Introduction: The Perfect Way To Develop And Increase Thinki

Introductionit Is The Perfect Way To Develop And Increase the Knowled

Introduction: It is the perfect way to develop and increase the knowledge of the team when we do a reflection on how we did in our teamwork. Developing teamwork comes from the awareness of the processing that has been done during the teamwork, which reflects on the substitution plan for the next teamwork. Feedback, examining defects and mistakes, considering crucial teamwork practices, and doing substitutional behaviors are part of the process of team development (Wiedoe & Konradt, 2010). After collecting information from interviews, we distributed the main points among ourselves, aligned with each team member’s skills. Our presentation focused on how the manager of Fulton Hogan Australia Pty Ltd. manages teams within their organization. We explored the types of training conducted, methods used to encourage staff to work in teams, and our opinions on the value of teamwork. Our team cohesion was strong from the beginning, facilitating the positive handling of cultural challenges. We trusted each other’s abilities and assigned tasks aligning with individual skills to ensure effective collaboration.

Establishing the Team: Working in the same location under a common leader does not automatically constitute teamwork; true teamwork involves collectively concluding work with the right outcomes (Alim & Syamsuddin, 2018). Our team formed during the first class of this course, where members introduced themselves and participated in activities to foster collaboration. We embraced diverse personalities, sharing ideas openly and accepting differences. Leadership was assigned based on skills, and responsibilities were delegated accordingly. This approach allowed us to enhance productivity and achieve a high-performance result during our presentation.

Team Processes: To facilitate communication and idea sharing, we created a group on Facebook, a versatile social media platform that supports multimedia sharing and interaction (Avram, 2014). This tool helped us stay connected, collaborate efficiently, and maintain engagement without formal behavioral protocols. During our project, we cited supporting literature, such as insights from the manager we interviewed about fostering teamwork through social activities, training, and networking. We recommended the use of team goal pledges as motivational tools that reinforce team training and promote innovative outcomes, supported by Rousseau (2013). When asked about the value of teamwork, Deichmann (2017) highlighted benefits such as resource sharing, cost reduction, and risk mitigation.

Strengths and Challenges: Our team’s diversity, especially cultural diversity, proved to be a strength, enhancing our problem-solving capabilities and fostering innovative ideas. However, time constraints—specifically a twenty-second limit per idea during presentations—posed a challenge. We managed this by allocating tasks based on individual strengths and coordinating effectively to meet deadlines.

Equal Contribution Policy: We ensured equal participation by dividing tasks based on skills—three members conducted research and formulated arguments, two focused on designing the presentation in Pecha Kucha style, and one conducted the interview, sharing pertinent information. This approach allowed everyone to contribute meaningfully, leveraging individual strengths for the collective benefit.

Conclusion

Due to the COVID-19 pandemic, our team adapted to remote collaboration through Facebook and Google Docs, maintaining responsibility and accountability for our deliverables. Some team members could improve time management for meetings; however, we addressed this effectively by utilizing digital tools to stay connected. The experience gained from this teamwork was enriching, offering insights into effective team management and collaboration within a local organization that prioritizes teamwork as a business element. The collaboration not only enhanced our understanding of team dynamics but also contributed valuable recommendations for improving organizational teamwork.

References

• Wiedoe, A., & Konradt, U. (2010). Two-Dimensional Structure of Team Process Improvement: Team Reflection and Team Adaptation. Small Group Research, 42(1), 32-54.
• Rousseau, V., Aubé, C., & Tremblay, S. (2013). Team coaching and innovation in work teams. Leadership & Organization Development Journal, 34(4), 395-413.
• Deichmann, D., & Jensen, M. (2017). I can do that alone…or not? How idea generators juggle between the pros and cons of teamwork. Strategic Management Journal, 39(2), 417-434.
• Alim, N., & Syamsuddin. (2018). The Establishment of Multicultural-Based Team Characteristics in Increasing Institution Productivity of Higher Education in Indonesia. Earth and Environmental Science, 75, 2.
• Avram, E. (2014). Facebook communication in higher education. Practical Application of Science, 2(3), 130–133.