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The Group Process
The best team players connect their teammates with one another and spread ideas around. They are exploratory, seeking ideas from outside the group but not at the expense of group engagement. Communication is the single most important thing to measure when assessing the effectiveness of a group, we can begin to refine the data and processes to create more sophisticated measurements, dig deeper into the analysis, and develop new tools that sharpen our view of team members and team types.
Stages of How a Group Forms
The first stage is named the forming stage where team members are positive and polite to each other. The appear anxious and they really have no idea what they are asked to do. Some of the members of the group are excited about what lies ahead and the work they will accomplish. This stage can last for a long time because the group members are just getting to know each other. The second stage is the storming stage where the members start to push the boundries of the group and where conflict may appear and this is where the team may fail. The leader of the group needs to step in to resolve the conflict for the group to survive. Third, is norming where the team or group moves into resolving their differences and make a strong commitment to the group. Fourth, is the performing stage where the work of the team leads to the achievement of the goal (mindtools, 2012).
The group that I am currently a member of is the assistant manager group. Every month our Director has a meeting with all of the assistant nurse managers of the units she oversees. At this meeting, items are discussed that not necessarily pertains to each of us but does tell what is happening in the hospital. New policies, patient complaints, regulatory items, and general knowledge issues. She is the leader in this group, she communicates with patients, colleagues, and subordinates. As Marquis & Huston (2015) explain, communication is perhaps the most important aspect of leadership.
As a member of this group we have had issues that we must find solutions. One of these issues is the change in workflow for the admission of the newborn together with the mother on the unit. The AWHONN guidelines do not want the infant separated from the mother. The workflow is a difficult process to convey to the staff. There is a push-back from the staff and our group needs to address this issue. We have completed the first stage (forming) because all of the members have known each other for 12 years. The second stage has progressed also because we are comfortable with interacting with each other because of the length of time we have been together. The third stage we have progressed through because of the time spent in this group. The final stage (performing) is where we have become “stuck”. The group needs to come up with a solution on how to get this issue resolved.
Marquis & Huston (2015), explain that in each group there are specific group-building roles for the care and maintenance of the group. Every member falls into specific roles, some have more than one role at the same time. The roles that I go between are the encourager and the gatekeeper of the group. As the leader to better facilitate this group into a solution to this issue, I would have the group focus on the job ahead, redirect if necessary (Chun & Chio, 2014). Open communication plays a major role in how the group accomplishes these goals. The problematic roles in this group are the ones who disrupt the flow of communication and disrupt productivity. Those people will be addressed hopefully, this will lead to continuity and progress.
Communication is critical to the success of any group. To convey the message clearly, the mode of the communication needs to be specific. Dynamic leaders inspire the group to come to a solution reach the goal. Leaders also keep the members of the group on the right course. As with any group, the leader is to provide support, understanding of each others roles in the group, and be a great communicator.
Chun, J. S., & Choi, J. N. (2014). Members’ needs, intragroup conflict, and group performance. The Journal of Applied Psychology, 99(3), 437-450. doi:10.1037/a0036363.
Mind Tools. (2012). Forming, Storming, Norming, and Performing: Understanding the stages of team formation. Retrieved from Mind Tools: https://www.mindtools.com/pages/article.newLDR_86.htm.
Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions: Theory and application (8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
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