Cohesion, Inclusion, and Identity, Coursework Example

A team’s overall cultural identity must be examined in order to achieve the desired results and to be proactive in working towards solutions that will benefit all team members. Individualism versus collectivism is also part of this dynamic and represents a means of understanding how those within the team either possess an individualistic point of view or one that is based on a collective effort to perform the required tasks (Levi). This requires each member to examine his or her own perspective in order to make the best possible contribution to the team experience as best as possible. There must be a greater understanding of each member’s intentions and beliefs regarding the team so that there are sufficient opportunities to contribute at the highest possible level. Both individualism and collectivism are important contributors to the process because they reflect how each team member is able to make some type of contribution to the overall experience in different ways. All teams must learn how to manage these differences and to strike a balance that will have a lasting impact on the team’s overall effort and capabilities in producing the desired results (Wagner, Humphrey, Meyer, & Hollenbeck 2012).

Individualism and collectivism are important to the team dynamic because they influence how a team is able to produce what has been identified as the primary goals and objectives of the team. It is important for each group to examine its own strengths and weaknesses and to develop a social identity that will have a lasting impact on a team’s ability to be effective in working towards the desired results (Feitosa, Saias, & Salazar, 2012). Each individual must be able to contribute at a high level and must aim to be unselfish in this process in order to make the desired level of progress that will move the team forward to the next level. It is of critical importance that each team member is able to adapt to both styles and to be able to compromise as necessary in order to improve the results of the team and its overall performance in different ways, while also examining the larger picture to improve outcomes effectively and consistently.

In conjunction with the team experience, it is necessary to demonstrate a high level of understanding and acceptance of the different tools and resources that will positively impact outcomes and influence decision-making within the team. In order to achieve optimal results, the individual and collective approaches must be considered because they may slow down a team’s progress if they are working against each other within the team environment. Furthermore, the behavior of each individual within the team must be positive and must demonstrate an ability to work proactively towards improving the group experience and related outcomes, rather than working against this objective in a selfish manner. In this capacity, citizenship behavior may be examined as part of the team dynamic and the individual behaviors that may occur within the team, and if these go against team-based objectives, the team is likely to be less successful in its efforts to produce at a high level (Jena & Goswami, 2012).

In my own experiences, I have learned that the team environment introduces many different challenges that must be addressed and that demonstrate an ability to be proactive in working towards mutually beneficial solutions. I have learned that my own work style is aligned with individualism, as I prefer to have greater control of the tasks that are required so that my performance will not be dictated by the work or lack thereof of another team member. I believe that when I have control over the outcomes at a higher level, I will be able to achieve greater satisfaction within this role and will be more proactive in working towards a solution that will lead to satisfactory results.

In working with an individual or group with a more collectivist approach, it is often difficult to accept the outcomes because they are typically contingent upon the performances of others within the group. With this type of experience, I face an uphill battle because I believe that this is not an effective use of resources and it may be difficult to overcome the obstacles that are likely to occur. I believe that in some cases, other individuals do not pull their weight yet often receive equal credit for less work, which is challenging to observe. I also become frustrated when individuals have a tendency to hide their lack of performance within a group setting if they do not contribute at an optimal level. This is very difficult to watch and often makes the team environment less than desirable and more frustrating than anything else. Therefore, I must be able to work proactively in this capacity in order to effectively achieve the desired outcomes and to be successful in their efforts to produce for the team and to make the experience even better for all of its members.

I have also experienced a number of dilemmas when I have worked with other persons who are similar to me and who fall on the high end of the individualistic scale. From this perspective, these individuals may create an environment of isolation, a feeling of being underappreciated, a lack of importance, and the belief that my contributions to the team are not worthy of any recognition. This may contribute to a new degree of frustration for which I find it very difficult to manage the outcomes that occur, and my perception of the team experience is weakened in different ways. This experience may also limit creativity and does not do the team any favors in an effort to produce at a high level. In addition, it reflects poorly in some areas because it may create a lack of communication and an inability or lack of enthusiasm regarding the collaboration that may contribute to poor outcomes or a less than stellar level of performance. As a result, I must learn how to compromise within my own skillset and learn how to work more effectively with others in order to make a difference in the team experience and to be more productive at this level. I bring important skills to the table and must support the team and its objectives at all stages of the process. This will impact how I view the team experience and determine what is required to ensure that the team is able to produce at the highest possible level at all times.

References

Feitosa, J., Salas, E., & Salazar, M. R. (2012). Social Identity: Clarifying its Dimensions across Cultures. Psihologijske teme, 21(3), 527-548.

Jena, R. K., & Goswami, R. (2014). Measuring the Determinants of Organizational Citizenship Behaviour. Global Business Review, 15(2), 381-396.

Levi, D. Group Dynamics for Teams. SAGE Publications.

Wagner, J. A., Humphrey, S. E., Meyer, C. J., & Hollenbeck, J. R. (2012). Individualism– collectivism and team member performance: Another look.Journal of Organizational Behavior, 33(7), 946-963.