SMN5 -
katz15
OB-RepliesSM5.docxOB – SM 5 Replies:
1. Erick -OB. 100 words (Each reply must incorporate at least 1 scholarly citation, the textbook, and Scripture in current APA format. Any sources cited must have been published within the last 5 year)
After completing my Self-Assessment: Your Preference for Teamwork in MindTap, my results were interesting, however, not surprising due to the limited number of questions. My results totaled a 28 out of 35. What I found interesting in the interpretation is that a 28 or less indicates, that I am not highly comfortable working in a team. I am comfortable working in a team and have for a majority of my career, however, I do find that there are times I do prefer to work alone. When working alone, I am the one who is held accountable, whereas, on a team there are many factors that can lead to failure. One of which is communication. This can lead to barriers and the reduction of sharing of information and create conflict (Griffin et al., 2020, 7-5b). Teams can bring out the creativity in others, reduce duplication of efforts, and increase production. I enjoy being part of a team and doing things as an individual.
The study conducted by Kiffin-Petersen and Cordery (2003), Trust, individualism and job characteristics as predictors of employee preference for teamwork utilized the Kirkman and Shapiro (2001) person resistance to teams’ questionnaire as well as a handful of others measuring differing outcomes (most notably trust). The study comprised 218 participants in forty different self-managing teams from an Australian water utility. The participants were a majority male (93.6%) and an average age of 42 years of age and average employment of 13.6 years in the Australian water utility. The questionnaire and scale were like our self-assessment questionnaire (seven-point Likert scale and five questions). What they found was that institutional trust and trust in management may have a weaker relationship in regards to attitudes towards teamwork. The majority of the participants were part of self-managing teams on average 13.6 years. A liability of the research was the already established work teams (Kiffin-Petersen & Cordery, 2003, p. 110).
Conflict among members in a team or organization are common and the outcomes could potentially be good (constructive) or bad (destructive) depending on how it is handled. From the situation given the conflict appears to be between interpersonal differences and relationship conflict. If this has been on ongoing conflict there could be significant damages done to the team, however, if in the infant stage there can be strategies made to deescalate the conflict. There seems as if there is a lack of trust and cooperation. First is to talk to the individuals as to why there is a conflict. Next is to discuss with the team their actions and apparent conflict with myself and the group. Determine potential conflict management styles that will work best to ensure there is unity and cohesion within the team. Reacting in equivalently and not to overreact may best prevent further escalation. Gounaris et al. (2016) mention that there are repercussions at the team level when it comes to conflict management styles (p. 4052). If this does not work then, the next and final step is bringing it to the team leader and discuss what actions and how those were addressed prior.
Doing something as an individual is much different than doing something as a team. There are more factors that are involved with a team, however, there are great benefits to working within a team. As an individual, you are the only one who is accountable and for the team there is much greater expertise for which each individual is accountable to the team. “9 Two are better than one, because they have a good return for their labor: 10 If either of them falls down, one can help the other up” (New International Version, 2011, Ecclesiastes 4:9-10). For my results show that I can do both which is positive. “17 As iron sharpens iron, so one person sharpens another” (New International Version, 2011, Proverbs 27:17).
2# OB Maria Simmons. 100 words((Each reply must incorporate at least 1 scholarly citation, the textbook, and Scripture in current APA format. Any sources cited must have been published within the last 5 year)
Self-Assessment
My ranking was 29 out of 35, showing that I have no trouble working with others and have a good attitude towards it. As the kid of a coach and a coach myself, I recognized the meaning of teamwork at a young age and recognize its significance in the workplace and athletics. The technique for developing successful coordination preparation in a highly instructional environment has yet to be thoroughly explored. It was expected that a study undertaken by Fathi et al (2019) listing the core determinants of successful teamwork preparation, documenting their interrelationships, and outlining their guiding and reliance force would assist practitioners and academicians through offering a holistic understanding of the technique by which an honest teamwork curriculum is formed during a teaching context would assist practitioners and academicians.
Teamwork Assessment Scale
Organizations regularly make significant investments to ensure their teams will thrive, through interventions intended to support their effectiveness. Such team development interventions (TDIs) have demonstrated their value from both a practical and empirical view, through enabling teams to minimize errors and maximize expertise and thereby advance organizational gains (Shuffler et al., 2018). Teamwork has a significant impact on operational success. A strong team will help a company deliver impressive results. Nowadays, it's almost difficult to resist being a part of a team. If you are not on an officer team at work, chances are you work inside one in some capacity.
