This is a self reflective of teamwork experience nursing essay. Study it to gain insights that you can employ in developing your own reflective essay about a teamwork experience.
Introduction to Self Reflective Of Teamwork Experience Nursing Essay
What is the importance of teamwork?
In a team project, good collaboration is critical for executing and achieving a shared objective faster and more effectively. Every team member has a specific job and duties, which when combined, allow the team to work effectively and accomplish a shared purpose. Conflicts or disagreements may arise at various phases of cooperation when individuals have differing viewpoints that must be reconciled within the team.
The key to good cooperation is to use each team member’s distinct qualities to inspire them to play up their strengths while avoiding their flaws in a balanced manner. I am able to clearly define my role characteristics via collaboration, learn to enhance my strong points and bypass team shortcomings, and draw lessons and reflections on how to cope with situations that occur in teamwork.
What is the significance of roles within teams?
Every team member will have a distinct function than the others. Dr Meredit discovered and established the Team Role Theory, which states that various people play different team roles to variable degrees, which he categorizes into nine types (Belbin D.M., 2007). We may make the most of each member by understanding the features of various types of jobs and managing shortcomings to prevent them.
In my team, there are four jobs. Student A is a shaper, while students B and C are team players, Student D is an implementer, and I am a finisher. As the name indicates, completer finishers are meticulous, scrupulous, and most successful towards the conclusion of a job as quality controllers, searching for faults and omissions, modifying and polishing them, and ensuring that the assignment is delivered on time (Belbin D.M., 2007). Completer finishers, on the other hand, are prone to excessive concern as a result of their perfectionism and have difficulties letting go and delegating tasks (West M, 1994).
My function is critical to collaboration because it ensures that tasks are completed on time and that team performance is of high quality. Because completer finishers are perfectionists who are meticulous and disciplined, I have the ability to follow through and pay attention to detail, allowing me to notice faults and gaps and improve them. I do not tolerate any delays in work completion and value timeliness. As a result of my position characteristics, I constantly keep an eye on the team members’ work processes to see whether tasks are completed on time and according to our completion standards.
This method is effective and efficient in achieving and standardizing our team’s aim. However, I must confess that I am quickly irritated and too concerned, which may cause an unwanted air of tension among the team members, affecting their personal feelings and derailing job effectiveness. For example, if student A does not complete the assigned assignment on time, I would consider it to be a very irresponsible conduct and get extremely upset.
During the teamwork experience, I realized that collaboration is a difficult task. Tuckman’s teamwork theory of Four Phases of Group Growth may assist me in better understanding and managing various challenges or unforeseen events that may arise at various stages of team development (Miller DL, 2003). Tuchman defines team evolution as four phases: forming, storming, norming, and performing (Tuckman, online). During my cooperation experience, both good and unfavourable conditions occurred in the four phases of group growth, and both needed to be addressed.
Reflection on Team Work Stages
The formation of a team is in its early stages. Individuals are not yet well-united, therefore reaching an agreement will be tough at this time. Each team member is eager to discover their position and has a hard time feeling a sense of belonging (Scott D. J., 2000). Because the members are practically strangers, they are unsure of their purpose and rely heavily on the leadership of a leader to explain why they are together. To address the issues that arose during the formation stage and prepare for the next team job, our team had various sessions in the library to foster trust among members.
However, something unexpected occurred during our first encounter. Student A failed to attend when the rest of the class was expecting him. He was not in Preston at the time and had gone away. He did not check email when the meeting announcement was sent out through email solely, since we generally utilize email for communication and it was not anticipated that someone would not check email sometimes due to an accident. This was an unfortunate mistake, and we learned to double-check for any unconfirmed doubts in the future to avoid such mishaps.
My leader demonstrated the team’s job, as well as the general agenda and rules for task accomplishment, via meetings. Tasks were separated and assigned to each individual. This stage is critical because it prepares the ground for the seamless growth of subsequent team phases. Everyone member’s talents and limitations must be determined so that each may play to their strengths and be assigned to the most suitable task. If we can assign diverse duties to the proper people, teamwork efficiency will skyrocket, resulting in increased individual motivation and fewer disputes and complaints within the team.
Individuals started to consider themselves as members of the team when the shaping stage was completed, and they felt a feeling of belonging and were driven to work together. The storming stage is approaching, when opposing points of view and collisions of many trains of thought steadily coalesce, creating a tempest for both minds and collaboration (Tuckman, 1977). Due to people’s differing perspectives on the same item, team members might readily confront each other at this stage. As disagreements emerge, conflict and contradiction, to use Tuchman’s words, typify this stage. This occurs often in our team’s discussions.
