The document summarizes a persuasive essay that argues teamwork is not always productive. It begins by establishing that teamwork is valued in modern capitalism but questions whether it is truly effective. It then discusses factors that can decrease teamwork efficiency, such as lack of personal motivation when credit is shared, distractions from others, and how some temperaments like introverts prefer individual work. The document concludes teamwork's benefits are often overestimated and its role and efficiency should be re-evaluated considering these limitations.
Teamwork involves collaborative efforts of a team to achieve common goals efficiently. It is present in workplaces, sports, schools, and healthcare. Effective teamwork requires an adequate team size of 6-8 members, resources, and clearly defined roles. The importance of teamwork increased after World War II when organizations recognized its benefits from the Hawthorne studies. Teamwork improves efficiency, generates ideas, provides learning experiences, enhances communication, shares workloads, and creates support networks. Team dynamics describe how individual roles and behaviors impact the group. Leaders should understand team development phases, roles, define responsibilities, break down barriers, and focus on open communication to improve team dynamics.
1) The document provides definitions and literature on teamwork, discussing how effective teamwork requires common goals, complementary skills, mutual accountability and more.
2) It discusses theories of teamwork and outlines six common misperceptions, such as thinking smooth interactions are best and that face-to-face communication is outdated.
3) The document also reviews principles for effective virtual teamwork, such as getting teams together initially, clear communication guidelines, selecting the best technologies and establishing regular meetings.
Cultivating Executive Skills And Presence TranscriptTom Floyd
Coaching can be critical in helping executives and managers develop the business skills and communication styles – both verbal and non-verbal – required of successful senior executives.
Guests discuss how professional coaching can be highly effective as part of an overall succession strategy with an organization and can address the very real leadership gap ahead for many companies.
Guests
* Robert Dickman, FirstVoice
* Karen Radtke, Beacon Street Coaching
* John Boisvert, President and CEO, Greenwood Consulting
* Ginny O'Brien, Executive and Corporate Coach, The Columbia Consultancy
Summary
According to many experts, there isn’t a formula for exactly what it takes to be a good leader. A variety of studies have been unable to identify any universal characteristics, skills, or traits that are seen consistently across those in leadership positions.
The coaches on the show discuss strategies that focus less on the textbook skills most programs identify as keys to success, and more on the importance of knowing yourself – and developing a style that works for you.
Shelle, thank you for taking the time to Assistant: What are some of the key things a coach
speak with me today. Could you start by telling our needs to know about human motivation and deci-
readers a little bit about your background and how sion making to be effective?
you came to focus on human motivation and deci-
sion making? Shelle: There are a few key things a coach needs to
know about human motivation and decision making:
Shelle: You're very welcome. I've always been fasci-
nated by how people think and make decisions. As 1. People are motivated by their perceptions, not
a young girl I was curious about
Reflective Essay on New Perspectives on LeadershipNicole
This document summarizes Nicole Ashe's reflective essay on her New Perspectives on Leadership course. The essay discusses several key concepts from the course, including storytelling, ethics, transformational and authentic leadership, followership, and art. Nicole found that storytelling, a focus on ethics, cultivating authenticity and trust with followers, and embracing creativity are hallmarks of effective leadership. She plans to incorporate these ideas, like using storytelling to communicate messages and sharing stories to build understanding, into her own leadership approach.
This document discusses different styles of team members: contributors, collaborators, communicators, and challengers. It notes the strengths and potential weaknesses of each style. It emphasizes that successful teams need all four styles. Additionally, it explains that individuals may have traits of multiple styles and can adapt their approach. The key is for team members to optimize their strengths, minimize less productive traits, and borrow behaviors from others when beneficial to the team. Overall, the document stresses that diversity among team members' styles is what makes great teams.
The document discusses leadership best practices shared by leaders in the cold storage industry. It identifies influencing leaders that several of the individuals cited, such as Margaret Thatcher. It also outlines leadership practices these leaders follow, such as listening to employees, giving credit to others, and knowing your own strengths. The document additionally notes things leaders should avoid, like making assumptions, being too rigid in rules, trying to change people, targeting groups instead of individuals, and doing tasks others can handle. Overall it promotes the importance of learning leadership skills from mentors and outlines effective leadership strategies.
Teamwork involves collaborative efforts of a team to achieve common goals efficiently. It is present in workplaces, sports, schools, and healthcare. Effective teamwork requires an adequate team size of 6-8 members, resources, and clearly defined roles. The importance of teamwork increased after World War II when organizations recognized its benefits from the Hawthorne studies. Teamwork improves efficiency, generates ideas, provides learning experiences, enhances communication, shares workloads, and creates support networks. Team dynamics describe how individual roles and behaviors impact the group. Leaders should understand team development phases, roles, define responsibilities, break down barriers, and focus on open communication to improve team dynamics.
1) The document provides definitions and literature on teamwork, discussing how effective teamwork requires common goals, complementary skills, mutual accountability and more.
2) It discusses theories of teamwork and outlines six common misperceptions, such as thinking smooth interactions are best and that face-to-face communication is outdated.
3) The document also reviews principles for effective virtual teamwork, such as getting teams together initially, clear communication guidelines, selecting the best technologies and establishing regular meetings.
Cultivating Executive Skills And Presence TranscriptTom Floyd
Coaching can be critical in helping executives and managers develop the business skills and communication styles – both verbal and non-verbal – required of successful senior executives.
Guests discuss how professional coaching can be highly effective as part of an overall succession strategy with an organization and can address the very real leadership gap ahead for many companies.
Guests
* Robert Dickman, FirstVoice
* Karen Radtke, Beacon Street Coaching
* John Boisvert, President and CEO, Greenwood Consulting
* Ginny O'Brien, Executive and Corporate Coach, The Columbia Consultancy
Summary
According to many experts, there isn’t a formula for exactly what it takes to be a good leader. A variety of studies have been unable to identify any universal characteristics, skills, or traits that are seen consistently across those in leadership positions.
The coaches on the show discuss strategies that focus less on the textbook skills most programs identify as keys to success, and more on the importance of knowing yourself – and developing a style that works for you.
