Introduction

1. Identify the critical roles for each player. (List the person’s name, their title, and a description of their team role.)

• Peter Anderson: Group leader and dedicated to leading meetings and providing information on the progress.
• Houston Barry: Group lead researcher responsible for consolidation of all information obtained and analyzing the findings.
• Ensley Mia: Team recorder involved in taking minutes on meetings held and reading them on commencement of all meetings. Schedule meetings and announce to team members.
• James Logan: Timekeeper hence responsible for monitoring meetings and ensuring they start as scheduled and end on time.

-At which of the 5 Stages of Group Development would you say your team is in? 

Norming

The group is currently at the norming stage, and these can be confirmed with the presence of various indicators as discussed below.

Provide evidence of the indicators that support your determination.

• Establishment of conflict structures

Conflict structures are in place within the group and have helped in solving a similar situation that has arisen in the past. They have assisted in ensuring that roles are well understood and individuals acts within these rules.

 

• Rules and regulations

Regulations in place dictate the conduct of team members in meetings. They involve taking turns when engaging in a topic and ensuring respect for the opinions and views of others. Diversity is also encouraged within these rules and regulations.

• Cultural framework

The cultural framework in place provides the group with a standard code of conduct during meetings. These include refraining from words and terms that may appear offensive and appreciating contribution from all members without bias.

• Cooperation and integration

Team members have worked towards establishing information on various beneficiaries for the funding. Collaboration has been seen in the contribution given to Houston Barry as the Group Lead researcher for analysis. The group leader Peter Anderson has also commented on the integration of various roles in the team hence interconnection towards the achievement of set objectives.

• Commitment to team goals

The constant flow of information has seen individual responsibility towards team goals gathered towards submission to Group lead researcher. Roles played by group recorder has been effective in ensuring time is observed and the group recorder providing accurate information discussed in previous meetings.

1. What are at least five fundamental team norms for your teams?

Courtesy norms

Courtesy norms have ensured that members are respectful to their fellows during meetings and when collaborating towards achieving the goals of the group. It has been a conducive environment that promotes proper research and contribution of findings for analysis (Levi, 2016).

Equal participation norms

Every member is given an opportunity by Peter Anderson the Group leader when chairing meetings. Every contribution is deemed valid and essential in the analysis for a beneficiary. No member is belittled despite their role in the group.

Consensus norms

Consensus norms have helped in reaching decisions in the shortest time possible. Most members have been able to make their voice heard before a determination is formed within the group. A majority vote has often helped in the event of indifference (Levi, 2016).

Decision norms

Decision norms dictate the power within members in participating in the decision-making process. The process is well outlined and involves listening to the two sides of the arguments before reaching a final choice.

Equal distribution of power norms

Power distribution in the team is, and collaboration is highly encouraged regardless of the titles given to various roles. These have enabled the team to have less conflict despite the presence of conflict structures that resolve such issues.

Are these norms productive or do any of them need modification?

Courtesy norms

These norms have been useful in the team and highly productive. They hold the group together through proper structures.

 

Equal participation norms

These present equally effective and productive standards that have enhanced the functionality of the team.

Consensus norms

These norms should be adjusted to increase productivity. They provide agreement hence should be checked for consistencies with group objectives.

Decision norms

They are productive and has helped in ensuring a democratic process in the decision-making framework within the team.

Equal distribution of power norms

These power norms should be adjusted to ensure the team leader exercise control without limitations in the group.

1. As the leader of a team, assess if your organization suffers from “social loafing.”

The team is currently working at optimal capacity. Social loafing is barely present within the team s members are operating efficiently and effectively towards achieving their tasks as assigned (Levi, 2016). No individual members have had issues with failing to deliver their research on time and with adequate information. The process has been effective in enhancing the contribution of individual members towards the good of the group.

Consider if any member of the team is perceived as not sufficiently contributing to the team and how it might be impacting the rest of the members? 

No member has been attributed with being reluctant in their roles as well as submitting research as desired. Presence of such an individual would result in social loafing as members whose hard work are met with those that fail to deliver theirs get discouraged.

How would you mitigate the problem of social loafing (either if it’s happening now prevent it from happening in the future?

Preventing the occurrence of social loafing within the group involves ensuring members deliver their tasks as assigned. These include a framework put in place that ensures accountability and providing feedback for quality purposes. Each member has an accountability partner that keeps track of progress before meetings.

-How would you increase team motivation?

Team motivation influence delivery of tasks and performance. Team motivation will be increased through rewards and acknowledgment of excellent work delivered. These include appreciation in front of all members to encourage others to emulate that particular member.

-How would you enhance team cohesion?

Team cohesion can be enhanced by encouraging a culture of teamwork. Teamwork and constant collaboration improve coherence as individuals can cooperate towards a common objective.

1. According to Rogers, what are the characteristics of being selfless, to be an active member of this team? What does the bible tell us about being selfless?  Do Christian principles align with the principles of being selfless according to Rogers?

Open to experience

Rogers identifies that individuals should be free to experience for them to be effective. These entail having the opportunity to be effective through listening to the ideas of others. Both negative and positive emotions are accepted (Rogers, 2017).

 

 

Existential living

These entail going through various experiences in life and being cautious about preconceptions and prejudgment. It involves living in the moment while appreciating every aspect of it. Being selfless will ensure that the focus is not placed much on the future or the past but the present.

Trust feelings

Selflessness involves paying attention to instincts, gut-reactions, and emotions. They choose to trust themselves hence deem their decisions as right. Individuals should trust that their choices are right (Rogers, 2017).

Creativity

The notion of self-concept involves creativity as part of an individual’s life. Risk taking and creativity helps in the process of a person adjusting for new experiences for a change.

Fulfilled life

Selflessness helps an individual in living a satisfied and happy life. It involves looking for new challenges that promote wellbeing. A fulfilled life is based on various experiences from the evaluation of others as well as childhood and adulthood experiences.

Christian Perspective

The Bible in the book of Philippians 2:3 states that “Do nothing out of selfish ambition or vain conceit. Rather, in humility value others above yourselves.” The concept behind this can embrace humility and value others. The Christian principle aligns to that of Rogers and calls for humility to achieve the desired selflessness.

 

References

Levi, D.D. (2016) Group dynamics for teams (5th ed). Los Angeles: SAGE ISBN-13 978-1483378343 ISBN-10: 1483378349

Rogers, M. (2017). You are the team. Six simple ways teammates can go from good to great. ISBN-13: 978-1546770855 ISBN-10 1546770852