Outline Template For Classic Film Research Essay Sample Thes

Outline Template For Classic Film Research Essaysample Thesis Stateme

Outline Template for Classic Film Research Essay (sample Thesis statement and sample topic sentence starters) These are only suggestions and include several choices for some paragraphs. Words and sentence structures can be revised as needed to fit the chosen film. Level C is optional; you may also add more letters if needed. I. Introduction Thesis: The classic film Title of Film remains revered by viewers even today due its iconic and memorable characters, innovative film techniques, and timeless theme of ________________. II. The film portrays the … The film starts with… The story begins with… A. 1. 2. B. 1. 2. C. 1. 2. III. A/The central character in the film is ________________. A. 1. 2. B. 1. 2. C. 1. 2. IV. Another important character, portrayed by _____________________, plays a key role in the film. A. 1. 2. B. 1. 2. C. 1. 2. V. The message of this film was enhanced by the expert use of a specific film technique. A. 1. 2. B. 1. 2. C. 1. 2. VI. A specific film technique was also creatively used to … A. 1. 2 B. 1. 2. C. 1. 2. VII. The primary theme that this film conveyed was concise statement of theme. The central message that this film conveyed was concise statement of theme. A. 1. 2. B. 1. 2. C. 1. 2. VIII. Audiences of all ages will enjoy watching Title of Film . The memorable film … 1 building teams that work 7 Building Teams that Work Adaliza Rodriguez ENG 115 English Composition Prof. George MCGeehan February 28, 2017 Introduction In the recent times, it has been very clear that the use of teams in an organization happens to be very effective in how the businesses are operated. The benefits that are associated linked with the use of teams in an organization are enormous and they usually lead an organization towards making some of the best moves that make it outstand from the other companies that do not embrace the use of teams or team activities in their operations (Ephross, & Vassil, 2005). To start with, a team is defined as a group of individuals who come together, combine their ideas, and work collectively towards meeting the objectives of a given organization. As such, all the activities that are carried out in a team building process usually happen collaboratively by involving tasks that are collaborative (Tjosvold, & Tjosvold, 2015). It is important to note that different organizations tend to build their teams for different purposes. The socio-economic organizations tend to build teams that expose and address some of the common interpersonal issues that individuals possess in each organization as well as designing teams to offer the best solutions for the challenges to the issues that they face by using the most effective criteria to establish the teams. Importantly, all the activities and processes that are carried out during a team building process are usually aimed at improving the general performance of the team-based environment. Organizations usually have different ways to build their teams and what may work for one organization may not necessarily work for the other organization (Ephross, & Vassil, 2005). Despite the process of team building being termed as one of the best things that may happen in an organization, there seems to be a debate on the criteria that should be adopted to build teams in an organization (Tjosvold, & Tjosvold, 2015). As such, this paper will look at the best criteria that might be used to an organization for purposes of building teams that work. To do this effectively, the paper will try to review some of the commonly applied models by looking at one model and determining its applicability in the process of team building. Building teams that work In the past, scholars came up with models that could be applied in the process of building teams that work. As organizations and different managements applied these models, some considered them as being effective while others could not find the applicability of the models in the process of building teams that really work. For this assignment, a model that was formulated and developed by B, Tuckman in the year 1965, to aid in developing teams that work will be discussed and its applicability clearly highlighted (Ephross, & Vassil, 2005). The model requires organizations to follow a set of steps that lead them to making effective teams thus aiding their operations. The steps that were proposed by different organizations to carry out the task of team building effectively include that of forming, storming, norming, performing, and adjourning. While some have considered these steps as being the best in making teams that work, a number of individual have doubted their applicability. Forming The first step in the formation of teams that work is that of forming and it involves getting all the proposed team members together for some period to familiarize with one another as well as to know the objectives of the team that hey are just about to form. In this stage, a good number of the team members are usually polite to one another and they are always positive about the benefits that will be brought about by forming the team (Saavedra, 2013). In this stage, a good team leader is supposed to play a very dominant role in making sure that the team is organized in the best way possible as well as defining the responsibilities of all the team members as the team formation processes begins (Sutton, 2015). Storming In this specific team building stage, members are always characterized by pushing against all the boundaries that were developed during the team forming stage. In this stage however, the team leaders are supposed to be very keen as any failure in the management could lead to the group failing completely. Additionally, this stage it’s always characterized by team members developing different conflicts with the strategies that have been designed by the leaders or the team as well as by the whole organization involved (Saavedra, 2013). In most cases, the team members always challenge the team leaders to develop appropriate frameworks that will ultimately lead to a working team being developed. Norming The third stage in the formation of a good team that will work for an organization is the norming stage. In this stage, the team begins the process of solving any differences that could be evident within the team members and go ahead to appreciate the specific strengths that all team members display in the team. Team members also start developing respect to the team leadership by according the team leaders their rightful respect (Sutton, 2015). Additionally, team leaders tend to develop appropriate socialization skills to one another thus being in a position to exchange important ideas that might just help the team to work effectively and meet its objectives on time and without any delays. Members also develop strong commitment towards the goals of the team thus leading to the creation of a positive progress in the team building process (Tjosvold, & Tjosvold, 2015). Performing The performing stage involves having al the team members taking their assigned responsibilities and operating towards meeting their general team objectives. All members try to perform all the responsibilities within the stipulate time frame and they are all expected to work effectively towards meeting the set objectives of the team by making sure that they stick to the deadlines agreed upon by the team leaders (Tjosvold, & Tjosvold, 2015). Adjourning The adjourning stage happens to be the last stage in the team forming stage and it entails the process of delivering to the management the results of what the team was supposed to offer. Arguments for and against this model Following this model to develop teams that work should be adopted by any team that wants to meet its objectives within the stipulated time frame as a result of the effectiveness that it might bring to the organization (Ephross, & Vassil, 2005). The model offers team members with an opportunity to understand each member appropriately thus putting up appropriate strategies to meet the objectives of the team on time. however, those who argue against this model state that the model usually restricts the members by only allowing them to use what has been designed for them without incorporating their ideas in the whole process. Conclusion To conclude, the application of this model in building teams that work, should be applied by almost all the organizations as it seems to be very effective in forming a workable team. As such, I agree with those who support the model as the benefits that are attached to it are more than the challenges. References Building Smart Teams: A Roadmap to High Performance Building smart teams: A roadmap to high performance. (2004). doi:10.4135/ Ephross, P. H., & Vassil, T. V. (2005). Groups that work: Structure and process . New York: Columbia University Press. Saavedra, L. K. (2013). Effective Team Building: The Role of Coaches. Strategies , 26 (4), 3-6. doi:10.1080/.2013.799925 Sutton, A. (2015). Building Effective Teams. Work Psychology in Action , 90-108. doi:10.1007/_6 Tjosvold, D., & Tjosvold, M. (2015). What Makes Teams Effective? Building the Team Organization , 17-30. doi:10.1057/_2