Shelle, thank you for taking the time to Assistant: What are some of the key things a coach
speak with me today. Could you start by telling our needs to know about human motivation and deci-
readers a little bit about your background and how sion making to be effective?
you came to focus on human motivation and deci-
sion making? Shelle: There are a few key things a coach needs to
know about human motivation and decision making:
Shelle: You're very welcome. I've always been fasci-
nated by how people think and make decisions. As 1. People are motivated by their perceptions, not
a young girl I was curious about
Reflective Essay on New Perspectives on LeadershipNicole
This document summarizes Nicole Ashe's reflective essay on her New Perspectives on Leadership course. The essay discusses several key concepts from the course, including storytelling, ethics, transformational and authentic leadership, followership, and art. Nicole found that storytelling, a focus on ethics, cultivating authenticity and trust with followers, and embracing creativity are hallmarks of effective leadership. She plans to incorporate these ideas, like using storytelling to communicate messages and sharing stories to build understanding, into her own leadership approach.
This document discusses different styles of team members: contributors, collaborators, communicators, and challengers. It notes the strengths and potential weaknesses of each style. It emphasizes that successful teams need all four styles. Additionally, it explains that individuals may have traits of multiple styles and can adapt their approach. The key is for team members to optimize their strengths, minimize less productive traits, and borrow behaviors from others when beneficial to the team. Overall, the document stresses that diversity among team members' styles is what makes great teams.
The document discusses leadership best practices shared by leaders in the cold storage industry. It identifies influencing leaders that several of the individuals cited, such as Margaret Thatcher. It also outlines leadership practices these leaders follow, such as listening to employees, giving credit to others, and knowing your own strengths. The document additionally notes things leaders should avoid, like making assumptions, being too rigid in rules, trying to change people, targeting groups instead of individuals, and doing tasks others can handle. Overall it promotes the importance of learning leadership skills from mentors and outlines effective leadership strategies.
I cover the 9 influencing traits of women leaders in Asia which includes Jannie Chan (The Hour Glass), Aliza Knox (Google) and Randy Lai (McDonalds). My contribution starts from page 21 onwards.
How important is team work to entrepreneurs? What tool can help us understand the roles we assume in a team? How can we understand our own strengths and weaknesses in a team environment? How do we go about finding the right business partner for our start ups?
CHANGETHIS True Team Building: More Than a Recreational RetreatBernard Moon
This document discusses an alternative model for team building and effectiveness called CARB, which stands for Commitment, Alignment, Relationships, and Behaviors. Traditional views of team building focus too much on relationships and fun activities, but high performance teams require commitment to goals and each other, clear alignment between team and organizational goals, developed relationships where strengths are understood, and effective behaviors and skills. The CARB model provides a more comprehensive approach for creating and maintaining effective teams.
This document provides information about speaking engagements and seminars led by Leandro Herrero in 2013. It lists several keynote speeches and seminar topics that Herrero can present on, which focus on topics like change management, leadership, innovation, and organizational transformation. It also describes multi-day executive leadership retreats that Herrero leads, which involve introspective exercises and discussions to develop participants' skills and mindsets as leaders. Contact information is provided for Lucy Marshall to inquire further about booking Herrero or his team for an event.
Leaders are constantly looking for ways to improve results, performance and deliver results within their teams in any organisations. Leaders looking for the edge explore latest theories and fads and lately we have seen a move towards authentic leadership.
As the progress of the Nation’s Vision 2035 for organisations in Brunei Darussalam advances towards technology’s heightened quality, it could be realized how leadership style also follows the trend. In our ever-changing and dynamic nature of business, authentic leaders take center stage as they guide organisations and their teams to produce sustainable and consistently good performance. Authentic leaders have been around for decades but has recently been brought into focus as the theory by their success. They carries the trend somewhat as they are viewed as real and compelling to their followers.
Mistrust of leaders in power brings cynicism from employees and creates a workforce that is largely non-committed and disengaged. In the discussion that follows, understanding these leadership developments and improvements through critical refection in carrying out projects are to be discussed. In addition, the effectiveness of the leadership strategies used in my organisation is reflected upon team’s performance in completing a project.
Can I become an authentic leader? What are the challenges I face currently? How can I harness the benefits of being an authentic leader? These are the questions that shall be demystified, hence making a best practice and guidelines in becoming an authentic leaders.
The fields of remote collaboration, global teams and managing wide-scale organizational change are becoming common place. Nancy Settle-Murphy appeared on the Business901 Podcast, Spanning the Globe for Team Success to discuss some of key components needed to lead these teams. This is a transcription of the podcast.
The group faced two main issues during their assignment. First, there was a lack of critical analysis during research due to dividing work and not commenting on each other's parts. They proposed adopting a facilitative leadership model to promote critical thinking. Second, decision making was unsystematic with interruptions, due to being overly polite. They proposed using brainstorming to systematically involve members and allow for constructive conflict. Overall, the experience highlighted the importance of systematic critical thinking and debate within groups to achieve quality work.
The document discusses how leaders of an organization sought feedback on issues within the team. While changes were implemented and critical feedback tolerated, some employees engaged in unprofessional behavior like name-calling and blame. The leaders continued efforts for change but there comes a point where complaints must stop to move forward. Destructive behaviors like public shaming and blaming of leaders without accountability need to be addressed so the team can progress. The document provides suggestions on how to structure feedback, set goals and boundaries to create a positive culture for change.
Mike Miller, Director of Business Billing at AT&T, found Crucial Conversations training to be one of the most powerful and useful tools. Crucial Conversations is a two-day course that teaches skills for creating alignment and agreement through open dialogue on high-stakes topics. It teaches how to speak and be heard to surface the best ideas, make high-quality decisions, and act on decisions with unity. Fortune 500 companies have seen improved results in areas like productivity, quality, teamwork, relationships, performance, and efficiency after implementing Crucial Conversations training.
I have just finished leading a large organisation and I thought I would share my views on leadership. This is a personal view but hopefully someone will benefit.
This summary provides the key points in 3 sentences or less:
Leaders must realize communication is their top priority, as they are employees' most trusted source of information. Direct conversations between leaders and employees are missing, and meetings alone do not make an effective communicator. The article provides best practices for leaders to improve communication, including listening to employees, being accountable, viewing feedback as a gift, and leading by example.
