Online Teams

My Thought for Today...

     Taking online courses has caused me to take part in many online group projects. Although I don't mind partaking in group projects, as I feel it allows for more diversity and creativity in the project. I find partaking group projects online over in the class room can cause conflict to arise more frequently. Working in teams through the internet can cause miscommunication and can cause problems with goals being reach on time. With online projects you can't tell exactly what the other person is thinking, as you can only rely over email or text. It is also harder to communicate with members, as you don't seem them on a daily basis or in class. Where working in teams in in-class courses you are able to meet them face-to-face and have meetings that aren't over the internet. It is also easier to get a hold of them, as there is more ways to communicate with them. 
    In the past and still with courses that I am taking now I find it is very hard to get a hold of team members, as they do not respond to emails or respond days and weeks later. It is also hard to communicate with them at the time needed, as everyone is on the internet at the same time, where in class you can speak to them then. It seems to be a lot easier to avoid someone over the internet then in class. I also find its harder to communicate what needs to be done and if the person did it right and how to explain everything through email then in person. 

Well thats my thought! What about you? Have you ever worked over the internet for team projects or have they always been in person? What one do you prefer? Give suggestion for working online if you have any!

Dealing with Conflict in Teams

It is assumed there will be some sort of conflict throughout a team assignment, whether its big or small. However, the reason teams are effective is because they get through conflict without a hitch. In this blog I will discuss with you six steps to help you deal with conflict. 

     1. Listen: Be sure to understand the problem. Make sure you are listening and that your aware of what needs to be fixed. Also make sure they are attentive of what you say as well.
     2. Understand the others point of view: After listening to what the member needed to be said, it will be easier to see where they are coming from. Put yourself in their shoes. Show understanding by asking questions and paraphrasing what they say to make sure they know that you see where they are coming from. Use Empathy. 
     3. Show a concern for the relationship: Focus on the problem and not the person.  Show understanding and willingness to fix the problem. Try to come to an agreement.
     4. Look for common ground: Identify interests you may have and what their interests are as well. See what you have in common and see if you can find a solution you both agree with.
     5. Invent new problem-solving options: Spend time identifying the interests of both sides. Try to find new ways to resolve the problem. Be open to new options
     6. Reach an agreement on whats fair: Determine a standard of fairness that is accepted by both sides.  Weigh the possible decisions and choose the one that best fits. 

***

Below is a clip from "The Big Bang Theory". The clip demonstrates conflict between Leonard and Sheldon, but Leonard avoids trying to fix things or empathize how Sheldon feels. Instead of resolving the problem it only gets worse. 

Effective vs. Ineffective

Below is a chart that I created showing you the differences between an effective team vs. and ineffective team...

Effective	Vs.	Ineffective
Goals:
·      Objective of the team is well understood ·      Accepted by all team members		·      Goals are not clear ·      Team members are not on the same page
Contribution of Team Members:
·      Lots of discussion ·      All members participate and attend meetings ·      Discussions are on topic		·      A few dominate discussion ·      Members don’t participate or attend meetings ·      Discussion is off point
Listening:
·      Everyone listens to each other when speaking ·      Everyone allows one to speak		·      Members don’t listen to each other ·      Ideas ignored or are over ridden by others
Conflict Resolution:
·      When disagreement occurs, members work together on resolving problems ·      No one avoids conflict		·      Issues get larger ·      Members avoid conflict, nothing gets resolved
Decision Making:
·      Decisions are usually raised by consensus ·      General agreement		·      Actions aren’t taken properly ·      No decision is made ·      No agreement in decision
Leadership:
·      Chairperson of group does not dominate ·      All roles are equal ·      Leadership changed depending on tasks		·      No leadership ·      Leader dominates ·      Leader is too weak or too strong
Self-Evaluation:
·      Members work as a team ·      No “I”, all members rewarded		·      Group avoids any discussion of its own maintenance
Division of Work:
·      Members all have dedicated roles ·      Roles are clear ·      Work is evenly distributed		·      Roles are not given, assignments are unclear ·      One or two of the members do majority of the work

If you can think of any other points that demonstrate an effective team vs. and ineffective team let me know!

Reaching Group Decisions

In this blog I will discuss five methods in which, team members reach decisions. The way a team reaches their decisions affects the morale and commitment of the team and the overall decision made as a team. 

