Reflection of issues in a group
In HRM class, my team has four members. One is Korean who is me, and others are Chinese. We did various group projects during weeks and today, I would like to analyze two of team works which are related to motivation and team roles. The first one is about my inactive behavior in the group, which influenced negative results in our project, and the other is about my active changes, which made interesting performance in group works. These experiences will be described based on Kolb’s learning cycle (see appendix A and B for details showing my learning diary based on Kolb’s) supporting by HRM theories.
During discussion of national values, our group had some conflicts. The values should have been discussed by Hofstede’s standard (Hofstede, 1983, pp. 335–355) with five kinds of criterion. We needed to talk about Chinese cultures and Korean cultures following by results of Hofstede’s through online, however, I did not want to be active in the discussion. The first reason was because of language differences. Some of them just wanted to speak their language, which made me feel …show more content…
Firstly, I was demotivated in group discussion because of two reasons I mentioned. According to Vroom’s motivation theory (1964, cited in POB, 2015, p.173), it is only valid when people have an effort with expectation (Lander, 2011, para 3). However, in this case as I thought my effort would not lead to better outcome such as friendship of colleague, I did not try to tackle small issues and avoided them, which caused poor performance such as the presentation without enough conversation. Secondly, according to the Porter and Lawler’s expectancy theory (1968, cited in POB, 2015, p.175), Porter suggests that personal traits and abilities affect their performance, which can be shown in our group discussion. Like our experience, individual motivation could influence general group performance (EBA, 2016, para
In HRM class, my team has four members. One is Korean who is me, and others are Chinese. We did various group projects during weeks and today, I would like to analyze two of team works which are related to motivation and team roles. The first one is about my inactive behavior in the group, which influenced negative results in our project, and the other is about my active changes, which made interesting performance in group works. These experiences will be described based on Kolb’s learning cycle (see appendix A and B for details showing my learning diary based on Kolb’s) supporting by HRM theories.
During discussion of national values, our group had some conflicts. The values should have been discussed by Hofstede’s standard (Hofstede, 1983, pp. 335–355) with five kinds of criterion. We needed to talk about Chinese cultures and Korean cultures following by results of Hofstede’s through online, however, I did not want to be active in the discussion. The first reason was because of language differences. Some of them just wanted to speak their language, which made me feel …show more content…
Firstly, I was demotivated in group discussion because of two reasons I mentioned. According to Vroom’s motivation theory (1964, cited in POB, 2015, p.173), it is only valid when people have an effort with expectation (Lander, 2011, para 3). However, in this case as I thought my effort would not lead to better outcome such as friendship of colleague, I did not try to tackle small issues and avoided them, which caused poor performance such as the presentation without enough conversation. Secondly, according to the Porter and Lawler’s expectancy theory (1968, cited in POB, 2015, p.175), Porter suggests that personal traits and abilities affect their performance, which can be shown in our group discussion. Like our experience, individual motivation could influence general group performance (EBA, 2016, para