Team building activities can help reduce conflict in the workplace. There are five main types of workplace conflicts: interdependence conflicts, differences in styles, differences in backgrounds, differences in leadership, and personality conflicts. One effective team building activity is the "Human Knot" where employees stand in a circle holding each other's hands in a tangled formation and have to untangle themselves without breaking the chain, which allows employees to communicate across perceived conflicts. Regular team building through interactive exercises improves employee collaboration, motivation, and productivity by enhancing role clarity and teamwork abilities.
The document provides guidance on team building rules, theory, and tasks. It outlines rules for team building sessions such as paying attention, respecting different views, and contributing knowledge. It defines a team as "a small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable." Key features of teams are identified as having an aligned goal, rules, shared leadership, a plan, building on differences, and focus on communication and the job. The document asks participants to find a success case study of team building to present in 3 minutes and provides random discussion topics. It concludes that close relationships, trust, shared aims and leadership, and respect are important for team building.
Most managers find themselves in a conflicting position - having tasks delegated to them by senior management but being reluctant to delegate tasks to their own subordinates. This leads to a lack of autonomy throughout the organization. The article suggests that managers and organizations must change their management style by helping employees see their work as responsibilities rather than just tasks. This involves clearly communicating expectations, providing feedback, and encouraging employees to think about how to improve and contribute beyond just completing tasks. Framing work as responsibilities can make jobs more engaging and help the organization by fostering innovation from employees.
Making teams work within your organization June 2012Timothy Holden
Toronto Training and HR provides training and consulting services to help organizations improve teamwork. The document discusses different types of teams, roles within teams, factors that make teams effective or ineffective, and how to build a positive team culture. It also provides tips on topics like using metaphors, managing generational differences, addressing conflict, and shifting operating models to improve collaboration. The goal is to help organizations maximize team performance and better leverage the skills and talents of all employees.
The document discusses team building and leadership. It defines what teams are and how they work best through commitment to common objectives, defined roles and responsibilities, effective communication and decision making, and good relationships. It describes the process of team building and the different stages a team goes through - forming, storming, norming, and performing. It outlines different team roles and behaviors as well as characteristics of effective team leaders who build trust, empower their team members, and create an enthusiastic environment where the team can work together successfully to achieve results.
This document provides advice on how to effectively handle a panel interview. It recommends asking in advance who will be on the panel and how the interview will be conducted. During the interview, the document suggests asking questions to learn what the company is looking for in a candidate, how job performance is evaluated, what skills are needed, and goals expected in the first year. Knowing this information will help prepare for the panel and determine how well you fit the role.
Why Teams Fail & 14 Success Factors for a TurnaroundDiane Boivie
The document discusses reasons why teams fail and success factors for improving team performance and turnarounds. It provides 10 reasons why teams fail, including disempowering leadership and lack of accountability. It also lists 10 ways to improve teamwork, such as aligning teams around goals and strategies. Additionally, the document outlines 14 success factors for team turnarounds, including factors related to productivity like leadership and resources, as well as positivity factors like trust and respect. The purpose is to help teams assess weaknesses and make improvements to enhance performance.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Overcoming the Blocks to Growth".
The document discusses teams and teamwork in organizations. It defines a team as a group of people organized to work independently and cooperatively to achieve common goals and purposes. Effective teamwork is important in fields like nursing to ensure patient safety. The document also discusses factors that make teams effective or dysfunctional, and barriers to dysfunctional teams like lack of cooperation, respect for other's roles, and unwillingness to share skills. It emphasizes the importance of leadership, communication, and organizational behavior for successful teamwork.
The document discusses the importance of teamwork in multiple contexts. It states that teamwork is valuable in any field, and without it important tasks cannot be accomplished efficiently. It also explains that teamwork allows employees to focus on their strengths while knowing others will help in times of crisis. Additionally, the document notes that teams are smarter than individuals, and team environments foster learning, risk-taking and mutual respect between colleagues.
I cover the 9 influencing traits of women leaders in Asia which includes Jannie Chan (The Hour Glass), Aliza Knox (Google) and Randy Lai (McDonalds). My contribution starts from page 21 onwards.
How important is team work to entrepreneurs? What tool can help us understand the roles we assume in a team? How can we understand our own strengths and weaknesses in a team environment? How do we go about finding the right business partner for our start ups?
CHANGETHIS True Team Building: More Than a Recreational RetreatBernard Moon
This document discusses an alternative model for team building and effectiveness called CARB, which stands for Commitment, Alignment, Relationships, and Behaviors. Traditional views of team building focus too much on relationships and fun activities, but high performance teams require commitment to goals and each other, clear alignment between team and organizational goals, developed relationships where strengths are understood, and effective behaviors and skills. The CARB model provides a more comprehensive approach for creating and maintaining effective teams.
This document provides information about speaking engagements and seminars led by Leandro Herrero in 2013. It lists several keynote speeches and seminar topics that Herrero can present on, which focus on topics like change management, leadership, innovation, and organizational transformation. It also describes multi-day executive leadership retreats that Herrero leads, which involve introspective exercises and discussions to develop participants' skills and mindsets as leaders. Contact information is provided for Lucy Marshall to inquire further about booking Herrero or his team for an event.
Leaders are constantly looking for ways to improve results, performance and deliver results within their teams in any organisations. Leaders looking for the edge explore latest theories and fads and lately we have seen a move towards authentic leadership.
As the progress of the Nation’s Vision 2035 for organisations in Brunei Darussalam advances towards technology’s heightened quality, it could be realized how leadership style also follows the trend. In our ever-changing and dynamic nature of business, authentic leaders take center stage as they guide organisations and their teams to produce sustainable and consistently good performance. Authentic leaders have been around for decades but has recently been brought into focus as the theory by their success. They carries the trend somewhat as they are viewed as real and compelling to their followers.
Mistrust of leaders in power brings cynicism from employees and creates a workforce that is largely non-committed and disengaged. In the discussion that follows, understanding these leadership developments and improvements through critical refection in carrying out projects are to be discussed. In addition, the effectiveness of the leadership strategies used in my organisation is reflected upon team’s performance in completing a project.
Can I become an authentic leader? What are the challenges I face currently? How can I harness the benefits of being an authentic leader? These are the questions that shall be demystified, hence making a best practice and guidelines in becoming an authentic leaders.
