Is punishment an effective motivator? Why or why not? What would be an example of effective punishment for your group?
I believe punishment can be an effective motivator depending on the make-up of the group and the type of punishment. Punishment can take on the form of formal reprimand, public scrutiny, personal disappointment, or removal of incentives. The challenge is in using punishment to change the actions or reactions of the group members in way that elicits future success. For some individuals removal of incentives will be motivation enough to refocus and get the job done whereas public scrutiny could actually hinder the response of the individual and cause them to be less productive than before.
My group is organized for the purpose of helping individuals reach personal health goals to increase their quality of life. When we do not reach goals we have let down those we were trying to help. Our punishment is the personal dissatisfaction that we feel knowing we have missed an opportunity to help someone who truly needed the services we offer.
April 30, 2010
Locke & Latham's Goal Theory
How may your group incorporate the principles of Edwin Locke and Gary Latham’s goal theory into your weekly goals?
Goal setting is not only for the purpose of achieving success but also for the growth and development of team members. Using the principles of Edwin Locke and Gary Latham's goal theory it is necessary to set goals that challenge team members to do more than they thought they could. In ministry it is seen as setting the goal high enough to allow for God to have room to work. In the same way for business to grow employees and develop new leaders they must set the bar high enough that group members have to go above and beyond to achieve success. If the goals are set low, or rather attainable, then it will not be as rewarding when the goals are reached because it didn't take any extra effort to achieve it.
Goal setting is not only for the purpose of achieving success but also for the growth and development of team members. Using the principles of Edwin Locke and Gary Latham's goal theory it is necessary to set goals that challenge team members to do more than they thought they could. In ministry it is seen as setting the goal high enough to allow for God to have room to work. In the same way for business to grow employees and develop new leaders they must set the bar high enough that group members have to go above and beyond to achieve success. If the goals are set low, or rather attainable, then it will not be as rewarding when the goals are reached because it didn't take any extra effort to achieve it.
April 29, 2010
Motivating Group Members
How may a group be motivated to accomplish goals? Is it necessary to motivate every member in a different way? Why or why not?
One of the most effective ways to motivate a group to accomplish goals is to give the members of the group an opportunity to have an interest in the success of the group. Whether it be in the planning stages where the group members contribute and thus want to see their plan succeed or in the understanding of what the goal means to the group and its future success thus encouraging everyone to strive for success. I think it comes down to group members having a vested interest in the success of the group and without that they may not feel the motivation to work towards group success.
Group leaders do need to be aware of the various personalities that are represented in the group in order to understand how to motivate each member. Not all members will be motivated the same way but all of them can be motivated. The challenge is to give everyone a role and motivate them towards success. Some members may be motivated intrinsically whereas others may be motivated extrinsically and the success of the team depends on finding those buttons to push.
One of the most effective ways to motivate a group to accomplish goals is to give the members of the group an opportunity to have an interest in the success of the group. Whether it be in the planning stages where the group members contribute and thus want to see their plan succeed or in the understanding of what the goal means to the group and its future success thus encouraging everyone to strive for success. I think it comes down to group members having a vested interest in the success of the group and without that they may not feel the motivation to work towards group success.
Group leaders do need to be aware of the various personalities that are represented in the group in order to understand how to motivate each member. Not all members will be motivated the same way but all of them can be motivated. The challenge is to give everyone a role and motivate them towards success. Some members may be motivated intrinsically whereas others may be motivated extrinsically and the success of the team depends on finding those buttons to push.
April 28, 2010
Extrinsic & Intrinsic Motivation
What is the difference between extrinsic and intrinsic motivation? Provide examples from your work setting of each type of reward.
Extrinsic motivation comes from a sense of recognition or compensation for a job done. Many times the motivation is from an award or bonus for employees but for many organizations the most recognized form of extrinsic motivation is that of wages paid. For my work situation the extrinsic motivator is recognized through the wages paid for hours worked. In my organization the motivation is not dependent on extrinsic motivators but more on the intrinsic motivators that drive us to get the job done.
