hour, was not a great communicator
and refused to complete any computer related work. Therefore, during the reflection phase,
following phase and standard setting phase team member B was not effective for the overall
project. In order to achieve HPT standards you have to effectively communicate with all
involved. The team members C and D in an ideal environment should not have experienced
these negative attributes from B. A well-rounded team member, who possesses exquisite
technical, task management, and interpersonal skills, is a statistical rarity (Leigh L Thompson,
2008, p. 92).
Common Themes
While Fine Design worked on their project from afar and up close, the entire team had
one common goal. "Success"! The group members worked independently and cohesively on
several aspects of the project. The group worked well while determining what the outline of the
project would consist of. Members A, C and D worked together while determining what the
project would consist of. A, C and D all decided how to present the project to the class. They
also determined the content and the power point information that was to be used. This is where
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A. Bell BUSGR 545-01
6. the team begins to divide due to A’s departure to another country. At this moment, the tension
rises among team members and it appears that the theme for success has decreased. Members C
and D are now the face of the project. Member B begins to give less and less to other members
of the team. It appears that B has drawn away from the group. This is also where the “single
dimension”(C and D are only focused on one way of completing the project-meet up and go over
the work for presentation, no phone, no email{because B refuses to communicate via
technology}) way of thinking comes into this project. It is said, “When a team focuses solely on
a single dimension, other pressures often increase significantly” (Mark Hanlan, 1952, p. 21).
The members C and D have now imposed what may possibly be defined as an irrational
expectation on B. Member B may have already felt as if there was originally a single dimension
system put in place regarding Fine Design. It was unclear to C and D that this system may have
placed an unrealistic agenda on B. It can be stated that if the communication was effective in its
delivery, Fine Design may have never experienced disadvantageous effects at this phase.
Discovery of Strengths and Simplification
There are ways to determine where the strength lye’s' within any organization, group or
individual. This also holds true to Fine Design! There are factors that must be considered.
While Fine Designed worked on their project and continued to stumble into roadblocks within
their own group, they could have initially found out where their individual strength was located.
If Fine Design had taken advice from, www.virginia.edu/processsimplification.com in alpha
phase, their conflicting ways (single dimension strategy) would not have arisen. At this website,
you can find many useful tips and guides when you are working in teams, even alone. This
website could have asked Fine Design some extremely valuable questions that they may never
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A. Bell BUSGR 545-01
7. considered. If member C and D would have asked “Do members know what needs to be done
next, by whom, and when to achieve the goal”, “In a successful team: Members know what
needs to be done next, by whom, and by when to achieve team goals”
http://www.virginia.edu/processsimplification/doc/TeamLeadership.doc numerous variables may
have changed. Single dimension may have played a vital role, but member B may have
responded differently! Examples:
Roles Do members know their roles in getting tasks done and when to allow a more skillful member to do
a contain task?
Members know their roles in getting tasks done and when to allow more skillful members to do a certain
task.
Decisions Are authority and decision-making lines clearly understood?
In a successful team: Authority and decision-making lines are clearly understood.
Conflict Is conflict dealt with openly and considered important to decision-making and personal growth?
In a successful team: Conflict is dealt with openly and is considered important to decision-making and
personal growth.
Personal Traits Do members feel their unique personalities are appreciated and well utilized?
In a successful team: Members feel their unique personalities are appreciated and well utilized.
Norms Are group norms set for working together and are they seen as standards for everyone in the
group?
In a successful team: Group norms for working together are set and seen as standards for everyone in the
groups.
Effectiveness Do members find team meetings efficient and productive and look forward to this time together?
In a successful team: Members find team meetings efficient and productive and look forward to this time
together.
Success Do members clearly know when the team has met with success and share in this equally and
proudly?
In a successful team: Members know clearly when the team has met with success
and share in this equally and proudly.
http://www.virginia.edu/processsimplification/doc/TeamLeadership.doc
7|Page
A. Bell BUSGR 545-01
8. Even though these are only a few examples, they are crucial questions that should have been
addressed at the start of the project. "While answering these questions can become difficult at
times"! It could have still played a crucial part in the developmental phase of the initial project,
aided in the discovery of strengths, and simplified the project.
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A. Bell BUSGR 545-01
9. Life and Death of a Relationship built on Team Strength
While Fine Design worked steadily on their assignment, it has been stated that working
on your individual strength and team’s strength at the same time will ultimately help design the
type of environment that will play favorable for the ending project result. “One of the mysteries
of the human condition is that we are all born with unique gifts. One estimate argues that we can
each do something better than any 10,000 other people. Those who find a way to discover their
talents and develop them are often regarded as lucky, gifted or excellent in their chosen field.
But we are all capable of following this path if only we are allowed to or shown it. This is
perhaps the greatest service that a manager can perform for his or her team.”