The fields of remote collaboration, global teams and managing wide-scale organizational change are becoming common place. Nancy Settle-Murphy appeared on the Business901 Podcast, Spanning the Globe for Team Success to discuss some of key components needed to lead these teams. This is a transcription of the podcast.
The group faced two main issues during their assignment. First, there was a lack of critical analysis during research due to dividing work and not commenting on each other's parts. They proposed adopting a facilitative leadership model to promote critical thinking. Second, decision making was unsystematic with interruptions, due to being overly polite. They proposed using brainstorming to systematically involve members and allow for constructive conflict. Overall, the experience highlighted the importance of systematic critical thinking and debate within groups to achieve quality work.
The document discusses how leaders of an organization sought feedback on issues within the team. While changes were implemented and critical feedback tolerated, some employees engaged in unprofessional behavior like name-calling and blame. The leaders continued efforts for change but there comes a point where complaints must stop to move forward. Destructive behaviors like public shaming and blaming of leaders without accountability need to be addressed so the team can progress. The document provides suggestions on how to structure feedback, set goals and boundaries to create a positive culture for change.
Mike Miller, Director of Business Billing at AT&T, found Crucial Conversations training to be one of the most powerful and useful tools. Crucial Conversations is a two-day course that teaches skills for creating alignment and agreement through open dialogue on high-stakes topics. It teaches how to speak and be heard to surface the best ideas, make high-quality decisions, and act on decisions with unity. Fortune 500 companies have seen improved results in areas like productivity, quality, teamwork, relationships, performance, and efficiency after implementing Crucial Conversations training.
I have just finished leading a large organisation and I thought I would share my views on leadership. This is a personal view but hopefully someone will benefit.
This summary provides the key points in 3 sentences or less:
Leaders must realize communication is their top priority, as they are employees' most trusted source of information. Direct conversations between leaders and employees are missing, and meetings alone do not make an effective communicator. The article provides best practices for leaders to improve communication, including listening to employees, being accountable, viewing feedback as a gift, and leading by example.
Team building activities can help reduce conflict in the workplace. There are five main types of workplace conflicts: interdependence conflicts, differences in styles, differences in backgrounds, differences in leadership, and personality conflicts. One effective team building activity is the "Human Knot" where employees stand in a circle holding each other's hands in a tangled formation and have to untangle themselves without breaking the chain, which allows employees to communicate across perceived conflicts. Regular team building through interactive exercises improves employee collaboration, motivation, and productivity by enhancing role clarity and teamwork abilities.
The document provides guidance on team building rules, theory, and tasks. It outlines rules for team building sessions such as paying attention, respecting different views, and contributing knowledge. It defines a team as "a small number of people with complementary skills who are committed to a common purpose, performance goals and approach for which they hold themselves mutually accountable." Key features of teams are identified as having an aligned goal, rules, shared leadership, a plan, building on differences, and focus on communication and the job. The document asks participants to find a success case study of team building to present in 3 minutes and provides random discussion topics. It concludes that close relationships, trust, shared aims and leadership, and respect are important for team building.
Most managers find themselves in a conflicting position - having tasks delegated to them by senior management but being reluctant to delegate tasks to their own subordinates. This leads to a lack of autonomy throughout the organization. The article suggests that managers and organizations must change their management style by helping employees see their work as responsibilities rather than just tasks. This involves clearly communicating expectations, providing feedback, and encouraging employees to think about how to improve and contribute beyond just completing tasks. Framing work as responsibilities can make jobs more engaging and help the organization by fostering innovation from employees.
Making teams work within your organization June 2012Timothy Holden
Toronto Training and HR provides training and consulting services to help organizations improve teamwork. The document discusses different types of teams, roles within teams, factors that make teams effective or ineffective, and how to build a positive team culture. It also provides tips on topics like using metaphors, managing generational differences, addressing conflict, and shifting operating models to improve collaboration. The goal is to help organizations maximize team performance and better leverage the skills and talents of all employees.
The document discusses team building and leadership. It defines what teams are and how they work best through commitment to common objectives, defined roles and responsibilities, effective communication and decision making, and good relationships. It describes the process of team building and the different stages a team goes through - forming, storming, norming, and performing. It outlines different team roles and behaviors as well as characteristics of effective team leaders who build trust, empower their team members, and create an enthusiastic environment where the team can work together successfully to achieve results.
This document provides advice on how to effectively handle a panel interview. It recommends asking in advance who will be on the panel and how the interview will be conducted. During the interview, the document suggests asking questions to learn what the company is looking for in a candidate, how job performance is evaluated, what skills are needed, and goals expected in the first year. Knowing this information will help prepare for the panel and determine how well you fit the role.
Why Teams Fail & 14 Success Factors for a TurnaroundDiane Boivie
The document discusses reasons why teams fail and success factors for improving team performance and turnarounds. It provides 10 reasons why teams fail, including disempowering leadership and lack of accountability. It also lists 10 ways to improve teamwork, such as aligning teams around goals and strategies. Additionally, the document outlines 14 success factors for team turnarounds, including factors related to productivity like leadership and resources, as well as positivity factors like trust and respect. The purpose is to help teams assess weaknesses and make improvements to enhance performance.
The “Course Topics” series from Manage Train Learn and Slide Topics is a collection of over 4000 slides that will help you master a wide range of management and personal development skills. The 202 PowerPoints in this series offer you a complete and in-depth study of each topic. This presentation is on "Overcoming the Blocks to Growth".
The document discusses teams and teamwork in organizations. It defines a team as a group of people organized to work independently and cooperatively to achieve common goals and purposes. Effective teamwork is important in fields like nursing to ensure patient safety. The document also discusses factors that make teams effective or dysfunctional, and barriers to dysfunctional teams like lack of cooperation, respect for other's roles, and unwillingness to share skills. It emphasizes the importance of leadership, communication, and organizational behavior for successful teamwork.
The document discusses the importance of teamwork in multiple contexts. It states that teamwork is valuable in any field, and without it important tasks cannot be accomplished efficiently. It also explains that teamwork allows employees to focus on their strengths while knowing others will help in times of crisis. Additionally, the document notes that teams are smarter than individuals, and team environments foster learning, risk-taking and mutual respect between colleagues.