Each person had a different perspective on the same question, and they all wanted others to accept and think in the same way they did. For example, during one of our meetings, student D expressed his opinions with his points of view, which student B and I agreed with and supported. Student A and student C, on the other hand, had quite different opinions. As a result, conflict is inevitable.
Students A and C will be dissatisfied and the collaboration initiative will be reduced if we vote to select which concept will be implemented. I realized that blending student A’s and student C’s viewpoints into student D’s ideas would provide some benefits, so I sought to persuade both sides to change their minds and harmonize a widely approved system.
We often felt that the storming stage was wasting valuable time due to endless arguing and a lack of focus on completing a common task. However, as a result of our efforts to “polish” each other based on mutual respect, we eventually learned the true meaning of teamwork and realized that in a team, collective interests and team performance come first.
This is a stage for team members to harmonize their thoughts, and the team leader played an essential role in coordinating and assisting with decision-making on how to complete the assignment. Furthermore, each team member should acquire not just independent thinking, but also recognize and respect the thoughts and views of others, in order to achieve a sense of balance within the team and complete the team objective in a peaceful and constructive manner.
When the storming stage is smoothly transitioned, the norming stage seems to be conquered more effortlessly and readily. The norming stage is when team members begin to have more faith in one another and band together to complete the job with increased collaboration and a developing feeling of “togetherness” (Gersick, 1988). Our team steadily got more mature as the shaping and storming phases progressed, and teamwork became more effective and efficient. Team members would now adhere to team ideals and act in the best interests of the group.
Performing, the last step of team development, focuses on task refreshment, implementation, and completion. People working well together offer all teamwork together to generate synergy for performance (Tuckman, online). Our team made a lot of changes to the job structure and manifestation at this point. As a result, team members might be assigned additional duties or fill in for others. We experienced an accident at this point, which was quickly resolved but did not jeopardize the team’s ultimate result.
Student A was given the task of completing the conclusion, which I highlighted many times throughout our conversation. He had not previously expressed any criticism, but he didn’t complete this section till the task’s deadline had passed. Despite his recklessness, I made the error of assuming that quiet meant consent. But, since there was no time to investigate who was to blame, the team leader took on the burden of completing this section by himself.
Despite this little mishap, our team’s process execution was rather seamless and efficient. Team members completed their assignments on time, and we collaborated to correct each other’s errors and increase team performance at the final presentation.
I learned that strong communication and discipline are critical for a team’s efficiency and tighter cohesiveness as they progressed through the four phases of group growth. Mutual regard, trust, and understanding are also necessary for achieving a shared aim. Individuals are extremely motivated and inspired to enhance job efficiency when they learn to respect and encourage one another’s efforts. That is the most appealing aspect of collaboration to me.
This collaborative experience has solidified my belief in the value of teamwork and the wonder it can bring to task completion and goal attainment. It teaches me to work together with others and to prioritize group interests above individual interests. The charm that only collaboration can provide and help each person have better play is maximizing individual talents and limiting flaws to reach a team’s shared objective and harmonizing team members’ viewpoints to some equilibrium.
Frequently Asked Questions (FAQs)
1. What is team role theory in the concept of Dr Meredith Belbin?
Dr Meredit discovered and established the Team Role Theory, which states that various people play different team roles to variable degrees, which he categorizes into nine types (Belbin D.M., 2007).
2. What are the 4 stages of team development?
Tuchman defines team evolution as four phases: forming, storming, norming, and performing (Tuckman, online).
3. What is the performing stage?
Performing, the last step of team development, focuses on task refreshment, implementation, and completion. People working well together offer all teamwork together to generate synergy for performance (Tuckman, online).
Belbin. D.M, 2007. Belbin Team Role Theory. Online available at: http://www.belbin.com/rte.asp?id=8
Belbin. D.M, 2007. Belbin’s Team Roles: How understanding team roles can improve team performance. Online available at: http://www.mindtools.com/pages/article/newLDR_83.htm
Gersick CJG, 1988. Time and transition in work teams: Toward a new model of group development. Academy of management journal.
Miller D.L., 2003. The Stages of Group Development: A Retrospective Study of Dynamic Team Processes. Canadian Journal of Administrative Sciences, Volume 20, Issue 2, pages 121-134.
Scott D. Johnson et al, 2000. Team development and group processes of virtual learning teams. College of Education, University of Illinois.
Tuckman BW, 1977. Stages of small group development revisited. Group and organizational studies.
Tuckman, 2001. FAMOUS MODELS, Stages of Group Development. Online available at: http://www.chimaeraconsulting.com/tuckman.htm
Tuckman Theory, “Tuckman’s Team Development Model”, online available at: www.e3smallschools.org/download/TuckmansTeamDevelopmentModel.pdf
West M, 1994. Effective Teamwork. The British Psychology Society.