Successful teamwork can be defined as a group of people collaborating to achieve a common goal in an efficient and effective manner. Through successful teamwork, members can pool their talents together and use their individual strengths to produce results beyond what they could do unaccompanied. Teamwork is important when looking at goal achievement because it allows for greater efficiency compared to individual effort. With more people working together, more resources are available, including access to information and labour which can substantially speed up the progress rate. All the benefits of teamwork can only be experienced when leadership adopts strategies that aim at creating a conducive environment for the team members. In unsuccessful student teams, it is essential for them to adopt negotiation and establish rules for solving conflicts, while it is key to focus on open communication and members recognition to improve their performance.
Unsuccessful student teams often face conflicts within their groups, but it is vital to remember there are successful strategies for resolving these issues. In order to accomplish this, the team should establish defined rules and regulations for their work. The rules ought to be developed by the team, and they may always be modified. Although it is the facilitator’s responsibility to ensure that the rules are followed, the group usually polices itself (Association for Talent Development, Association, 2018). These rules include agreed-upon deadlines, communication protocols, and division of tasks. They are normally helpful in ensuring togetherness when it comes to expectations and can provide a framework from which the team can manage its differences if they occur. With rules and regulations, it is rare to have cases of berating among group members since the member will be subjected to disciplinary actions.
In addition, facilitating negotiations between members of the team can be beneficial in ensuring all voices are heard during an argument or disagreement. This could involve having periodic meetings where ideas are discussed until a consensus is reached among all parties involved. If done correctly, this strategy can help eliminate existing resentments while equally encouraging constructive dialogue between those in conflict — ultimately leading to long-term solutions that promote team cohesion. Facilitators can reap the benefits of conflict by fostering an atmosphere where participants feel safe publicly expressing their differences of opinion (Association for Talent Development, Association, 2018). The facilitator’s duty is to endorse and safeguard underrepresented perspectives. This indicates that negotiations can aid in team conflict resolution by providing a safe space for members to voice their thoughts and differences.
Moreover, successful student teamwork requires an understanding of how to resolve conflicts. In ensuring the team makes progress and everyone is included, it is significant to clarify any confusion and define clear goals, roles and responsibilities for each member of the team (Organizational Communication Channel, 2020, 00:00:43). This can be done through several techniques such as brainstorming sessions or facilitated discussions. For example, a brainstorming session could involve each person in the group writing down individual ideas about the prevailing challenge. After writing then, they share them collectively with the rest of the group so that ideas can be discussed openly without fear of criticism or judgement. The facilitated discussion involves ensuring that all members feel included in conversations while allowing different perspectives to emerge during debates.
Additionally, for unsuccessful students looking to resolve team conflicts, collaboration is key. Collaboration means working together as a team and actively engaging each individual’s strengths toward the resolution of their shared problem. This type of communication requires everyone on the team to listen and work together to find common ground, validate ideas and develop creative solutions (Organizational Behaviourr, 2017). It likewise involves finding ways to compromise when necessary while still honoring each individual’s unique perspective and voice. When done successfully, it can assist in building trust between teammates by emphasizing mutual respect, understanding, and a willingness to look for win-win solutions that all parties involved can agree upon. The reading supports this fact by stating that “…that individuals who are more aware of team roles and the behaviour required for each role perform better than individuals who do not” (Organizational Behaviourr, 2017, p. 376). Leadership in a team is most successful when its leaders can adjust their own duties, as well as the roles they urge their followers to take on, to meet the group goals at any given time or situation.
It would also be necessary to take a few steps to improve the team’s performance.
First, I would establish clear roles and responsibilities for each team member. Setting ground rules for the team, such as how decisions will be made and how often meetings will take place, will define expectations between members and reduce any confusion or misunderstanding (Organizational Behaviourr, 2017). It is equally crucial to assign tasks according to strengths for greater company gain. For example, in the case of a project, team members who excel in problem-solving may be assigned the responsibility of researching solutions for any issues that arise during the project. This assignment tactic will improve morale and motivation among other students on the team and boost final results—allowing teams to maximize efficiency and better reach their goals.
Second, I would focus on building trust among the members of the team by eliminating any negative language or behavior which could decrease morale or worsen relationships between the students. Encouraging positive communication through verbal conversations and non-verbal cues like expressions of appreciation and encouragement is crucial in creating a healthy working environment. The article supports that, “In a high-quality relationship, we feel the obligation to reciprocate and do extra things to help those around…” (Organizational Behaviourr, 2017, p. 146). When each team member trusts the other members of their group, they are more likely to feel comfortable taking risks and contributing ideas that may benefit the entire group’s performance. Good relationships likewise foster an environment where disagreements can be openly discussed without fear of retribution or judgement from others. Team members with more sociable and pleasant attitudes, for instance, were able to assist the moderate conflict and sustain team optimism, increase morale, and promote participation under difficult times when negative sentiments are festering (Stretch, 2016). Additionally, when students have strong bonds with one another, it motivates them to work harder and strive for successful outcomes together.
Finally, I would encourage clear and short goals, communication, and member recognition. For example, giving clear examples of the task at hand helps team members better understand their role in the project. By recognizing each other’s contributions to the project’s success, the group creates a more positive work environment where group members are more likely to stay on track with their goals (Organizational Behaviourr, 2017). Additionally, setting short-term achievable goals gives team members a sense of accomplishment when they reach these milestones, which will further drive them towards completing the final goal.
In conclusion, an unsuccessful student team can be hectic to work in since they are prone to constant disagreement. Besides, they can resolve their wrangles through negotiations and setting team rules. They can improve their performance significantly by assigning roles and responsibilities to each member, creating open and positive lines of communication, building trust within the team, and establishing clear goals. Roles should be specifically assigned to ensure every team member contributes something unique; this also aids in motivating members. Open and positive communication encourages constructive feedback as well as discussion about challenges faced by the team. Building trust helps eliminate notions of competition within the group and foster cooperation among members in working towards a common goal.
References
Association for Talent Development, Association. (2018). Step 7 – Leverage strategies to develop teams and deal with conflict: Stages of team development. In 10 steps to successful facilitation, (2nd ed.).
Organizational Behaviour. (2017). Chapter 1. Library Publishing.
Organizational Communication Channel. (2020). Teams’ vs Groups & Attributes of a Team [Video]. YouTube. Web.
Stretch, R. (2016). How to use personality tests to build a productive team. Zapier. Web.
Unsuccessful Team Table