BARS, or behaviorally anchored rating scales, are a type of performance management scale that uses behaviour "statements" as a comparison point rather than conventional descriptors used on standard rating scales. BARS tests an employee's success against particular examples of actions that are assigned a number ranking for the purpose of gathering statistics. It was designed to bring the advantages of both qualitative and quantitative knowledge to the measurement method. In research conducted by Georganta and Brodbeck (2020), two professional raters and two subject matter expert groups worked together to create four behaviorally grounded rating scales (BARS) that cover the whole continuum of team processes involved in each team adaptation phase. To test the four BARS, 66 four-person teams were tested separately by two separate qualified raters. A conventional ranking system (Likert scale) will inquire if the employee "answers phone promptly/courteously" and assign ratings of "1-never, 2-not always, 3-sometimes, 4-usually, 5-always." It is clear that the more conclusive BARS approach would provide a different result for the assessment.
Team Development Behaviors
Such personalities appear to turn up and show out while serving as a team. In the event that I was tossed under the bus by a team member and management was ignorant of the incident, I will use the three Cs: complaint, cause, and correction. The complaint is how I was handled in front of my peers; the reason is a conflict of opinion; and the solution is to hold a personal discussion with the team leader and discuss the matter privately. If the dialog continues to veer to the left, management will be notified, potentially leading to the dissolution of the team or the lack of jobs. According to Lipsky et al. (2020), the usage of alternative dispute resolution (ADR) practices is dependent on the company's ability to diffuse and manage ADRs, and the use would impact the mediation and negotiation of workplace disputes.
Christian Worldview
When I think about collaborating as a team, I think of Adam and Eve, which is ironic because it took two to kill a heavenly life and a team to get humanity to salvation (Jesus and his 12 Disciples). God desires that we live together and be one. I see my strength is better as team and as Ecclesiastes 4:9-12 (ESV) says two are preferable to one because they get a higher payoff for their efforts. For if one falls, the other would get him up. But woe to the man who slips alone and has no one to get him up! Again, two lying together stay warm, so how does one keep warm alone? And, although a man can triumph over one who is alone, two will resist him; a threefold cord is not easily broken. When I reflect upon my own weaknesses(feelings of lonilness) I see laziness and carelessness have no place in God's kingdom. The apostle Paul was one of the most gifted, trained, and talented people to ever walk the earth's surface. When Paul "boasted" about his weaknesses, he wasn't talking about anything he could improve. He was referring to events that were outside His influence.
References
English Standard Version Bible. (2001). ESV Online. https://esv.literalword.com/
Fathi, M., Ghobakhloo, M., & Syberfeldt, A. (2019). An Interpretive Structural Modeling of Teamwork Training in Higher Education. Education Sciences, 9(1), 16. https://doi.org/10.3390/educsci9010016
Georganta, E., & Brodbeck, F. C. (2020). Capturing the four-phase team adaptation process with Behaviorally Anchored Rating Scales (BARS). European Journal of Psychological Assessment, 36(2), 336–347. https://doi.org/10.1027/1015-5759/a000503
Lipsky, D. B., Avgar, A. C., & Lamare, J. R. (2020). Organizational Conflict Resolution and Strategic Choice: Evidence from a Survey of Fortune 1000 Firms. ILR Review, 73(2), 431–455. https://doi.org/10.1177/001979391987016
Shuffler, M. L., Diazgranados, D., Maynard, M. T., & Salas, E. (2018). Developing, sustaining, and maximizing team effectiveness: An integrative, dynamic perspective of team development interventions. Academy of Management Annals, 12(2), 688-724.
