Hello14
docx
keyboard_arrow_up
School
Brunswick Community College *
*We aren’t endorsed by this school
Course
255
Subject
Communications
Date
Feb 20, 2024
Type
docx
Pages
6
Uploaded by will09811
Hello, professor
Virtual teams offer flexibility and accessibility, the positives include cost savings, as virtual teams often require less office space, and the ability to tap into global talent pools. Additionally, remote work promotes work-life balance and can enhance employee satisfaction. “Research has shown that remote workers can balance at-home demands (e.g., cleaning, childcare) without significant impact upon work performance” (Henke, Jones, & O'Neill, 2022).
However, challenges arise in communication, as virtual teams miss the non-verbal cues present in face-
to-face interactions. This can lead to misunderstandings, affecting team cohesion and productivity. The absence of spontaneous interactions may hinder creativity and innovation. Moreover, time zone differences can disrupt workflow and deadlines. Conventional in-person teams, on the other hand, benefit from immediate communication, team bonding, and a shared physical space, but may struggle with rigid schedules and limited talent acquisition options. Striking a balance between virtual and conventional collaboration is crucial for achieving optimal outcomes.
Reference Henke, J. B., Jones, S. K., & O'Neill, T. A. (2022). Skills and abilities to thrive in remote work: What have we learned. Frontiers in psychology, 13, 893895. https://doi.org/10.3389/fpsyg.2022.893895
Erika Hi, Lauren
Great post LB, one of the main reasons why organizations decide to diversify from traditional teams to virtual teams is because of the many benefits that virtual team adaptation entails. Virtual team implementation not only benefits the organization, but it also benefits its employees. The downsides of working remotely are few yet it should be considered since virtual environments may not work for every person or organization.
Erika
Hi, Tammy
I appreciate your thoughtful response; I have encountered instances where communication breakdowns or a lack of shared goals resulted in inefficiencies. In situations like this, tasks were often duplicated, leading to confusion and delays in patient care. Additionally, a lack of effective teamwork sometimes resulted in missed opportunities for innovative solutions to complex cases. I've actively sought to address these challenges by having an open communication, clarifying roles and responsibilities to the team.
Erika
Read the snario Read the COMMUNITY CARE Scenario and Write an action plan of 500 to 700 words detailing how the group dynamics and communication between group members can be improved. Include the following:
Identify three major events that occurred that caused this meeting be considered ineffective.
What meeting guidelines, methods, or best practices can be implemented to create a more effective meeting? (Consider what could have been implemented prior to the meeting, at the beginning of the meeting, during the meeting, and at the end of the meeting.)
Describe communication processes that can improve group dynamics and meeting effectiveness.
Describe how this group can be structured differently to clarify roles and responsibilities. Describe strategies that can be implemented to improve the group dynamics.
Evaluate each group using the Stages of Group Development discussed in Chapter 16 in your textbook. Using this information, describe how these stages can be applied in this situation.
Here are the 5 stages of group development: Group Development Groups go through five sequential stages of development. Some groups, on the basis of their leadership or members’ prior experiences, can move through these stages more quickly than others. Because of the same factors, some groups may never experience all five stages. The five stages of development are as follows: Forming: During the forming stage, members try to determine the appropriate behaviors and core values of the group. They focus on exchanging functional information, task definition, and boundary development. They begin to establish tasks and determine how they might
meet objectives. During this initial stage, members must gain an understanding of the reason or purpose for joining the group and must find a social niche in the group. Storming: The second stage of group development is characterized by high levels of emotion because members are trying to find their group identity and exert their individuality. At this stage, members are claiming their social power within the group, and a hierarchy is established as people question authority, react to what is supposed to be accomplished, and jockey for power within the group. Intermember criticism, scapegoating, and judgments may accompany this struggle for control.Norming: In the third stage, the development of cohesion and structure occurs when the group’s standards, key values, and roles are accepted. The gradual development of cohesion occurs after the conflict in the second stage. In this third stage, the rules for behavior are explicitly and implicitly defined. There is a greater degree of order and a strong sense of group membership.Performing: In the fourth stage, members have found their role(s) within the
group, and their energy is focused on the task. The group works through the problems it confronts it, and when the task is near completion, the group moves to the final phase.Adjourning: Adjourning is the final stage of group development, representing the dissolution or termination of membership in the group.
COMMUNITY CARE Scenario
Type of Care Provided
Scenario
Care provided in this capacity is done through clinics such as 24-hour urgent care centers and minute
clinics provided through local pharmacies or community locations. These facilities increase access to
care at affordable rates and in convenient locations.
It was time for the team meeting. This was the fourth time the team at the community clinic was meeting to try and come to consensus regarding a problem that arose with a patient. The personalities of the
group made the meetings interesting. John was a bit of a bully. Connie had a unique way of looking at
things and did not seem to be in harmony with the rest of the group. Lucia was easily intimidated, and
it seemed that John was aware of this and took advantage of her feelings. Sally was the social butterfly
of the group and wanted to keep everyone happy. Walt typically slipped into the meeting and spent the
time browsing his Facebook account. The others would come in, sit down, and only speak when asked
a direct question. The boss was frustrated that the team had yet to come up with a consensus.