(www.smartads.info/view-authors/?bio=EricGarner). This is very insightful about the average
human. I think this is crucial when you are working with a group. “If Fine Design would have
heard this phrase while developing there project, there would have been less confusion during
the planning phase”! It would have been less confusion because the team would have introduced
this theory and applied it to the project as well as themselves. Fine Design would have looked at
themselves as a project. I truly believe that this strength theory should have been applied. If the
strength theory were, implemented Fine Design would have been able to help each other
discover their strengths and weaknesses. They would have also been able to focus on individual
strengths, develop these strengths, manage their weaknesses and combine people with
complementary strengths. Fine Design could have grasped the concept of exiling the single
dimension way of thinking from the start of the project. Team members “A” and “B” could have
worked on special projects together since there were major time constraints for them. They
could have worked on theories prior to “A” going out of town. That would have allowed “B” the
9|Page
A. Bell BUSGR 545-01
10. opportunity to complete project portion early versus “B” running into time constraints at the end
of the project. There could have been numerous opportunities that could have arisen that would
have played an even more favorable outcome while alleviating stress factors during this project.
Help Discover Weaknesses
The “Strength Theory argues that just as we each have unique strengths, so each of us has
weaknesses” (www.smartads.info/view-authors/?bio=EricGarner). In this theory, there are three
major points that are made. The first is that weaknesses can never be turned into strength no
matter how had one tries. The second is even if you devote all your resources to improving a
weakness, it will only ever be improved to the level of average, no more. The third is while all
your energy has been devoted to improving the weakness to reach average standard, you could
have wasted time and energy that could have gone into improving the strength
(www.smartads.info/view-authors/?bio=EricGarner). In this weakness theory I think that team
member “C” could have allowed each member to find there weakness and expose it during the
initial stage. If this were to have taken place all team, members would have held this project to a
new standard. All members would have known exactly what not to expect to be completed from
individual team members. I think that all team members would have been able to focus on what
was needed for the project and all members would have know exactly how to go about attaining
what was needed and what team member to get it from. If the weakness theory were applied, I
know that team members would have corresponded much more effectively with team member
“A” since the issue with this member was distance. I think that with team member “B” everyone
in the group would have understood the importance of verbal communication and lack of timing.
10 | P a g e
A. Bell BUSGR 545-01
11. With team member “C” everyone would have understood that controlling the tempo of the
assignment and the "everything has to be completed as soon as possible" was the only way that
this member knew how to approach the project. With team member “D” the group should have
been able to focus on the group work as “a whole is better than the sum of its parts”, since this
member has never worked in a group setting prior to this project. For Fine Design as a whole, I
know that the weakness theory would have played a critical role throughout the project if it were
implemented throughout the entire project. I also think that the weakness theory is more
powerful than any other theory that has been introduced during this paper because it really gives
you a focal point of understanding what will “NOT” work and what will “Never” work for
everyone. I think that says a lot for a group of people working together, because it sets the
standard, and let us face it we have standards with all that we do in life.
Inattention to
RESULTS
Avoidance of
ACCOUNTABILITY
Lack of
COMMITTMENT
Fear of
CONFLICT
Absence of
TRUST
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A. Bell BUSGR 545-01
12. www.virginia.edu/processsimplification/doc/TeamLeadership.doc
The graph above is a great example of the discovery of weaknesses that team members
may face. This graph also shows us what to look for while determining an individual’s strengths
and weaknesses. While Fine Design faced many obstacles, the graph shows us what the typical
obstacles that team members usually face. In accordance with this graph, Fine Design did
receive the five typical dysfunctions of a team. If this graph were to have been introduced during
the initial phase of the project I believe that there would have been less stress, less lack of
commitment, more time delegated for the project and the team would have planned the project
prior to team member A going out of town.
Conclusion
In conclusion, Fine Design faced many obstacles on their road to project completion.
The obstacles that they faced were manageable and they could have been overcome. All group
members should have allowed each other the opportunity to extend their educational in addition
to personal and professional growth into this project. "Once you have evaluated all team
members and align them with their true strengths, the project at that moment becomes
explosive"! Even though Fine Design did experience stress factors, de-motivating factors, single
dimension way of working and thinking and lastly communication via information technology
they refused to allow these negatives to get in the way of the projects productivity. In addition,
even though Fine Design did not start as a high performing team, the final project showed only
high performance. While evaluating the team based on its overall performance I pose the
question; “Is a high performance team only a team that can exhibit quantum leap in results and is
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13. successful in all key dimensions”? I think the answer is no. I think that the only way a team can
be considered a high performance team is to perform beyond its noted potential and perform
beyond the clients’ expectations and in the case of Fine Design beyond the professors,
classmates as well as the team’s overall expectations.
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14. Reference Page
1.) Hanlan, Mark (1952) xviii High Performing Teams
2.) Leigh L Thompson (2008) Making the Team, A guide for Managers.
3.) www.askteamdoc.com/index.php/2005/10/10/assessing-your-organization-for-team-
strength/
4.) www.insightinstitute.com/building-personality-strengths.html
5.) www.managesmarter.com/msg/content_display/incentive/e3i90f5972ce0b39bdf4eb4a1111bc8d
6.) www.smartads.info/view-authors/?bio=377&Author=Eric_Garner
7.) www.virginia.edu/processsimplification/doc/TeamLeadership.doc
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