The document discusses virtual teams and their effectiveness compared to face-to-face teams. It introduces that virtual teams have helped organizations conduct business more effectively through increased use of information communication technology. However, virtual teams also face some criticisms like lack of involvement, trust, and cohesion. The document evaluates the differences between virtual and face-to-face teams based on dimensions like performance, cohesion, conflict, trust and satisfaction.
Module 3 material_sample Vocational TrainingDewey Alfonso
- Socializing in a culturally diverse workplace can help build strong professional relationships, confidence, and success, but can also be challenging. Having differences connect employees and valuing each person's uniqueness can lead to improved ideas, processes, and strategic initiatives.
- Practical ways to socialize include sharing work updates, getting to know colleagues personally, avoiding debates on sensitive topics, maintaining eye contact during conversations, and joining different social groups at lunch. Building positive relationships through socializing can make employees feel more comfortable and influential at work.
2016 reflective writing for professional practiceMartin McMorrow
This presentation was prepared for postgraduate students at Massey Business School. It focuses on how to write reflective journal entries for professional practice.
The document summarizes a variety of workshops offered by gluetogether to empower employees and improve performance. The workshops cover topics such as influencing skills, communicating difficult messages, assertiveness, creative problem solving, time management, leadership development, managing change, and business skills. Attendees would learn practical tools and strategies to strengthen their abilities in areas like communication, conflict management, delegation, motivation, and goal setting. The workshops aim to help professionals develop key skills for both career success and personal growth.
The document discusses the differences between managing small teams versus large teams. It notes that while the core skills of a manager are the same, there are differences in how teams operate and how managers should communicate. For small teams, managers should thoroughly research topics, present justifications for decisions, and limit feedback sessions to prevent irrelevant responses. For large teams, managers need to deliver consistent messages to all members at once, reinforce communications in smaller groups, and use language that encourages discussion rather than intimidation. Effective management of both large and small teams requires understanding team dynamics and tailoring communication styles appropriately.
Research Paper Harbrace Handbook pgs. 273-328 Double Space .docxronak56
Research Paper: Harbrace Handbook pgs. 273-328
Double Space
Use A Header
Willis 1
Chase Willis
Instructor McCray
English 105
November 25, 2002
The Information Superhighway
The “information superhighway,” referring to the great communication potential of the Internet, has now become a familiar term, even among those who are not online..........However, to make Internet access universal, public libraries and schools face a double challenge: rethinking their purpose and obtaining necessary resources.
Heading
Title of paper
Intro paragraph
Thesis
Willis 2
Librarians’ jobs, too, will change. They will become “the guides and gatekeepers, or perhaps the travel agents, on the information superhighway”(Grimes 21).
While librarians welcome these changes and are willing to accommodate technology, they worry. Max Frankel suggests that fees be charged for “profitable private uses of the Internet...to subsidize the Net’s penetration of every community”(42).
Page number
First quote
Second quote, author named in sentence
Willis 6
Works Cited
Frankel, Max. “The Moon This Time Around.” New
York Times Magazine 5 May 1996:40+. New
YorkTimes Ondisc. CD-ROM. UMI-Proquest.
Nov. 1996.
Grimes, William. “Libraries Ponder Role in Digital Age.” New York
Times 29 Apr. 1996, late ed.: A21+. New York Times
Ondisc. CD-ROM. UMI-
Proquest. Nov. 1996.
alphabetical order by author
indent successive lines
double space throughout
note that the extra numbering I have you complete does not correspond to this page
For citing online service access, look at pages 307-309.
Hints for approaching your final project:
1. It might be helpful to approach your paper as if you are providing an organizational profile, conducting a case study, or as if you are an internal communication consultant who is diagnosing what works and what doesn’t work in terms of communication.
2. Start out by coming up with a definition of organizational communication. Spend a paragraph or two talking about organizational communication and your communication in general terms.
3. You should begin by constructing your mission statement and organizational goals; then use them to guide your description of organizational communication.
4. Use, as a starting point, your perspective on organizations: do you subscribe to scientific management, human relations, human resources, or a systems perspective? Do you draw from each?
For example:
At Bella we strongly look into the human relations approach to management. What is Human Relations Approach to Management? Elton Mayo observed that worker productivity depended less on lighting conditions in the work area than on the workers perception that management were interested in them. Mayo proposed that higher productivity could be gained by good communication and emotional connection between workers and management.
This was a change from Frede ...
This document provides a summary of the chapters in a book about the silent language of leaders and how body language can help or hurt leadership. It discusses how small gestures can have a big impact on audiences and perceptions. The chapters will cover topics like using body language in negotiations, leading change, encouraging collaboration both in-person and virtually, differences between male and female leadership styles, communicating cross-culturally, and how future generations of workers and technology will shape leadership. The goal is to help leaders understand how body language influences interactions and perceptions so they can communicate more effectively.
This document provides a summary of the chapters in a book about the silent language of leaders and how body language can help or hurt leadership. The chapters discuss topics such as reading body language, negotiating skills, leading change, encouraging collaboration, communicating virtually and in-person, differences between male and female leadership styles, working with global teams, international body language norms, and the future of leadership as new generations enter the workforce. The book argues that understanding body language will be an increasingly important skill for effective leadership.
The document discusses how to create effective teams. It outlines several key characteristics of effective teams, including shared leadership, mutual accountability, and commitment to common goals. It also discusses different team formation stages like forming, storming, norming and performing. The document provides tips for team leaders, such as facilitating communication, addressing issues directly, and focusing on continual learning and improvement through retrospectives.
This document discusses how to effectively manage a project team that is geographically dispersed across different countries. It identifies key challenges such as communication barriers, cultural differences, and lack of bonding due to physical distance. The author proposes several strategies to address these challenges, including establishing consistent communication methods, being sensitive to cultural norms around communication, clarifying objectives and responsibilities, promoting team building activities, and providing incentives and recognition for individual contributions. The overall approach is to foster a cohesive team identity and systematic processes to help the geographically diverse team successfully complete the project by the deadline.
Similar to Report of Translation 'vocative function' (15)
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
This document provides an overview of wound healing, its functions, stages, mechanisms, factors affecting it, and complications.
A wound is a break in the integrity of the skin or tissues, which may be associated with disruption of the structure and function.