Just before the meeting began, Lucia began feeling anxious when John came in. She had been working
on an alternative plan, had developed handouts, and was ready to make a suggestion at this meeting.
Seeing John, she began to have second thoughts about bringing up her idea since the last time John
had shot her down. She was hoping that the boss would see that she was interested in helping the
group and that he might consider her for a promotion that was soon to be determined. Sally came in and
checked in with each of the group members to see how they and their families were doing, what everyone’s plans were for the weekend, and other “nurturing” type questions.
The meeting began. John stood up and said, “We all know the reason we are meeting. Some people in
this group just cannot see the big picture. There needs to be compromise in order for us to move forward. We all know who these people are and I hope they can come on board so we can be out of here
by noon.” The boss, appearing a bit irritated at this outburst, said, “John, that is not the purpose of this
meeting. We need to determine the best solution for our patient.” John immediately countered that this
was the fourth meeting, yet the problem continued. Connie proposed that maybe someone had a suggestion as to how the problem could be solved. John said something barely audible under his breath,
but no suggestions came forth.
Sally pointed out that today was Teresa’s birthday and that everyone should sing happy birthday for her.
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help
John stood up saying, “You are kidding, right?” and walked to the back of the room. They all sang to
Teresa and then a round table discussion began so everyone could share their ideas. When it came to
Lucia, she slid her handouts under her laptop and said that she had nothing to add as all her ideas had
already been mentioned.
The meeting came to an end without a solution. The boss was visibly upset as he threw his papers down
on the table and gave the group an ultimatum, “Have a solution on my desk in 24 hours or we will be
discussing solutions to our lack of consensus.”
Introduction A leader should have an impact on the group's development as well as the approach to the specific result. They can help in accomplishing this by creating specified roles and responsibilities for group members, as well as developing a plan for the collaborative project so that group members understand their position. Strong leadership is important in all group interactions because there must be direction. A
productive meeting will build group dynamics and outline all employees' roles and duties.
Several challenges surfaced during much of the meeting, resulting in an extremely unproductive meeting. Before the meeting began, John, who appears to be a bully, began sharing his opinions with the
group, which was quite unsettling and upset the leader, as well as making Lucia apprehensive. Sally's prejudice for the meeting was another factor that led to its shortcomings. She mentioned that it was one
of the employees' birthdays and asked everyone to sing. Lucia had some thoughts, but she was afraid to share them with the rest of the group because John had intimidated her. When asked whether she had any suggestions, she simply stated that others had already made them. The meeting's ineffectiveness can be exacerbated by a negative attitude and a loss of respect for the meeting's intentions. The basic problem with this team is a lack of enthusiasm for pursuing the same common goal, which is keeping them from reaching the same outcome.
To have productive meetings and excellent communication, the leader must first build team authority and understand the group dynamics. Good leadership behavior, as well as leaders prepared to discuss accountability and social acceptance with the team, are essential for leadership effectiveness. The most fundamental part of team formation is communication skills. It all relates directly to active listening. Clear goals help everyone in understanding the team's role and purpose. Balanced participation ensures that all team members are fully engaged in the work of the team. Participation is also linked to the actions of leaders (Borkowski, & Meese,2020). The leader should have prepared a meeting agenda to help the team in focusing on the subjects one at a time. Establishing a code of conduct could prevent John from acting inappropriately, and Sally could have the birthday at the end of the meeting. This could help to influence Lucia to express her ideas. Effective teams can be defined by trust, respect, and collaboration. A system with teamwork is one in which all employees are working for the greater good of a goal, have a common aim, and collaborate to achieve that goal (O'Daniel, & Rosenstein, 2008). If no one stands up in defense of a meeting's aggressor,
fear of defending leadership can easily derail creative thinking. Consider whether you will respond to this
harmful attitude if you express your opinion in a meeting. Consider not including clear situations that would profit nothing from addressing the meeting, such as viewpoints that could fall under social, economic, and cultural perspectives that are inappropriate for the meetings purpose.
Human interactions are common in conflict situations. As a result, it is both impossible to prevent and unavoidable. It is a part of our daily adult lives, whether in our workplace or in our personal lives. Self-
organization could teach the group how to identify common ground. Individual roles and duties should be assigned based on their unique skills and knowledge. To create team trust, the leader may want to
plan specific team-building activities. Employees can then work to improve the connectivity as well as any tensions or disagreements within the group.
The use of group development stages can benefit the group by identify the steps to be completed and how the goal will be met. Leaders can establish effective group behaviors to limit peer pressure on ideas and attitudes during the formation period. In the second stage of storming, the group can develop a shared purpose and highlight their uniqueness to reflect their exceptional characteristics within the group (Borkowski, & Meese, 2020). Not only would this increase their communication, but it would also improve the group dynamics. If the team had made progress to the performing stage, they might have been able to solve the patients' situation.
Your preview ends here
Eager to read complete document? Join bartleby learn and gain access to the full version
- Access to all documents
- Unlimited textbook solutions
- 24/7 expert homework help