module5 mngmt & leadership

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Apr 3, 2024

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Haleigh Behncke Module 5 assignment Oct. 29th, 2023 Chapter 9 2. Give one reason the New England Patriots are a successful team. - One big reason that the New England Patriots are a successful team is because of their leadership. Teams succeed or fail based on leadership (Lussier & Kimball, 2014, 282). The coach of the Patriots, Bill Belichick has led the team to 7 super bowls. When talking about teams, especially successful ones, better relationships lead to higher performance which ultimately lead to success within the program. A leader such as coach Belichick makes effective decisions, recognizes and corrects errors, doesn't try to be everyone's friend, and has a clear vision for the team. 4. Why is diversity important to group composition? - Group composition is the mix of members’ skills and abilities. Diversity is important because there are needs for key players and complementary players in order to have a successful team. Building a team comes with attracting, selecting, and retaining the best people for the job which in turn requires diversity. When mixing new players with old players it is the manager’s responsibility to make sure that they blend well and create a great group composition amongst the team. Having a diverse team is very important and often leads to outperforming homogenous groups (Lussier & Kimball, 2014, 285). 6. How do groups enforce norms? - Group norms can either help or hinder a group. They can help performance by encouraging each other to work hard, be the best they can be and help each other. They can also hurt group performance by blending the rules, using heavy social drinking and underperforming. Group pressure is powerful and is used to influence negative behavior over health behaviors such as smoking and drinking. Norms are enforced by peer pressure and the want of “fitting in” or being “cool”. Norms can be enforced formally by sanctions or by non-verbal communication. It is important that group leaders work to develop positive norms and try to eliminate negative ones (Lussier & Kimball, 2014, 288). 8. Does members’ commitment to the group continue to increase through the first four stages of group development? - The members’ commitment does seem to increase through the first 4 stages of group development, but it does vary in the first stages as well. The first stage which is orientation deals with high commitment and low competence. New groups often come with a moderate to high commitment. Moving onto stage two which is dissatisfaction,

this stage consists of lower commitment and some competence. This is because after working together for a while, some group members become dissatisfied with the way the group is progressing. Stage 3 comes with a variable commitment and a high competence due to the members finding a resolution to their differences and coming to terms with the acceptance of their initial expectations of the group. Finally in stage 4 which is the production stage there is both high commitment and high competence due to the group functioning efficiently and maintaining positive structures and processes (Lussier & Kimball, 2014, 293). Therefore, the commitment of the group does increase as the stages increase. 10. Why is it important to keep records of meeting assignments? - Giving assignments for meetings include reading material, doing research, or writing a report. It is important to make sure that all members are accountable for their assignments. When conducting meetings, summarizing and reviewing assignments should be last on the agenda. Assignments should be reviewed and recorded to set up accountability and follow-up on assignments to ensure results (Lussier & Kimball, 2014, 296). Keeping records should ensure that everyone is being held responsible for their jobs as well as if there are any problems, management can resort back to the records for proof of assignments. 12. What are the four reasons that volunteers gave for volunteering to work at the 2004 Athens Olympics? - The four reasons that the volunteers volunteered is because of nostalgia, camaraderie and friendship, Olympic connection, and sharing and recognition of expertise (Lussier & Kimball, 2014, 284). 14. Which lesson of the geese is most lacking and needed in teams today? Why? - The lesson of “traveling on the thrust of each other. A common direction and a sense of a community can get your team to the finish line faster and easier” (Lussier & Kimball, 2014, 280). I think teams are lacking in this lesson because it seems that some teams think that they are better than one another and more capable of doing things on their own rather than working together. I feel that if teams were able to put their pride aside and work as a real team just as the geese do, the team or organization will become stronger as a unit and see more success than failure. Being “one” rather than being scattered and everyone trying to reach their own goal will help not only success but also team commodity in the fact of winning and learning how to work together and not against each other. 16. Which part of the group performance model is the most important to high levels of performance? Why?

- The most important part of group performance is the group structure. In order to obtain high level performance the group structure must be the base of the group. The outcome of the team, whether that’s succeeding or failing is based on the structure. As discussed in previous questions, leadership is the core of a successful team. An important part is the group's makeup, which includes the range of abilities within a team. Diverse teams are able to solve problems because they bring a variety of abilities to the table. But the group should also possess the abilities needed to support one another. Which brings group cohesion. The structure also includes attracting selecting and retaining the best people for the job, but in this case would be in order to perform at a high level. (Lussier & Kimball, 2014, 285). 18. Select any type of group you belong to or have belonged to in the past. Explain how each of the groups six group process components affected its performance. - In my time of playing college softball there were group processes that were in place. Starting with group roles, being a part of a team comes seniority. As the freshman of the group you were in charge of the “harder” tasks because you were looked at not having a lot of time on the team therefore you had to earn it. The upperclassman had the role of “showing the ropes of what was expected of an individual player and team player. The norms that were demonstrated were participating in parties and staying out late no matter the day of the week it was. This affected performance because the group wasn’t able to give their full 100% focus the next day due to being overly tired or recovering from the night before. The cohesiveness of the team varied amongst the years. When there was a difference in opinions, personalities, or the way the game was viewed by different players, it affected the percomance on the field. Not being cohesive as a whole and having problems within the team caused unsuccessful outings at times. The status of the team was affected in a way of some players wanting the best for the team and others not. This caused dissatisfied members of the group to be mentally checked out of the game and the team (Lussier & Kimball, 2014, 290). Decision making affected the group in a positive way, in which the coaches were able to make deisoins affectively and efficiently in order to better the team and their performance. Conflict resolution affected the team in ways of not being able to find resolutions that everyone liked, which in turn affected the cohesiveness and status of the team. 20. Which type of group problem member is most annoying to you? Why? How can you better work on this type for the future? - The social loafer is the most annoying to me because they don’t want to do their fair share of work but still want the full credit as if they did half of the work (Lussier & Kimball, 2014, 298). I can better work on this type by setting boundaries at the beginning fo the group and not allowing norms of social loafing and use peer pressure to help people to do their work. This can also be helped by if possible picking you team members wisely knowing who will step up to the plate and who will not.

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Article In the article I researched, the norms that are being discussed is drinking among college students. This has been a huge problem for a number of years now and nothing has seemed to change. Being in college and having the peer pressure of wanting to fit in and wanting to be accepted by others and make friends has caused extreme circumstances such as DWI and death by drinking. These drinking norms are advertised through things such as flyers, messages, and public announcements. Just as the text describes, norms can either help a team or completely sabotage one and if the norm of drinking turns in to people advertising and promoting how drinking is affecting athletic ability and social life then there can be a positive change in the current norm of drinking while underaged or overdrinking. (Lussier & Kimball, 2014, 297). College students have been shown to consistently overestimate the drinking of their peers. As a result, social norm approaches are effective in correcting these misperceived norms to reduce alcohol consumption and alcohol-related problems. The article informs the reader that the norms can be changed and there are effective ways to do so. Nonetheless, the text and the article describe how norms can be make through groups developing their own rules for what is acceptable and not acceptable in ways of humor, socializing, and being accepted. References Lewis, M. A., & Neighbors, C. (n.d.). Social Norms Approaches Using Descriptive Drinking Norms Education: A Review of the Research on Personalized Normative Feedback . NCBI. Retrieved October 29, 2023, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC2459316/ Lussier, R. N., & Kimball, D. C. (2014). Applied Sport Management Skills . Human Kinetics.

module5 mngmt & leadership

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