Team Assessment Exercise: Observing the Office for Successful Teamwork - Essay Sample

1. Use the "Team Assessment Exercise" in Box 19.1. Take notes while watching the clip on how many of the elements are in place. Describe the 2 assessment points that were in place, giving examples from the clip

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Team work requires different aspects to prosper, and some of these elements can be observed from the short video on the sitcom the office. These elements were measured using the Team Assessment Exercise in the book, Beyond leading and Managing Nursing Administration for the Future by Karen Kowalski in chapter 19 of the book. The observed elements from the short clip are "I know I can ask help from others", and, "we treat each other fairly, not necessarily the same" (Yoder-Wise & Patricia, 2019, p. 129-134). The first element is observed when the team leader starts an argument with the manager on the use of whomever and whoever in grammar (The office, 2015).Every member of the team is easily eased in the conversation to settle on the correct use of the two pronouns. It is nearly impossible to make progress in modern work places without asking help from coworkers as the short scene demonstrates. Most people despise asking for help since it is perceived as a sign of weakness which is untrue. There are numerous benefits accompanying asking help from colleagues. When one asks help from a coworker, there is likelihood one is able to maintain energy and focus since the task at hand is shared among different individuals. Also after enquiring on something unknown with coworkers, people with unknown talents and skills are given opportunity to demonstrate their abilities. The second element is demonstrated when the team is still arguing on the correct use of the two pronouns. All the team members are given equal opportunity to give their opinion on the topic being discussed but some are ridiculed as they present their opinions (The office, 2015). The book by Karen Kowalski establishes that people are diverse in nature, and thus have different performance levels, personalities, goals, and motivations. People possess unique interests and when people are treated fairly two things emerge, employees respect and notice authority more and the belief in their boss as workers believe in his/her fair play.

2. What attributes of effective and ineffective teams do you perceive in this clip (see the Table 19-1 Attributes of Effective and Ineffective Teams)? Describe your findings.

There are different aspects that determine how effective team work can be as institutions crave to achieve their goals and objectives. The team from the short clip has both shades of being effective and ineffective. An effective team has several distinct characteristics that include establishment of precise goals to achieve. Teams that possess clear purpose goals energize members of the team while fully engaging their skills. Secondly, an effective team has structures that are results driven so there is improvement of performance among the workers. The third element is crucial as any effective work group has to have an efficient and reliable leader (Yoder-Wise & Patricia, 2019). The environment in the clip demonstrates characteristics of an effective team as it is informal, relaxed and comfortable and all workers in the room are encouraged to air their views on the correct use of whoever or whomever (The office, 2015).The team listens attentively to every idea shared in the meeting which is also a positive sign of an effective team. Lastly another positive characteristic observed was that the team members were comfortable disagreeing between each other (The office, 2015). Characteristics of an ineffective team are also observed among the team members .As soon as the clip begins, it's pretty clear that the team does not understand the goals and objectives of the meeting they are attending as they easily drift off to an argument that is unrelated to the work place. Instead of discussing issues relating to the work place, the group begins a discussion on the correct use of whoever and whomever (The office, 2015).It is also evident from the discussion that a few members of the team were dominating the conversations while decreasing contributions from other team members. When one of the team members attempts to make his argument on the correct use of the two pronouns, he is rudely interrupted and insulted for his opinion which his boss doesn't like (The office, 2015) .Another characteristic of an ineffective is demonstrated by the leadership of the team. The manager attempts to be autocratic as he imposes his power on the team without much regard for their feelings. The team also demonstrates how ineffective it is as soon as the clip begins as the team leader and manager argues on the presentation supposed to be made. A characteristic of an ineffective team is that assignments are poorly implemented as tasks remain unclear.

3. In solving this conflict what strategy would you recommend the leader employ? (Identify the general and specific strategy and why you selected it citing one scholarly reference for rationale). Conflict resolution strategies are found in Chapter 8, p. 129.

There is emergence of conflict in the scene and the manager needs to utilize conflict resolution strategies to resolve the conflict at hand. I would encourage the manger to use The Avoiding approach of resolving conflict. According to Victoria Folse in the book Beyond Leading and Managing Nursing Administration for the Future chapter 8, Avoidance is described as a conflict management style that postpones conflicts which can resort to escalation of problems (Yoder-Wise, 2019, p. 129-134). However not all conflicts should be addressed immediately as some need reflection before decisions can be made. This method is also appropriate when a conflict is emerging as a result of a trivial problem that can be postponed for other more urgent problems. According to Tjosvold and Sun 2002, avoidance technique is an appropriate mode of conflict resolution that is used depending on the situation at hand. The general perception assumes that avoidance is a type of conflict resolution that is unassertive. Avoidance in many instances provides an environment that promotes team building. Some workplaces have adopted this strategy and have reported that conflicts were resolved by avoidance successfully (Tjosvold & Sun, 2002). One study explained that not all groups in the work place are teams and that teams share four different elements that include, accountability, goals, interdependence and commitment. There is also suggestion that the use of avoidance strategy has the capability to change work group into a team. Avoidance is also encouraged as it can provide people involved in the conflict time to cool down (Tjosvold & Sun, 2002).

4. Take a particular opportunity to acknowledge a peer or acquaintance using the five guidelines for acknowledgement shown in Box 19-3 in the text. Describe the situation and how that went. How did you feel about doing this?

On behalf of the Smith Tiger foundation, I would like to thank you personally for your kind donation of $15,000. Your attendance at our annual Thanksgiving meeting was appreciated as well as the educative and intriguing speech given by your chairman. Your kind gesture was touching and we welcome you into our family. I appreciate your concern in helping us reach our objective of ensuring we raise enough money for the protection of Indian tigers. Concerned friends like you give us immense hope of reaching our goal. Various studies have established that one hundred years ago, there were about 155000 tigers in India. However, these numbers have diminished significantly over the years with a reported total number 0f 1500 tigers. Every year our foundation has continued to achieve its objective of preserving the environment that these tigers reside in. The organization also tries to create awareness on the dangers that lie with poaching and smuggling and allocating resources towards research on breeding of tigers. I can give my word that your gift will go a long way in aiding us achieve the said objectives. I thank you again for this generous contribution.

References

Tjosvold. D, & Sun, H. F. (2002). Understanding conflict avoidance: Relationship, motivations, actions, and consequences. International Journal of Conflict Management, 13(2).https:/doi.org/10.1108/eb022872

The office (2015, march 3). Retrieved from https://www.youtube.com/watch?v=01Dn53H2Z

LwYoder-Wise, P. S. (2019). Leading and managing in nursing. St. Louis: Mosby.