Healing is the body’s response to injury in an attempt to restore normal structure and functions.
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There are 4 phases of wound healing: hemostasis, inflammation, proliferation, and remodeling. This document also describes the mechanism of wound healing. Factors that affect healing include infection, uncontrolled diabetes, poor nutrition, age, anemia, the presence of foreign bodies, etc.
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LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
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9
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বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
1. TRANSLATION
THE VOCATIVE FUNCTION
Group 3
• Dapit Saputra
• DesiAnggraini
• Fenti Rizki Ananda
• RefkiAldino
• Thesya Ayudya Decimika
• Febri Yolanda
FACULTY OF HUMANITIES
ENGLISH LITERATURE
BUNG HATTA UNIVERSITY
PADANG
2016
2. The Vocative Function
The core of the vocative function of language is the readership, the addressee. According to
Newmark, the term ‘vocative’ in the sense of ‘calling upon’ the readership to act, think, or feel,
in fact to ‘react’ in the way intended by the text (the vocative is the case used for addressing your
reader in some inflected languages). Newmark (1987) said that the typical of vocative text such
as notices, instructions, publicity, propaganda, persuasive writing (requests, cases, theses) and
possibly popular fiction, whose purpose is to sell the book/entertain the reader.
The first factor in all vocative texts is the relationship between the writer and the
readership, which is realized in various types of socially or personally determined grammatical
relations of forms of address; infinitives, imperatives, subjunctives, indicatives, impersonal,
passives; first/ or family names, titles, hypocoristic names; tags, such as ‘please’, all play their
part in determining asymmetrical or symmetrical relationships, relationships of power or equality
, command, request or persuasion. The second factor is that these texts must be written in a
language that is immediately comprehensible to the readership.
Vocative texts are expressive poetic texts that strive to show rather than tell, that
communicate felt knowledge, and that appeal to the senses. A vocative text is thoughtful and
suggestive, rather than declarative and final, and aims to show experientially rather than tell
rationally (van Manen, 1997). Language is used to encourage knowing through the senses, to
prompt knowing that is felt and that has texture (Todres, 1998). An important purpose of such
writing is to touch readers, to engage them personally with the text, and to evoke the lived
visceral qualities of human experience. Elements associated with vocative texts include
concreteness, evocation, intensification, tone, and epiphany (van Manen).
The Vocative Function in Persuasive Writing
We will give one example of the vocative function in one persuasive essay taken from internet
entitled “Why Teamwork is Not So Productive”. Here are the original script of the source and
the translated one.
3. Why Teamwork is Not So Productive
The world of developed capitalism in which we live in nowadays requires the constant increase
of productivity. Productivity is what billions of guides, books, and training sessions are dedicated
to; in order to increase it, companies regularly come up with new strategies, models of workflow
organization, and so on. One of the sacred cows of modern capitalism is teamwork; for some
reason, managers of all ranks believe that teamwork is the ultimate component of success
(or at least one of them). Team-building activities, corporate parties, group projects, hanging
out with colleagues after work, and so on – all this is meant to organize productive teamwork.
But, is teamwork really all that superb?
Usually, people write something like this in their CVs, “Enjoy working in a team,” or “Work
best in a team.” However, working in a team often means devaluing the work done. For example,
if you are a lone wolf who has just accomplished a complicated project, you get all the credit,
your reputation grows faster, and you get paid more. On the other hand, in a team, the credit
cannot be given to someone specific; instead, a team manager usually gathers everyone in a
conference room and says something like, “Good job, everyone.” This might be satisfying if you
have a strong self-identification with your team, but usually this is not enough. This may lead to
a decrease of personal interest and motivation in the work done. Do you want all the credit for
the work done to be shared among a number of people (Silverton Internet College)?
Working in a team does not mean that all the working process will consist of super-productive
meetings, intense brainstorming, and the accurately organized work of professionals, where
everyone knows their part of the job perfectly. Usually, the efficiency of teamwork is decreased
by a number of factors. Among the factors one could include are team members’ unwillingness
to take responsibility, procrastination of team members, noisy surroundings, personal conflicts
between team members, poor organization of the working progress, gossiping and informal
communication, and so on. At the same time, when working individually, it is easier to focus on
a task, without getting distracted by random chattering. Besides, individual work implies higher
personal responsibility for outcomes (FRI).
Another important factor is the people’s temperament within a team. Working in a team,
interacting with other people, sharing responsibilities, and spending a lot of time with coworkers
is good for extroverted people. Extroverts are not necessarily always uninhibited, friendly, and
communicative, but they indeed work better in groups. Since extroverted people make a majority
of Earth’s population, there is no surprise that corporate culture is oriented towards them.
However, introverted people are also numerous; they prefer to control the amount of their daily
social interactions, to work alone, to determine the volumes of work for themselves, and think
about current work issues alone. For them, teamwork is usually a curse; commonly, introverts
simply do their share of work, and leave all the bright ideas they have for themselves. Introverts
usually do not enjoy working in teams, and a professional manager should know that they
disclose their full potential only when allowed to work on their own (IFR). Therefore, a team that
does not take into accounts the needs and qualities of introverts in it is less productive than it
could be.
4. Teamwork is important for modern companies, as it is considered to be an effective form of
workflow organization. At the same time, teamwork’s efficiency is often overestimated, due to
numerous factors. Among them one should mention the lack of personal interest and motivation
in doing the job; poor organization and a large number of distractions; besides, some people are
simply not suitable for teamwork, and disclose their full potential only when working alone.
Therefore, the role and efficiency of teamwork should be re-evaluated.
References
Sparkson, Jeremy. “Myths About Teamwork.” IRF.net. N.P., 01 June 2012. Web. 07 May 2015.
“Why a Team of Introverts Is a Bad Idea.” FRIHealth. N.p., n.d. Web. 07 Apr. 2015.
