Cohesion, Inclusion, and Identity, Research Paper Example

As a team member, it is my responsibility to be effective in supporting the vision and objectives that we have created. At the same time, all other members must be able to perform at the same level and to make a valuable contribution to the team. When this is not the case, the potential exists to become frustrated with the circumstances and with other team members. Their contributions also matter to the equation and when they are unable or unwilling to provide the level of support that is needed, they may bring the team down and create conflicts that could otherwise have been avoided had all team members made the effort. As a result, the entire team may experience a reduction in productivity and in other areas that may be frustrating and create conflicts among team members (Schaeffner et.al, 2014). In this context, it may be difficult for the team to overcome its own inherent adversity and to move forward with the expected result.

Each team member must realize that his or her contribution to the team is critical, and this requires an understanding of the team’s overall focus and understanding of the tasks at hand. When a team member is ineffective as a result of his or her own actions, this may create a difficult learning curve that unnecessarily places pressure on other members and causes difficulties in enabling the team to make the desired level of progress (Michaelsen & Sweet, 2011). It is difficult to manage a group when internal conflicts or lack of productivity from its members bring down the entire team; therefore, this requires an examination of the different tools that are available and to make a difference in advancing the team to the next level. From a personal perspective, when team members do not perform at the expected level, it is frustrating and often confusing because the nature of all teams requires all of its members to step up to the plate and to make the most of their skills and talents in this platform. It is not surprising that lack of productivity or enthusiasm regarding the team may contribute to any number of negative results that will impact the team’s overall productivity and strength in meeting its overall objectives.

References

Michaelsen, L. K., & Sweet, M. (2011). Team?based learning. New directions for teaching and learning, 2011(128), 41-51.

Schaeffner, M., Huettermann, H., Gebert, D., Boerner, S., Kearney, E., & Song, L. J. (2014). Swim or Sink Together The Potential of Collective Team Identification and Team Member Alignment for Separating Task and Relationship Conflicts. Group & Organization Management, 1059601114561059.