Intrinsic motivators are those that come from a sense of accomplishment, a feeling that you have made a difference, or a deeper meaning behind the work. For my organization if not for the need to earn a living many of us would volunteer to do the jobs we do because of the intrinsic motivators that keep us striving for more. I enjoy working in an environment where I know the work I do is having an impact on the live of those we serve. When a member or parent goes out of their way to say thank you for the job you do it makes it worth while to keep on moving.
Extrinsic motivation comes from a sense of recognition or compensation for a job done. Many times the motivation is from an award or bonus for employees but for many organizations the most recognized form of extrinsic motivation is that of wages paid. For my work situation the extrinsic motivator is recognized through the wages paid for hours worked. In my organization the motivation is not dependent on extrinsic motivators but more on the intrinsic motivators that drive us to get the job done.
Intrinsic motivators are those that come from a sense of accomplishment, a feeling that you have made a difference, or a deeper meaning behind the work. For my organization if not for the need to earn a living many of us would volunteer to do the jobs we do because of the intrinsic motivators that keep us striving for more. I enjoy working in an environment where I know the work I do is having an impact on the live of those we serve. When a member or parent goes out of their way to say thank you for the job you do it makes it worth while to keep on moving.
April 24, 2010
Difficult Personality Types in A Group Setting
Provide two examples of difficult personality types. Explain how to effectively deal with them.
Depending on the personality types that are present within a group there is always the potential for difficult personality types. There are, however, certain personality types additionally difficult within a group setting. The introvert personality type can be an obstacle in a group setting as they prefer time to themselves and are not as deliberate in their involvement in a group setting. It will be of benefit to a group leader to understand this and allow for time that is for the introvert to respond without feeling like they are interrupting. Another type that can be challenging is that of thinker as they may not always respond in the time desired because they are taking time to ponder the discussions and come up with a precise response to the decisions. Thinkers need to be seen as an asset to the group and relied upon because of their ability to process and understand the big picture of the decisions being made.
Combine these personality types and you get a team member who is quiet yet thoughtful. They often have something to add to the group but unless prompted will not share it with the group. Introverted thinkers are the ones sitting quietly in the background of a meeting and need to be engaged and encouraged to participate in the discussion. As an INTJ my personality encompasses both of these types and as such I know that I must be intentional in my participation or a can go through a meeting without saying a word and regret it later.
Depending on the personality types that are present within a group there is always the potential for difficult personality types. There are, however, certain personality types additionally difficult within a group setting. The introvert personality type can be an obstacle in a group setting as they prefer time to themselves and are not as deliberate in their involvement in a group setting. It will be of benefit to a group leader to understand this and allow for time that is for the introvert to respond without feeling like they are interrupting. Another type that can be challenging is that of thinker as they may not always respond in the time desired because they are taking time to ponder the discussions and come up with a precise response to the decisions. Thinkers need to be seen as an asset to the group and relied upon because of their ability to process and understand the big picture of the decisions being made.
Combine these personality types and you get a team member who is quiet yet thoughtful. They often have something to add to the group but unless prompted will not share it with the group. Introverted thinkers are the ones sitting quietly in the background of a meeting and need to be engaged and encouraged to participate in the discussion. As an INTJ my personality encompasses both of these types and as such I know that I must be intentional in my participation or a can go through a meeting without saying a word and regret it later.
April 23, 2010
Power in Leadership
How does power play a role in leadership?
Leadership is a power position that requires an individual who knows how to effectively use that power. The balancing act is in using power as a positive aspect in a group and not letting it become a negative. Power in leadership can be used to encourage and empower group members to step up and contribute more than they thought possible to the group. The leader needs to leader out of a position of respect for those they are leading and understand that just as important as leading the group is participating with the group. Leaders who do not themselves get involved in the work will find their power all for nothing because group members will not respect and follow a leader who doesn't contribute to the group. The other aspect of power that can be a negative to a group is a leader who uses their power to further their own agenda and self-interests rather than doing what is in the best interest of the team.
Many people want the position of leader because of the perceived power in the role but those who are truly called to be leaders understand that the power is not in the leader but in the ability to get the group to follow.
