Health&Social
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- Date Submitted: 04/20/2014 08:24 AM
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2.4 Approaches that may be used to develop effective team working
Berk and Lintern (2005) identify that some approaches that may be used to develop effectiveness in team working is by allowing all members to take time to develop an understanding of the group’s task, and by confirming places and times to meet outside of contact times. This includes exchanging all contact details as necessary such as names, email addresses etc. It involves all team members and asks of every member to individually develop some ideas. After generating some ideas, disperse and research those ideas further by asking the boss or teacher to listen to the ideas and suggest further ones. If all the ideas have failed, there is no need to discuss the ideas thoroughly by listing all new suggested ideas and to make sure that all these ideas are tested.
Comments favourably show interest or encourage the speaker to explore the idea more. Further research may be necessary to obtain ideas and to try to establish the reasons for participators being quiet or not participating at all. It may be better to allow each team member a turn to speak. The role of the encourager is to build trust between the team members and if they also compromise on their own ideas, it will not only be helpful but it will contribute to creating a good team atmosphere. Some of the other main roles of the encourager include listening to others, respecting others, considering their ideas, and providing positive and constructive comments on the ideas given. If the encourager disagrees, they should do so politely by demonstrating that they have heard and considered the opinion of their fellow team mate before disagreeing. However, a time limit should be fixed on individual contributions.
It is good to ensure that every team member has an opportunity to speak and interruption should be polite. For example (“as time is limited, can we hear what other people say”) by identifying the particular issues that seem to be affecting poor...
Berk and Lintern (2005) identify that some approaches that may be used to develop effectiveness in team working is by allowing all members to take time to develop an understanding of the group’s task, and by confirming places and times to meet outside of contact times. This includes exchanging all contact details as necessary such as names, email addresses etc. It involves all team members and asks of every member to individually develop some ideas. After generating some ideas, disperse and research those ideas further by asking the boss or teacher to listen to the ideas and suggest further ones. If all the ideas have failed, there is no need to discuss the ideas thoroughly by listing all new suggested ideas and to make sure that all these ideas are tested.
Comments favourably show interest or encourage the speaker to explore the idea more. Further research may be necessary to obtain ideas and to try to establish the reasons for participators being quiet or not participating at all. It may be better to allow each team member a turn to speak. The role of the encourager is to build trust between the team members and if they also compromise on their own ideas, it will not only be helpful but it will contribute to creating a good team atmosphere. Some of the other main roles of the encourager include listening to others, respecting others, considering their ideas, and providing positive and constructive comments on the ideas given. If the encourager disagrees, they should do so politely by demonstrating that they have heard and considered the opinion of their fellow team mate before disagreeing. However, a time limit should be fixed on individual contributions.
It is good to ensure that every team member has an opportunity to speak and interruption should be polite. For example (“as time is limited, can we hear what other people say”) by identifying the particular issues that seem to be affecting poor...