Part B 1122 Part B Marking Schedule

Part B 1122 Part B Marking Scheduledocxpart B 600 700 Words Team

Write a reflection of your individual experience of the team work to complete this assignment. The reflection should analyze what went well in your team process as well as identify areas for improvement. You may address topics such as team development stages, team roles and task allocation, communication (including virtual channels), conflict, and lessons for future teamwork. It is more effective to select a few topics and delve deeper into them. Integrate literature on group dynamics and teamwork, citing at least four high-quality sources, into your reflection. Use a reflective writing style, employing the first person, and ensure APA 6th edition referencing. Your reflection should be between 600 and 700 words, demonstrating insight into team dynamics, integrating theories or literature, and offering lessons for future team experiences.

Paper For Above instruction

Effective teamwork is fundamental in achieving successful project outcomes, especially in academic settings where collaboration fosters diverse perspectives and shared responsibilities. Reflecting on my individual experience during this assignment, I recognize several aspects that facilitated productive team dynamics, alongside areas requiring improvement. This reflection incorporates relevant literature on team development, roles, communication, and conflict resolution, offering insights applicable to future collaborative endeavors.

Initially, our team progressed through various stages of development as described by Tuckman's model—forming, storming, norming, and performing (Tuckman & Jensen, 1977). During the forming stage, team members, including myself, established initial connections and clarified roles. This phase was characterized by polite interactions and ambiguous responsibilities. As we transitioned into storming, differences in opinions emerged regarding task distribution and approach, leading to some conflict. Recognizing the importance of open communication, we employed virtual channels such as email and a collaborative platform, which facilitated ongoing dialogue. In the norming stage, roles were clarified, and mutual respect developed, promoting a more cohesive effort towards completing the assignment (Wheelan, 2005).

One of the key factors that contributed to our success was role clarity and task allocation, supported by Belbin’s team roles theory (Belbin, 2010). Assigning roles aligned with each member’s strengths resulted in efficient task execution. For instance, I assumed the role of coordinator, ensuring everyone's contributions aligned with the project objectives. Our use of digital communication tools such as Slack and email enhanced coordination, especially considering our virtual collaboration. According to Nembhard and Edmondson (2006), effective virtual communication can mitigate misunderstandings and foster trust within teams, which we observed as instrumental to our progress.

However, conflict, though managed constructively, exposed limitations in our communication strategy. Occasionally, delayed responses or misinterpretations hindered timely decision-making. This echoed Hinds et al.’s (2011) assertion that virtual teams face unique communication challenges that can impact team cohesion. To address this, we adopted more structured check-ins, increasing face-to-face interactions via video conferencing, thereby reducing misunderstandings and strengthening interpersonal trust (Kirkman et al., 2004).

Reflecting further, lessons for future teamwork include the importance of early role clarification, proactive communication, and conflict management strategies. As suggested by Mathieu et al. (2015), establishing clear expectations and open channels from the initial stages contributes significantly to team effectiveness. Additionally, assigning members to roles aligned with their strengths fosters engagement and accountability. Effective conflict resolution, involving constructive feedback and empathy, can transform disagreements into learning opportunities (Jehn & Mannix, 2001).

In conclusion, my team experience underscored the significance of structured development stages, clear role allocation, and transparent communication. Integrating well-established theories on group dynamics enriched our understanding of team processes and highlighted areas for growth. Moving forward, I realize that investing time in team formation, ensuring role clarity, and enhancing communication strategies can profoundly impact the effectiveness of collaborative efforts. These lessons will inform my approach to future team projects, emphasizing the importance of flexible, open, and strategic teamwork practices rooted in empirical research.

References

• Belbin, R. M. (2010). Team roles at work. Routledge.
• Hinds, P., Liu, L., & Lyon, J. (2011). Putting the Web to good use in virtual teams. Organizational Dynamics, 40(3), 218-224.
• Jehn, K. A., & Mannix, E. A. (2001). The dynamic nature of conflict: A longitudinal study of intragroup conflict and group performance. Academy of Management Journal, 44(2), 238-251.
• Kirkman, B. L., Rosen, B., Gibson, C., Tesluk, P., & McPherson, S. (2004). Five challenges to virtual team success: lessons from Sabre’s travel network. Academy of Management Executive, 18(3), 67-79.
• Mathieu, J. E., Heffner, T. S., Goodwin, G. F., Salas, E., & Cannon-Bowers, J. A. (2015). The influence of shared mental models on team process and performance. Journal of Applied Psychology, 92(2), 373–385.
• Nembhard, D. M., & Edmondson, A. C. (2006). Making it safe: The effects of leader inclusiveness and professional status on psychological safety and improvement efforts in health care teams. Journal of Organizational Behavior, 27(7), 941-966.
• Tuckman, B. W., & Jensen, M. A. C. (1977). Stages of small-group development revisited. Group & Organization Studies, 2(4), 419-427.
• Wheelan, S. A. (2005). The handbook of group development: An evidence-based guide to healthy team functioning. Sage Publications.