Leadership is a power position that requires an individual who knows how to effectively use that power. The balancing act is in using power as a positive aspect in a group and not letting it become a negative. Power in leadership can be used to encourage and empower group members to step up and contribute more than they thought possible to the group. The leader needs to leader out of a position of respect for those they are leading and understand that just as important as leading the group is participating with the group. Leaders who do not themselves get involved in the work will find their power all for nothing because group members will not respect and follow a leader who doesn't contribute to the group. The other aspect of power that can be a negative to a group is a leader who uses their power to further their own agenda and self-interests rather than doing what is in the best interest of the team.
Many people want the position of leader because of the perceived power in the role but those who are truly called to be leaders understand that the power is not in the leader but in the ability to get the group to follow.
April 22, 2010
Group Roles
Describe two group roles into which you fit. Explain how these roles benefit the group.
I like to look outside the box for solutions. I believe that traditions and rules are made to be broken if they are not in the best interest of the goal at hand. I can look at a situation and come up with a course of action that others don't see and believe that just because something has never been done before is no reason to think it won't work. All of this contributes to me filling the innovator role within the group.
In support of this role I also serve as an implementer in a group. I am able to put people into roles that suit their abilities in a way that best serves the goal of the team while starting an action plan focused on getting the job done. I believe there are multiple ways to accomplish goals and the importance is in reaching the goal not in how you get there.
I like to look outside the box for solutions. I believe that traditions and rules are made to be broken if they are not in the best interest of the goal at hand. I can look at a situation and come up with a course of action that others don't see and believe that just because something has never been done before is no reason to think it won't work. All of this contributes to me filling the innovator role within the group.
In support of this role I also serve as an implementer in a group. I am able to put people into roles that suit their abilities in a way that best serves the goal of the team while starting an action plan focused on getting the job done. I believe there are multiple ways to accomplish goals and the importance is in reaching the goal not in how you get there.
April 21, 2010
Difficulties for Female Group Leaders
What unique difficulties do female group leaders face? How may they overcome these difficulties?
Many factors can have an impact on making the leadership role a challenge for women. The biggest obstacle to overcome is that of not being perceived as deserving of the position. The stigma has been perpetrated by our culture, through media, that women get leadership roles through unethical means and that they truly are not qualified or deserving of the position. Women also face the challenge of group members respecting their leadership. Much of this will depend on the make-up of the group. A group of all women may not see a woman leader as a problem but they may also feel like, "Why not me?" A woman leading a group with men as members may face similar issues in that men may not respond to a women leader and wonder "What makes her deserve to be leader?"
All of these factors could be potential problems for any minority leader. Whether women, young people, or other races the best way to overcome the challenges is to go out and prove you deserve the position of leader. Working hard, respecting group members, and not taking the issues personally will all contribute to developing an understanding in the group that you deserve to be the leader.
I have working in many situations in which I worked for a women leader and have never had issue with it because of them being women. The only time I have had any issue with a woman leader is when they are obviously not qualified and leading poorly.
Many factors can have an impact on making the leadership role a challenge for women. The biggest obstacle to overcome is that of not being perceived as deserving of the position. The stigma has been perpetrated by our culture, through media, that women get leadership roles through unethical means and that they truly are not qualified or deserving of the position. Women also face the challenge of group members respecting their leadership. Much of this will depend on the make-up of the group. A group of all women may not see a woman leader as a problem but they may also feel like, "Why not me?" A woman leading a group with men as members may face similar issues in that men may not respond to a women leader and wonder "What makes her deserve to be leader?"
All of these factors could be potential problems for any minority leader. Whether women, young people, or other races the best way to overcome the challenges is to go out and prove you deserve the position of leader. Working hard, respecting group members, and not taking the issues personally will all contribute to developing an understanding in the group that you deserve to be the leader.
I have working in many situations in which I worked for a women leader and have never had issue with it because of them being women. The only time I have had any issue with a woman leader is when they are obviously not qualified and leading poorly.
April 18, 2010
Argumentation in Group Work
What role does argumentation play in group work? What does it accomplish and how?