Majority: A majority decision is decided by the majority vote of the group. This method is used for quick decisions, but can lead the minority feeling alienated and become uncommitted. 
Consensus: A decision is not made until all members have stated their opinions and everyone has come to an agreement. This method can be time consuming, but it allows all members to agree and be committed. It also allows for creativity and high quality discussions. 
Minority: A "subcommittee investigates and makes a recommendation for action." (Guffey, Rhodes & Rogin, ,2010, p.47) This method is useful when all group members can't get together or when there is a short amount of time to make a decision. 
Averaging: "Members haggle, bargain, wheedle, and negotiate to reach a middle position, which often requires compromise." (p.47) This methods allows the opinions of the least knowledgeable cancel out the opinions of the most knowledgeable.  
Authority rule with decision: The leader, boss, or manager has the final decision, but will listen to the team members ideas. 

*** Guffey, M. E., Rhodes, K.,& Rogin, P. (2011). Business Communication process and product (6th ed.). Toronto, ON: Nelson Education 

Looking at these methods which would you feel be best used for dealing with routine decisions and which would be best used for dealing with emergencies? 

Four Phases of Group Development

Small groups and teams are formed to complete tasks or functions, but in order for teams to be successful they must go through four phases. Some groups are able to move from forming to performing quickly, whiles others struggle through the stages or skip them. The phases are as followed;

1. Forming:

• First phase 
• Team members get to know each other
• Members search for similarities in each other, as they start to bond
• Trust begins to form
• Members begin to talk about the fundamental topics of the project and purpose of it
• Leader is assigned 
• Many like to skip forming and go straight to performing 

2. Storming:

• Second phase
• Members their roles and responsibilities 
• Decide how to reach the teams goals
• Set out rules and expectations
• This stage often produces conflict, so the leader should step in and act like a coach to guide members in the right direction 
• This phase may take longer to move through depending on team members personalities 

3. Norming:

• Third phase
• Tension subsides, roles clarified, and information begins to move along members of the team
• Members make sure progress is being made to reach goals on time 
• Everyone starts to take leadership functions
• Important data is shared with all group members
• All members move toward one direction
• Members make sure that procedures are in place to resolve future conflict 

4. Performing:

• Last phase
• Some groups never reach the final stage
• Members have established routines and shared language
• Problems are solved properly and efficiently
• "Can do" mentality comes in place, as members progress towards their goals
• Members work together without grudges 
• Information flows freely, deadlines are met, and production exceeds expectations 

*** Guffey, M. E., Rhodes, K.,& Rogin, P. (2011). Business Communication process and product (6th ed.). Toronto, ON: Nelson Education 

Negative Team Behaviour

          Negative behaviour is shown through team members who constantly put down ideas and suggestions of others. They seem to insult and criticize other members of the team. They like to waste others time and refuse to participate. What you call a "class joker or work joker" would also be consider a negative team member.

Below is a short clip that discusses negative people and how to deal with them. 

Difference Between Positive Team Behaviours and Negative Team Behaviours 

Positive vs. Negative Team Memebers

Positive Team Behaviours:

• setting rules and abiding by them
• analyzing tasks and defining problems
• contributing information and ideas
• showing interest by listening actively
• encouraging members to participate
• synthesizing points of agreement 

Negative Team Behaviours:

• blocking the ideas and suggestions of others
• insulting and criticizing others
• wasting the group's time
• making inappropriate jokes and comments
• failing to stay on task
• withdrawing, failing to participate 

*** Guffey, M. E., Rhodes, K.,& Rogin, P. (2011). Business Communication process and product (6th ed.). Toronto, ON: Nelson Education 

Why Teams Fail

There are many reasons that teams may fail. In this post I will discuss with you some of the reasons why teams fail, how you can tell when a team is failing, and how to fix it.

1. Confused Goals:
Symptoms - People are unsure of what they are suppose to do.
Solutions - Clarify the team purpose and expected outcomes, make sure everyone is on the same page.

2. Mismatched Needs:
Symptoms - People with private agendas working at cross-purposes.
Solutions - Get hidden agendas on the table by asking what people personally want from the team.

3. Unresolved Roles:
Symptoms - Team members are uncertain about what their jobs are
Solutions - Inform team members what is expected of them, have roles dedicated to each member.

4. Senseless Procedures:
Symptoms - The team is at the mercy of an employee handbook that is not efficient, effective or realistic.
Solutions - Throw away the book and develop procedures that make sense.

5. Bad Leadership:
Symptoms - Leader is tentative, inconsistent, or foolish.
Solutions - Leaders must learn to serve the team and keep its vision alive or give up the role to someone more qualified.

6. Antiteam Culture:
Symptoms - The organization is not committed to the idea of teams.
Solutions - Don't force people onto a team, either team up or don't team at all.

7. Poor Feedback:
Symptoms - Performance is not being measured; team members are groping in the dark.
Solutions - Create a system of free flow of useful information from all team members

**Information found from  Guffey, M. E., Rhodes, K.,& Rogin, P. (2011). Business Communication process and product (6th ed.). Toronto, ON: Nelson Education Ltd.