"Evaluate Team Member Effectiveness” -self-assessment.

Q1

            I thought I had the skills of a team player as I have the three Cs which are the dedicated, cooperative and capable. This was not until I took the self-assessment on evaluating the efficiency of the team members; this made me learn how I am as a team player.  It gave me the knowledge that I need to have in making myself better as a team player.  This trial makes no difference as in when evaluated me for six months.  This made me know my strengths and weaknesses and for now I know whether to work on either of them.  This feature works with any team that I involve myself with so as to learn where I am suitable in and where there is a chance to improve.

Q2

 I do not agree with my results as all these ratings seem like they are involved in the formal evaluations and this makes me understand how I am as team member.  This assessment gave me the lowest results though I had good knowledge on the skills and the capabilities of becoming a team player. I did not believe I had these outcomes on the KSAs but I still believe that I don’t know everything but if I get the time to learn and acquire what I am working on, I will try to understand all the good and the weak points of it.  I really like observing on what people do on the projects and see how it is also done in the past, but if I fully appreciate this, I will have the courage to work on the project (DeRosa & Lepsinger, 2010). 

Q3

            Based on the results that I carried out on the team assessment, the strengths of our team was the connection in the team, the capability to work in union and having a connection with one another was a great challenge.  The contribution on our team was great as we had to assign every partner an equal amount of the assignment and not once that we had an issue regarding on what was not assigned.  Strength was the aptitude that kept the some of the members stay in the team, the team partners had a great editing ability as they had to edit and was accountable of putting all the assignments in place, thus having a team member with these abilities kept the team moving. Based on the assignments, we did not have any weaknesses that were visible but we still had some challenges.  As I am the only team member that deals with the Pacific Standard Time, the others deal with the Eastern Standard Time which makes me be behind them on time with 3hours and it becomes so challenging (DeRosa & Lepsinger, 2010).

Q4

            In the Social mindset of groups, social loafing is the portent of the people that puts less strength so as to achieve a certain goal when they are working in groups than when they are on their own. According to this definition, I have not engaged in social loafing when I am participating in a team.  I do not engage in the social loafing because I as a team member want to sustain by work percentage. I am not in the team so as to exist and participate, but I have to know how to understand and learn.  With that statement, I don’t have the interest and am assured in myself that I can’t participate as I should. This may be known as social loafing but I can’t involve myself as it is hard for me to due to the fact that I do not understand or this will make me cause harm to the team than good (DeRosa & Lepsinger, 2010). 

Q5

Working effectively on a team benefits the workplace as it makes one to work well for the possibility of the works to be completed. I know when one works well with the team, all the diverse personalities balance to complement each other so as to produce the best accompaniment service that gratifies all the participants. Team work makes people from different cultures, backgrounds and different morals to have a common interest of goal and compile the best cleared products (Broxterman & Whalen, 2013).                           

            The ways in which groups grow is based on five stages such as establishing, capturing, and norming, accomplishment and postponing.  The most important stage is establishing, which is the way of developing with personal connections in that the group participants rely on safety, good manners and follow the group leader for guidance and help. The group members wish to accept the group and they have the aim that their group is well known for safety.  The have impressions and evaluations about the equality and the divergences among them and they form future prospects. The behavioral policies are the simple features that avoid disagreement.  The members try to become concerned with the activities and also with one another.  So as to develop from one stage to another, every member must abandon the possibility occurrence of threats and conflict (Broxterman & Whalen, 2013). 

Q6

            Team effectiveness can be known by assessing the productive outcome of the team.  If a person on the team is not putting more effort on the team activities, the development of it cannot take place.  Due to conflicts based on supremacy, rule and the disagreements in the interpersonal connections, many groups do not qualify to be a good team.  Thus effectiveness in the team is evaluated by the group’s results and the produces (DeRosa & Lepsinger, 2010).     

 

 

 

Reference

Broxterman, K., & Whalen, A. J. (2013). RTI team building: Effective collaboration and data-based decision making.   

DeRosa, D. M., & Lepsinger, R. (2010). Virtual team success: A practical guide for working and leading from a distance. San Francisco, CA: Jossey-Bass.