The ability to question the validity of a decision for the purpose of increasing the effectiveness of the groups decisions is essential to the success of the group. These discussions while many times done through open conversation can be furthered along by the use of argumentation. Often seen as a negative aspect of group work argumentation can be used as a positive tool in group work for the purpose of vetting a decision and establishing the validity of the outcomes.
Argumentation, when not used for personal attacks on group members, can be a very useful and constructive tool for group work.
The ability to question the validity of a decision for the purpose of increasing the effectiveness of the groups decisions is essential to the success of the group. These discussions while many times done through open conversation can be furthered along by the use of argumentation. Often seen as a negative aspect of group work argumentation can be used as a positive tool in group work for the purpose of vetting a decision and establishing the validity of the outcomes.
Argumentation, when not used for personal attacks on group members, can be a very useful and constructive tool for group work.
April 17, 2010
Group Consensus
What is group consensus? How is it best achieved?
When all members of a group are in agreement as to the decisions that must be made you have group consensus. This is one of the best methods for making group decisions if handled correctly. Achieving group consensus is done through open and honest discussions between the members of the group in which everyone gets an opportunity to share their concerns and/or issues with the potential decisions. The discussion will give opportunity for members to bring up viewpoints that others may also share in but have not been raised yet.
When all members of a group are in agreement as to the decisions that must be made you have group consensus. This is one of the best methods for making group decisions if handled correctly. Achieving group consensus is done through open and honest discussions between the members of the group in which everyone gets an opportunity to share their concerns and/or issues with the potential decisions. The discussion will give opportunity for members to bring up viewpoints that others may also share in but have not been raised yet.
April 16, 2010
Effective Problem Solving
Describe an effective problem-solving technique that works well for you.
When working on problem-solving I prefer to step back and remove myself from the situation as much as possible so as to limit my personal feelings and/or preferences getting in the way. This time of analyzation gives way to opportunity for a succinct and thoughtful decision to be made. The ability to remove oneself from the situation and determine the best course of action is essential to making a decision that benefits not the individual but the situation.
I think it is also valuable to look for new solutions to problems and not fall into the trap of relying on tradition. Just because a problem has been resolved a certain way before does not mean it is the best course of action for it again. It may be necessary to venture down a course that has been untraveled in order to achieve success in the situation.
When working on problem-solving I prefer to step back and remove myself from the situation as much as possible so as to limit my personal feelings and/or preferences getting in the way. This time of analyzation gives way to opportunity for a succinct and thoughtful decision to be made. The ability to remove oneself from the situation and determine the best course of action is essential to making a decision that benefits not the individual but the situation.
I think it is also valuable to look for new solutions to problems and not fall into the trap of relying on tradition. Just because a problem has been resolved a certain way before does not mean it is the best course of action for it again. It may be necessary to venture down a course that has been untraveled in order to achieve success in the situation.
April 15, 2010
A-E-I-O-U Conflict Management
Is the A-E-I-O-U conflict management model an effective approach? Why or why not? Describe an instance in your personal or professional life when you have used the A-E-I-O-U Model. Explain how using this model helped you avoid a potentially hurtful situation.
When in the midst of a conflict sometimes the best course of action is to step away from the situation and evaluate. Doing this will provide an opportunity for clear thinking and understanding of the origin of the conflict. This process is benefited by the A-E-I-O-U conflict management approach. The approach provides methods for effective conflict management that may not otherwise be achieved.
Through a previous position of mine I was part of a downtown business association in which one of our members chaired an event of which we had some financial concerns. As the discussion was brought up in a meeting I was leading it could have very easily turned into personal attacks on this individual. Using the A-E-I-O-U process I stepped back from the conversation and assumed that everyone meant well, which they did. I then express the situation to the group from another perspective so that they could see it from a liability standpoint and not a personal decision standpoint. We then identified what we wanted to see which was unbiased conversation and appreciation of the need for financial disclosure. The group then decided the outcome which was necessary was full financial disclosure to the group because we were all accountable to the decisions being made. Lastly the discussion was had to insure that everyone understood the need for openness and cooperation in the group in order to insure our success and growth.
