Challenge The Resistance and March Into Success
It was a challenge to merge into a culture as individuals. It took a lot of time, collaboration and dedication to form a culture, for it to be a powerful management tool to construct direction and secure cooperation in a team, then defines priority to address different recurrent problems (Christensen, 2010). For me, I was challenged by a resistance to adapt into culture, restrained by poor motivation, low affiliation and perceiving a weak work climate in the beginning (Spreier, 2006). At first I found myself participating in the team effort with a sole individual direction, because it seems like everyone else is in the same state. The emergence of teams were only to provide a platform for individuality. …show more content…
In the following week, my learning journal has identified problems of team commitment (Liao, 2014e). Peer appraisal act as an invitation to serve the relation link between team members, it was lacking clarity to affirm team commitment for individual member (Spreier, 2006). Clarity refers to the acknowledge of what is expected of them and their willingness to contribute with effort in relation to achieve the mutual goal (Spreier, 2006). Low work climate is occurring under the unilateral effect of peer appraisal, due to a lack of strong directive skill. I was challenged by my position as the marketing manager due to the appropriateness to entail command and be directive for my team members. I have learnt to engage in affiliation with peer appraisal, I used this as a start to evaluate critically on my communication skill in week eight’s learning journal. I have noticed peer appraisal act in a soft approach to stimulate participation and commitments for my team members. On the basis of peer appraisal, I further engaged in communication skills to critically evaluate my own output towards team culture. In week eight’s learning journal I challenged myself to take authority, to surpass the limitation of my role, which is to engage in human skills (Katz, 1955). To recognize my own attitude, assumptions and aware of its limitations, without fear of censure to express my perception and skilled in understanding the behaviour and words of others (Katz, 1955). For instance, I am aware our team has the capacity for a change and to achieve, we are lacking formal leadership of and its coercive directive role, thus, I have suggested a democratic action to engage the participation of my team members, “I suggested a selective strategy to choose our decision based on an election, we wrote down decisions and reasons behind the decisions down and list a several
It was a challenge to merge into a culture as individuals. It took a lot of time, collaboration and dedication to form a culture, for it to be a powerful management tool to construct direction and secure cooperation in a team, then defines priority to address different recurrent problems (Christensen, 2010). For me, I was challenged by a resistance to adapt into culture, restrained by poor motivation, low affiliation and perceiving a weak work climate in the beginning (Spreier, 2006). At first I found myself participating in the team effort with a sole individual direction, because it seems like everyone else is in the same state. The emergence of teams were only to provide a platform for individuality. …show more content…
In the following week, my learning journal has identified problems of team commitment (Liao, 2014e). Peer appraisal act as an invitation to serve the relation link between team members, it was lacking clarity to affirm team commitment for individual member (Spreier, 2006). Clarity refers to the acknowledge of what is expected of them and their willingness to contribute with effort in relation to achieve the mutual goal (Spreier, 2006). Low work climate is occurring under the unilateral effect of peer appraisal, due to a lack of strong directive skill. I was challenged by my position as the marketing manager due to the appropriateness to entail command and be directive for my team members. I have learnt to engage in affiliation with peer appraisal, I used this as a start to evaluate critically on my communication skill in week eight’s learning journal. I have noticed peer appraisal act in a soft approach to stimulate participation and commitments for my team members. On the basis of peer appraisal, I further engaged in communication skills to critically evaluate my own output towards team culture. In week eight’s learning journal I challenged myself to take authority, to surpass the limitation of my role, which is to engage in human skills (Katz, 1955). To recognize my own attitude, assumptions and aware of its limitations, without fear of censure to express my perception and skilled in understanding the behaviour and words of others (Katz, 1955). For instance, I am aware our team has the capacity for a change and to achieve, we are lacking formal leadership of and its coercive directive role, thus, I have suggested a democratic action to engage the participation of my team members, “I suggested a selective strategy to choose our decision based on an election, we wrote down decisions and reasons behind the decisions down and list a several