HR #1 Training. Quinesha Hodges 150 words (Each reply must incorporate at least 1 scholarly citation, the textbook, and Scripture in current APA format. Any sources cited must have been published within the last 5 year)
I have attended many training sessions and conferences as an educator. One summer, I invited my team to the conference I attended each year. Directors were encouraged to bring their teams with them that year. The first day of training was very interesting to me but I noticed that a substantial amount of time was spent on aspects of the software that we had not used. The size of the room and spacing was uncomfortable for the number of people who were in attendance as well. Trainers should consider the room design well before the training event (Noe, 2020). One aspect that we did enjoy was the offering of in-person technical assistance with recording data, user experience, etc. The trainers provided great examples and allowed the individuals in the room to comment and ask questions as we moved through the training. After completing the training sessions, I asked my team to give me feedback on their experiences. Some of them said it was good training but others said that it was slightly overwhelming. As we discussed the details further over dinner, I was able to distinguish the difference between the differing opinions. Some of the team members interacted with the software on a regular basis and were eager to have questions answered. The other team members were still learning the program and would have benefited from a small group session that allowed for a slower pace and more time to ask questions. Overall we learned that the training was great but only a few team members needed to attend the training. We decided to have designated trainers receive training and relay the information they received to the rest of the team when they returned. Doing this allowed the team to be able to use their time in more impactful ways at the school or with their families. The results of a study completed by Sok et al. (2018) suggest training and development do not improve home-work interference. With that said, I made it a point to ensure that my team only attended training that was relevant for them and future positions they were interested in. Paul writes to Timothy in 2 Timothy 2:2 and encourages him to teach others so that they will be able to pass the message on as well, New Living Translation, (1996/2019). A trainer has such an influential role in the lives of many people. It is important for trainees to receive relevant information in the appropriate environment to increase learning and development outcomes.
References
Blomme, R., De Ruiter, M., Lub, X.D., Sok, J., Tromp, D. (2018). Home to work spillover and turnover intentions: The mediating role of
training and development practices. European Journal of Training and Development, 42(3/4) 246-265. https://doi-
Holy Bible, New Living Translation. (2015). New Living Translation. (Original work published 1996)
Noe, R. (2020). Employee training and development. (8th edition). McGraw-Hill Education.
Discussion Thread: Training
A job I had in the past was to assign specific coding structures to reports involving complaints in the medical field. The initial training phase involved the new employees sitting in their individual cubicles to study the manual by reading it. After a couple of days, we were given practice complaint reports to code, individually. Once the practice reports were completed the supervisor would decide who was ready to begin coding live reports and who could use more practice with the training reports. I was given the opportunity to do another round of training reports. However, they were the very same reports I coded in the first round of training, and with my semi-photographic memory I was not able to work through them without knowledge of the feedback and answers I previously received which was frustrating. I found this way of training to be a waste of time because it seemed ineffective, lonely, and somewhat discouraging. Another major disappointing factor of this position was that communication was through instant message or email even though the 20 cubicles were very close together and the supervisor’s office was just at the end of them. I also found this lack of in-person communication created a lonely and isolating atmosphere which did not feel supportive.
In terms of relevance, the practice reports had a very different interface design which required me to learn additional information after the initial training was concluded. Therefore, the criterion for this training program was deficient with a low level of relevance (Noe, 2020). In terms of reliability, this training approach was unreliable due to the various criteria involved in the coding of very similar complaints, which seemed like a constantly moving target. Discrimination of trainees’ performance differences essentially did not exist in this training design because it lacked the ability to directly assess the changes in performance (Noe, 2020). Phillips & Phillips explain in their handbook that in addition to assessment during training, there are many benefits and important reasons to assessing the relevance of training after employees have begun applying what they learned to the job (2016).
To promote motivation and better learning in this job training, I would make significant changes in the learning event phase, developing new training strategies which involved more supportive and collaborative work among trainees. Humans are social beings by nature and are created to be in fellowship with one another. This approach to training I have described stands in direct contrast with what we as humans were created for. “Two are better than one, because they have a good reward for their toil. For if they fall, one will lift up his fellow. But woe to him who is alone when he falls and has not another to lift him up! And though a man might prevail against who is alone, two will withstand him- a threefold cord is not quickly broken” (English Standard Version Bible, 2001/2016, Ecclesiastes 4: 9-10, 12).
References
Holy Bible, English Standard Version, 2001. Crossway Bibles Publishing. www.biblegateway.com
Phillips, J.J., & Phillips, P.P. (2016). Measuring Application and Business Impact. In Phillips, J. J., & Phillips, P. P. Handbook of Training Evaluation and Measurement Methods (4th ed., pp. 176-208). Routledge. https://doi-org.ezproxy.liberty.edu/10.4324/9781315757230
Noe, R. A. (2020). Employee training and development (8th ed.). McGraw-Hill Education.