When in the midst of a conflict sometimes the best course of action is to step away from the situation and evaluate. Doing this will provide an opportunity for clear thinking and understanding of the origin of the conflict. This process is benefited by the A-E-I-O-U conflict management approach. The approach provides methods for effective conflict management that may not otherwise be achieved.
Through a previous position of mine I was part of a downtown business association in which one of our members chaired an event of which we had some financial concerns. As the discussion was brought up in a meeting I was leading it could have very easily turned into personal attacks on this individual. Using the A-E-I-O-U process I stepped back from the conversation and assumed that everyone meant well, which they did. I then express the situation to the group from another perspective so that they could see it from a liability standpoint and not a personal decision standpoint. We then identified what we wanted to see which was unbiased conversation and appreciation of the need for financial disclosure. The group then decided the outcome which was necessary was full financial disclosure to the group because we were all accountable to the decisions being made. Lastly the discussion was had to insure that everyone understood the need for openness and cooperation in the group in order to insure our success and growth.
April 14, 2010
Confidence & Virtual Group Members
Why is it important for virtual group members to be confident? How may confidence be enhanced in online group communication?
In a virtual group setting members do not always receive feedback on their comments in a timely manner. Because members may participate in the discussion at different times of the day or days of the week it may take a significant amount of time to receive a response. During this time of wait virtual group members are also unable to read the non-verbal signs from other members. The combination of these two factors can bring about doubt in group members who are not confident in their understanding and contribution to the team.
In light of the challenges of virtual group conversations it is necessary that members try to respond to each other as timely as possible and whenever they can contribute encouraging words to the other members. This communication will build the confidence in team members as they continue to contribute to the groups goal.
In a virtual group setting members do not always receive feedback on their comments in a timely manner. Because members may participate in the discussion at different times of the day or days of the week it may take a significant amount of time to receive a response. During this time of wait virtual group members are also unable to read the non-verbal signs from other members. The combination of these two factors can bring about doubt in group members who are not confident in their understanding and contribution to the team.
In light of the challenges of virtual group conversations it is necessary that members try to respond to each other as timely as possible and whenever they can contribute encouraging words to the other members. This communication will build the confidence in team members as they continue to contribute to the groups goal.
April 8, 2010
Cultural Diversity in Groups
Why is it important to understand the cultural dimensions of group members? How does this affect group communication?
Cultural differences in group settings can cause misunderstandings and miscommunications that could potentially be the death of a group. In one of my previous classes I was part of a team in which there were three distinct cultural backgrounds represented. Knowing this it was important for the members of the group to realize that in our communication how we responded and how quickly we responded could be taken different ways by different members of the group. For myself, I had to be conscious to respond to posts from certain team members even if just to say I read it so that I did not offend them.
The ability to have a variety of cultural dimensions in a group can be an asset to the group because of the breadth of experiences and understanding it will bring to the team but it is imperative that all team members acknowledge the challenges that come with cultural diversity.
Cultural differences in group settings can cause misunderstandings and miscommunications that could potentially be the death of a group. In one of my previous classes I was part of a team in which there were three distinct cultural backgrounds represented. Knowing this it was important for the members of the group to realize that in our communication how we responded and how quickly we responded could be taken different ways by different members of the group. For myself, I had to be conscious to respond to posts from certain team members even if just to say I read it so that I did not offend them.
The ability to have a variety of cultural dimensions in a group can be an asset to the group because of the breadth of experiences and understanding it will bring to the team but it is imperative that all team members acknowledge the challenges that come with cultural diversity.
Encountering Group Problems
Describe a situation where the group encountered problems working together. What was done to resolve this problem? What should have been done to encourage better facilitation among group members?
I used to be a member of a downtown business group that was designed to facilitate community events to draw people to the area. We were meeting to determine the schedule of events for the year and found out the hard way that not everyone was in it for the same purpose. The group could not come to a decision on a schedule of events because certain members of the group wanted specific types of events that would benefit their business. The, unfortunate, resolution was that the executive team met without all the board members and decided on a schedule because it needed to get done ASAP.
