When we started working on this project as a team, we decided to use the best of our abilities and try to find a way to make the project work by using our creativity and collectively come up with great ideas and implement them in our presentation. Along the way all four of us faced some problems that any team would and we tried to resolve it by looking at some of the reasons why such problems were arising.
During the ten week process of making the presentation, we encountered several problems that were both individualistic and collective in nature. My team members and I realized that in order to overcome those problems and handle the situations as smoothly as possible we had to understand each other’s nature and attitude and work accordingly so that the end result turns out to be an equal share of all four us.
When we first started working on our presentation we faced the problem of false consensus mainly due to the ideas that were initially proposed by Gary and Dom.
When we were brainstorming on the ideas of how we would inculcate the different kinds of culture in our role play, Gary and Dom each suggested their ideas and assumed that all four of us would agree on them. For example Gary wanted to have a small play on four people from different cultural backgrounds whereas Dom was of the idea of having two narrators and two characters. Each one of them assumed their idea to be the best and when that happens you discount the others opinion thinking of it as wrong or not appropriate for the situation. We then realized that we needed to put each of the ideas into writing and decided which one looked better, we also did some actual brainstorming to find out other different ideas for the project. Both the team members emphasized the similarities in other team members and assumed that everyone would go along with their ideas; however it does not work that way.
When you work in a team, you work with people who have different perspectives, different natures and different attitudes. To be able to overcome your hesitance and be comfortable, you need to follow simple steps of management in team work in order to achieve that. We performed the stages of forming, norming, performing and adjourning. When we first became team members we were unaware of each others personalities and someone needed to break the ice so there would be some flow of ideas. It was Gale who started the introduction and asked people how to go around this project. At first all four of us were fighting for our ideas and concepts, we were arguing and we were not willing to accept anyone else’s ideas; this was the storming stage. We then started to get a little comfortable and started the brainstorming process. Although this was a good thing, there was a drawback to this approach that we started to think alike. This concept is known as group think and it is harmful for the creativity of the group. We became so in tune that our individual creativity was lost; we were completely going along with anything that anyone was coming up. However once we decided on the theme we started working on it immediately, I believe that we were efficient and made a good presentation because we acted fast and overcame the problems that we faced patiently and by being tolerant to one another, although it took a while but we managed to form group cohesion.
Another major issue that our group faced initially was of group polarization. Group polarization took place mainly because the position one of our members held on a certain issue relating to cultural differences was accepted by the rest of the group members and their belief on the topic as intensified because she gave a very convincing speech about how certain things happen and why it happens that the rest of the members agreed with her even more. I on the other hand believed that the other approach to the issue to inter cultural marriages if portrayed in a different way would have been more convincing. However since Gale was more convincing in the argument than me, that polarization took place and members went in favor of a particular preference, where I believed that they were taking a cautious shift, that is they wanted to play it safe in the role playing whereas I thought it would be better if they took a more risky and dynamic approach.
There were times when we all became adamant on sticking to certain ideas or points that we had a certain attachment to as we had come up with them ourselves and were proud of the team effort and did not want to see them fail, this is where I think our group escalation took place. For example there was an idea brought about by Eric of including several instruments that would help enhance the effect of the presentation, however, increasing problems of making them correctly and less time for redoing the designs was an issue that we were not accepting and we wanted the whole thing to work out as we had done it in group and failure of one was like failure of the entire group. These were some of the conflicts that we faced and overcame as a group.
When people work in groups, it’s difficult initially to accept the other members for who they are and there is conflict of interests. As time goes by and the group members start becoming friendly and they become so comfortable and attached with each other that that also leads to problems such as loss of individuality and personal creativity. I believe that by assigning responsibilities to each and every member according to what they are best at and give them the control to monitor their members activities too so that there are no such problems to hinder the process of any project, presentation of such matter, especially when you belong to a single organization or an entity. (Naz Daud, 2008)
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Cite this Working as a Team – Reflective Report
Working as a Team – Reflective Report. (2016, Nov 19). Retrieved from https://graduateway.com/working-as-a-team-reflective-report/