“Motivation In Team.” Silverton Internet College. N.p., n.d. Web. 07 May 2015.
https://academichelp.net/samples/academics/essays/persuasive/teamwork-2.html
5. Mengapa Kerjasama Kelompok Kurang Produktif
Berkembangnya dunia kapitalisme di zaman dimana kita hidup sekarang ini memerlukan
peningkatan daya produksi secara terus-menerus. Produktivitas itu seperti sejumlah buku-buku
pedoman, buku-buku, dan kursus-kursus pelatihan yang diberikan supaya dapat meningkatkan
daya produksi tersebut, perusahaan-perusahaan biasanya memunculkan strategi-strategi baru,
contoh-contoh dari kemajuan proses kerja organisasi, dan lain sebagainya. Salah satu hal yang
tidak dapat dihindari dari kapitalisme modern adalah kerjasama tim; beberapa alasannya,
pimpinan-pimpinan dari seluruh pangkat manajer percaya bahwa kerjasama kelompok adalah
keberhasilan utama (atau setidaknya salah satu dari mereka). Membangun aktivitas-aktivitas
kelompok, partai-partai perusahaan, proyek-proyek kelompok, berkumpul bersama rekan-rekan
kerja setelah bekerja, dan yang lainnya – semua aktivitas ini bermaksud untuk mengatur
kerjasama kelompok yang produktif. Tetapi, apakah kerjasama kelompok benar-benar bagus?
Biasanya, orang menulis hal seperti ini dalam CV (surat lamaran dalam daftar riwayat hidup)
mereka, “menikmati pekerjaan dalam sebuah tim”, atau “bekerja sangat baik dalam sebuah tim”.
Tetapi, bekerja dalam sebuah tim sering diremehkan dalam melakukan pekerjaan. Sebagai
contoh, jika kamu seorang serigala yang baru saja menyelesaikan sebuah proyek yang rumit,
kamu mendapatkan semua pujian untukmu, reputasimu/ nama baikmu lambat laun meningkat,
dan kamu digaji lebih tinggi. Di sisi lain, dalam sebuah tim, pujian tidak diberikan untuk satu
orang; malahan, seorang pimpinan tim biasanya mengumpulkan semua orang dalam sebuah
ruang pertemuan dan mengatakan “kerja bagus, semuanya”. Kalimat tersebut terasa memuaskan
anda jika anda mempunyai pengenalan diri yang baik dalam timmu, tetapi biasanya ucapan itu
tidak cukup. Biasanya dengan mudah akan dapat mengurangi minat pribadi dan motivasi dalam
pekerjaan yang telah dilakukan. Apakah anda ingin semua pujian atas kerja keras yang telah
anda lakukan tersebut dibagikan kepada beberapa orang (Silverton Internet Collage) ?
Bekerja dalam sebuah tim bukan berarti semua proses kerja akan terdiri dari pertemuan yang luar
biasa bermanfaat, hebat, pengungkapan ide, dan dengan akurat pekerjaan diatur oleh para ahli,
dimana semua orang tahu dengan baik bagian kerja mereka. Umumnya, manfaat kerjasama
kelompok diturunkan oleh beberapa faktor. Diantara faktor-faktor yang terkait seperti kurangnya
tanggung jawab dari anggota tim, penundaan dari anggota tim, lingkungan yang berisik, konflik
pribadi antara anggota tim, kurangnya kemajuan kinerja dalam organisasi, bergosip dan
pembicaraan yang tidak formal dan sebagainya. Pada saat yang sama, ketika bekerja secara
individu, bekerja lebih terasa mudah untuk focus kepada pekerjaan, tanpa merasa terganggu
dengan pembicaraan yang tak jelas. Selain itu, bekerja individu menghasilkan pribadi yang
bertanggung jawab lebih tinggi (FRI).
Faktor penting lainnya yaitu watak setiap orang dalam sebuah tim. Bekerja dalam sebuah tim,
berinteraksi dengan orang lain, berbagi tugas-tugas, dan menghabiskan banyak waktu dengan
teman-teman sekerja cocok untuk orang yang mudah bersosialisasi. Orang-orang ekstovert tidak
6. selalu orang yang tidak malu-malu, peramah dan suka bicara, melainkan mereka memang
bekerja lebih baik dalam kelompok-kelompok. Karena mayoritas populasi dunia adalah orang
ekstrovert, bukan hal yang baru apabila budaya perusahaan diatur oleh mereka. Akan tetapi, ada
juga beberapa orang yang memusatkan perhatian dan pikirannya kepada dirinya sendiri
(introvert); mereka memilih untuk mengatur jumlah interaksi sosial dalam keseharian mereka,
untuk bekerja sendiri, untuk menentukan kapasitas kerja mereka sendiri, dan berpikir tentang
pekerjaan yang baru-baru ini diberikan sendiri. Bagi mereka, kerjasama tim adalah sebuah
malapetaka; biasanya, orang-orang introvert mudah untuk membagikan hasil kerja mereka,dan
membiarkan semua ide cemerlang mereka hanya untuk diri mereka sendiri. Orang-orang
introvert pada umumnya tidak suka bekerja dalam kelompok-kelompok, dan seorang manajer
profesional harus tahu bahwa mereka memperlihatkan potensi penuh mereka hanya pada saat
mereka diizinkan bekerja sendiri (IFR). Oleh karena itu, sebuah tim yang tidak
memperhitungkan kebutuhan dan kualitas orang-orang introvert dalam hal ini kurang produktif
daripada yang seharusnya.
Kerjasama tim penting dalam perusahaan-perusahaan modern, sebagaimana telah ditetapkan
sebagai bentuk efektif dari arus kerja organisasi. Pada waktu yang bersamaan, efisiensi sebuah
kerjasama tim sering dinilai terlalu tinggi, karena berbagai faktor. Diantara faktor-faktor itu satu
yang harus menyebutkan kurangnya minat pribadi dan motivasi dalam melakukan pekerjaan;
buruknya organisasi dan banyaknya gangguan-gangguan; selain itu, beberapa orang tidak merasa
cocok dalam kerjasama tim, dan memperlihatkan potensi penuh mereka ketika bekerja seorang
diri. Maka dari itu, peran dan efisiensi dari kerjasama tim harus di evaluasi kembali.
Referensi
Sparkson, Jeremy. “Myths About Teamwork.” IRF.net. N.p., 01 June 2012. Web. 07 May 2015.
“Why a Team of Introverts Is a Bad Idea.” FRIHealth. N.p., n.d. Web. 07 Apr. 2015.