What should have happened could not have because there was no leadership for the group. The board president did not want the position but did it because no one else would. Due to this fact they did not engage the group and lead the decisions. The leader should have been more proactive on making sure the decisions were made within the time frame necessary. For the members who were part of the group there needed to be a greater commitment to do what was best for the community and group as a whole regardless of their personal interests.
I used to be a member of a downtown business group that was designed to facilitate community events to draw people to the area. We were meeting to determine the schedule of events for the year and found out the hard way that not everyone was in it for the same purpose. The group could not come to a decision on a schedule of events because certain members of the group wanted specific types of events that would benefit their business. The, unfortunate, resolution was that the executive team met without all the board members and decided on a schedule because it needed to get done ASAP.
What should have happened could not have because there was no leadership for the group. The board president did not want the position but did it because no one else would. Due to this fact they did not engage the group and lead the decisions. The leader should have been more proactive on making sure the decisions were made within the time frame necessary. For the members who were part of the group there needed to be a greater commitment to do what was best for the community and group as a whole regardless of their personal interests.
April 7, 2010
Disadvantages of Working in Groups
What are some disadvantages of working in groups? Why do you consider these to be disadvantages?
Working in groups can be challenging because of the personalities involved in the group. In contrast to the positive aspect that individuals bring to a group they can also bring difficulties to the group. For a group to be successful the members must all be working toward the same goal and understand their individual roles in the process. Group members who are more concerned with their own personal agenda will not be as willing to contribute to the group success if they do not feel it meets their needs. In the same way if members do not agree with the direction the group is moving they may remove themselves from discussions or participation because they don't want to be associated with the group if it is going the wrong direction.
These disadvantages can be impossible to overcome if the members of the group do not realize the importance of everyone contributing. It may become necessary for group leaders to remind everyone of what the goal is and maybe adjust the goal if it is not agreed upon by all the members. If handled correctly these disadvantages can be turned into positives for the group.
Working in groups can be challenging because of the personalities involved in the group. In contrast to the positive aspect that individuals bring to a group they can also bring difficulties to the group. For a group to be successful the members must all be working toward the same goal and understand their individual roles in the process. Group members who are more concerned with their own personal agenda will not be as willing to contribute to the group success if they do not feel it meets their needs. In the same way if members do not agree with the direction the group is moving they may remove themselves from discussions or participation because they don't want to be associated with the group if it is going the wrong direction.
These disadvantages can be impossible to overcome if the members of the group do not realize the importance of everyone contributing. It may become necessary for group leaders to remind everyone of what the goal is and maybe adjust the goal if it is not agreed upon by all the members. If handled correctly these disadvantages can be turned into positives for the group.
Advantages of Working in Groups
What are some advantages of working in groups? Why do you consider these to be advantages?
Working in groups can be beneficial to the overall success of an organization and the project it seeks to complete. Everyone brings different strengths and weaknesses to a group setting and in turn the weakness of one group member may be compensated by the strength of another. Through complimentary personality traits group members will learn to rely on each other while understanding the value each person brings to the group. Working in a group also allows for the potential of a more diverse and appreciated result as the individual members will each bring their own perspective to the group.
I think on the best illustrations of the need for positive group dynamics is the illustration of the body in The Bible. The illustration talks about everyone being part of the body and without any one part the whole thing fails. The same can be said for working in a group. Everyone has a part to contribute and if they do not participate then the group will not succeed. Yes, it is possible for group to succeed without everyone contributing fully but the success will not be as momentous had everyone done their part.
Working in groups can be beneficial to the overall success of an organization and the project it seeks to complete. Everyone brings different strengths and weaknesses to a group setting and in turn the weakness of one group member may be compensated by the strength of another. Through complimentary personality traits group members will learn to rely on each other while understanding the value each person brings to the group. Working in a group also allows for the potential of a more diverse and appreciated result as the individual members will each bring their own perspective to the group.
I think on the best illustrations of the need for positive group dynamics is the illustration of the body in The Bible. The illustration talks about everyone being part of the body and without any one part the whole thing fails. The same can be said for working in a group. Everyone has a part to contribute and if they do not participate then the group will not succeed. Yes, it is possible for group to succeed without everyone contributing fully but the success will not be as momentous had everyone done their part.
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