“Motivation In Team.” Silverton Internet College. N.p., n.d. Web. 07 May 2015.
https://academichelp.net/samples/academics/essays/persuasive/teamwork-2.html
7. Besides using Newmark book, we also find the information about vocative text in the online
journal of Jennifer J. Nicol, University of Saskatchewan. She said that according to Van Mannen
(1997), Vocative texts tend to be characterized by five textual elements: concreteness, evocation,
intensification, tone, and epiphany. Based on her online journal and the element of Van Mannen,
we analyzed the persuasive essay taken from internet into five elements.
Analyzing Persuasive Essays ‘ Why Teamwork is Not So Productive’ in Five Textual
Elements of Van Mannen
1. Concreteness
Concreteness refers to the use of specific and particular descriptions that place a phenomenon
concretely in the life world, and helps readers identify closely with what they are reading.
Concreteness prompts readers to appreciate the researched phenomenon in terms of their own
lived experiences (van Manen, 1997).
. …. we live in nowadays requires the constant increase of productivity . (1st line)
…. di zaman dimana kita hidup sekarang ini memerlukan peningkatan daya produksi
secara terus-menerus
The word “we” shows about the sense of “calling upon” , ‘we’ here means that the writer
includes himself and his readership based on the text situation.
…. One of the sacred cows of modern capitalism is teamwork; for some reason,
managers of all ranks believe that teamwork is the ultimate component of success (or at
least one of them). (see line 4)
.. Salah satu hal yang tidak dapat dihindari dari kapitalisme modern adalah kerjasama
tim; beberapa alasannya, pimpinan-pimpinan dari seluruh pangkat manajer percaya
bahwa kerjasama kelompok adalah keberhasilan utama (atau setidaknya salah satu dari
mereka)
- Sacred cows actually is the idiom of American English so that we cannot translate it
directly just by looking word by word in the dictionary (target language).
- This sentence describes the concrete phenomenon in business world. The writer
attempts to extend his thought to the readership.
8. 2. Tone
Tone refers to the way in which readers are addressed. The goal is to instill the text with a
tone that speaks to readers in a direct, feeling, and stirring manner (vanManen, 1997). The tone
of writing tends to arise from the whole of the text, so it is difficult to extract specific succinct
examples. But we found it in this persuasive essay.
is teamwork really all that superb ? (line 8 / the last sentence of 1st paragraph)
, apakah kerjasama kelompok benar-benar bagus?
This is one of the ways the writer persuade the addressee to feel and think whether the teamwork
is the best choice.
Rhetorical questions can also be used to achieve a desired tone.
Do you want all the credit for the work done to be shared among a number of people
(Silverton Internet Collage) ? (line 16/ last sentence in 2nd paragraph)
Apakah anda ingin semua pujian atas kerja keras yang telah anda lakukan tersebut
dibagikan kepada beberapa orang (Silverton Internet Collage) ?
- We know that this question must not need to answer because the tendency of people
like to be praised (his/her works).
3. Intensification
Intensifying the text involves maximizing the full poetic value of words by choosing words that
kindle sensory knowing, by thoughtfully attending to the arrangement of words, and by
developing and using metaphor (van Manen, 1997).
For example, if you are a lone wolf who has just accomplished a complicated project,
you get all the credit, your reputation grows faster, and you get paid more. (line 11 / 2nd
paragraph)
9. Sebagai contoh, jika kamu seorang serigala yang baru saja menyelesaikan sebuah
proyek yang rumit, kamu mendapatkan semua pujian untukmu, reputasimu/ nama baikmu
lambat laun meningkat, dan kamu digaji lebih tinggi
- A lone wolf symbolized an animal who likes to wander alone, the writer attempts to
describe a similar trait between a person who likes to work by himself with a wolf.
4. Evocativeness
Evocativeness involves using words to evoke and vividly reveal the phenomenon.Consequently,
an experience and its meanings are “called forth” (van Manen, 1997, p.353), and readers are
moved to engage in introspection and reflection. Evocativeness contrasts sharply with
concreteness, whereas concreteness anchors the phenomenon, evocativeness illuminates and
evokes lived meanings extending beyond immediate tangible experience.
… ,and spending a lot of time with coworkers is good for extroverted people. …, but
they indeed work better in groups . Since extroverted people make a majority of Earth’s
population, there is no surprise that corporate culture is oriented towards them. (line 29)
… , dan menghabiskan banyak waktu dengan teman-teman sekerja cocok untuk orang
yang mudah bersosialisasi (ekstrovert). .. , melainkan mereka memang bekerja lebih baik
dalam kelompok-kelompok. Karena mayoritas populasi dunia adalah orang ekstrovert,
bukan hal yang baru apabila budaya perusahaan diatur oleh mereka.
… . Introverts usually do not enjoy working in teams, …. (line 36)
Orang-orang introvert pada umumnya tidak suka bekerja dalam kelompok-kelompok,
The writer involves using the evidence of experience in terms of explaining both extrovert and
introvert.
10. 5. Ephipany
Epiphany, the final textual feature, means creating a text that leaves readers feeling changed by
what they read (van Manen, 1997). Again, this is something that exists in the text as a whole and
is difficult to extract within a single excerpt. However, the concluding statement of the results
chapter hinted at the possibility of a reader’s epiphany by communicating what was in fact my
own epiphany.
.. Among them one should mention the lack of personal interest and motivation in doing
the job; poor organization and a large number of distractions; besides, some people are
simply not suitable for teamwork, and disclose their full potential only when working
alone. Therefore, the role and efficiency of teamwork should be re-evaluated. (line 42-
paragraph 5)
. Diantara faktor-faktor itu satu yang harus menyebutkan kurangnya minat pribadi dan
motivasi dalam melakukan pekerjaan; buruknya organisasi dan banyaknya gangguan-
gangguan; selain itu, beberapa orang tidak merasa cocok dalam kerjasama tim, dan
memperlihatkan potensi penuh mereka ketika bekerja seorang diri. Maka dari itu, peran
dan efisiensi dari kerjasama tim harus di evaluasi kembali.
In the previous paragraph (see paragraph 3), the writer reemphasizes several decreased factors in
the final text (as conclusion) and it leaves readers feeling changed by what they read.
Sources :
https://academichelp.net/samples/academics/essays/persuasive/teamwork-2.html
http://nsuworks.nova.edu/tqr/vol13/iss3/1/
Newmark.P. (1987)