TEAM BUILDING

Team Building

 

As I looked over all five stages of Abudi’s team building development, but focus in on the last one: the final stage “adjourning”-means the project is coming to an end and the team members are starting to go their separate ways. They celebrate the teams efforts and learn from what they have accomplished (Abudi, 2010). It is truly a time to celebrate, learn from the mistakes, and share the accomplishments. It can be a sad, as well as happy time because all of the hard work is behind you, and the team will not need to meet as often as they did before. I do believe we miss those evening meets, and the dinner sharing because of the team relationship working together.

High preforming groups will miss each other too, because we get use to interacting with one another on a regular basis. I believe any group in which you have constructed a relationship with, and have made good progress with succeed will be difficult to leave or have a hard time leaving. Some of the rituals I have been a part have been parties, gift giving, and much praise.

Adjourning  from the group of the master program is bitter sweet, because you are grateful to have complete the task, but you have gain knowledge of one another. I am already wondering what I will be doing with my free time, and I desire to continue my blog, and I am so grateful for the idea, and hope others from the program stay in touch using our blogs. Adjourning is an  essential stage of teamwork because everyone need closer.  

  

In the future I would build a team with the help of Abudi’s five stages of team development:

 

1.The “forming” stage-this is when a team first meets each other and introductions are made. The members of the team share information about themselves and they are finding out information about others and how they feel they will work together (Abudi, 2010).

 

 2.A the team works together they get into the “storming” stage-in this stage the team members compete for status and acceptance(Abudi, 2010). The team leader must guide the team so that conflict is solved together and introduce the win/win approach and try to change the conflict from adversarial attack and defense, to co-operation (www.crnhq.org).

 

 3.In the third stage “norming”-the team begins to work together more efficiently as a team. They are focusing on goals together, not individual goals. This is where the trust takes place of the progress begins.

 

 4.The “ performing” stage-this is where the team focuses on the goal. The team knows each other, trusts each other, and they rely on each other. At this point the team works with no guidance, and the team works together as a group.

 

 5.The final stage “adjourning”-means the project is coming to an end and the team members are starting to go their separate ways. They celebrate the teams efforts and learn from what they have accomplished (Abudi, 2010).

 

References

 

Abudi, G. (2010). The five stages of team development: A case study. Retrieved from

 

http://www.projectsmart.co.uk/the-five-stages-of-team-development-a-case-study.html

 

 

Resolutions

Conflict Resolutions

The conflict is not simply an argument or a struggle: it’s a negative interaction between two or more interdependent people, rooted in some actual or perceived disagreement (O'Hair, D., & Wiemann, M., pg., 220, (2012). Let me share the conflict I’m in right now: The new manager at a large Child Development Center on a Air Force Base, and some things have been allowed which are not polices of the Air Force or NACEY, and I have to put thing back in order. I’m hearing you just got here, we don’t do it that way, you are not with the Navy, and we don’t do well with change. My response well change is here, and we all have parts to play. We all can work this out for the good of the children, and the program. I desire to use win-win because I want everyone to achieve their goals with me. We have been having a lot of meetings to plan out the new systems we will be putting in place to support our goals. There has been a lot of debate, but everyone understands we must agree to disagree on something’s and work on the outstanding and safety things first. We all know we need to continue to provide high quality care for children, and support our families. Healthy debate serves a real purpose in that it helps individuals and groups make smarter decisions (O'Hair, D., & Wiemann, M., pg., 222, (2012).  We all understand we need to have workable solution (O'Hair, D., & Wiemann, M., pg., 220, (2012). We are already to work together for our program and that is a great start. Looking to use win-win, debates, but at this time I cannot suggest any compromise because we do not have a gray area, we must follow polices (O'Hair, D., & Wiemann, M., pg., 246, (2012).

My blog; http://sstrong82-learningtoteachothers.blogspot.com/

References

Association for Conflict Resolution

http://www.acrnet.org/

        

Conflict Resolution Network

http://www.crnhq.org/pages.php?pID=12#skill_3

 

 

O'Hair, D., & Wiemann, M. (2012).  Real Communication

        

Chapter 8, "Managing Conflict in Relationships"

Who Am I as a Communicator?

 

The truth is that for better or worse, you glean quite a bit of information from first impression. (O’Hair & Wiemann, 2009, p. 36). This week was inspection week at my Child Development Center in Altus, OK. This was also my first Air Force inspection, and my boss, and flight Chief was away. I had to communicate to the commander on two programs this week, and I was very skillful in the way I communicated the findings. He is a very intense and a busy man, and everything needs to be communicated in detail, and to the point. This was my first Air Force inspection, and my first meeting with the commander of Altus Air Force Base. I can only hope he understood the findings, and the inspectors were pleased with me, because I was by myself, and handling the programs as needed. What always surprises me is how people at the end of the day understand I love what I do for children, and our military families, and that enough for me. Reasoning being: I did not had to tell them, because of the perception of the very first day.

“Our thoughts and cognitions influence how and what we communicate to others and at the same time influence the way that we interpret the behaviors and messages that others send to us." (O’Hair & Wiemann, 2009, p. 38). I am grateful for this class because I believe it can enable me to go to the next level in my communications to others. In my profession things have to be clear, and all parties most understand what needs to be done. I need to speak clearly, and my message needs to be understood. I do believe I have a little communication anxiety, because when I have to speak before individuals I want them to understand what I am saying, and I always want to give the correct information to whoever I am speaking to. I do realize I have a long way to go in developing great communication skills, and I am willing to learn more.

 

 

References

 

Real Communication chapter 2, "Perceiving the Self and Others" (pp.36, 46–62, beginning with

 

"Cognition: Perceiving Ourselves")

 

 

 

 

 

COMMUNICATION

MAKING CONTACT

          So many times we come in contact with others from other different cultures, whether it’s at work, shopping or school. As we try to communicate with different individuals I sometimes find myself changing to understand them or helping them reach some in the store. I try to meet their needs, and if I need to talk like them I try. If I have to change my tone so they can understand I will, because when you see someone needed a helping hand, and you are able wouldn’t you help? When we were overseas in a different culture most of the people in Japan were very kind because we did not understand a lot of the rules, but they helped my family understand their culture. Learning some of their cultural beliefs helped my family to get alone in the country. Sometimes I see individuals needing help or understanding so I use my knowledge gain of other cultures to help. There are many barriers we can face when communicating with people from other cultures and this is called intercultural communication (Beebe, Beebe & Redmond, 2011). We have to go the extra mile, so we understand others who may be different from us. We have to accept the challenges and break the barrier with effective communication. I do find myself toning my tone down if I can be a help to others.

 

References

 

Beebe, S. A., Beebe, S. J., & Redmond, M. V. (2011). Interpersonal communication: Relating to

 

others (6th ed.). Boston, MA: Allyn & Bacon.

 

Chapter 4, "Interpersonal Communication and Diversity: Adapting to Others" (pp. 85–&

nbsp; 114)

 

 

Sound or No Sound

Sound or No Sound

The episode of “Seinfeld,” is the television show I choose to watch, and it was funny.  It’s nothing like having great friends you can interact with on a daily basis, and to laugh with and about.  They answer one another statements, and it’s a show about nothing, but it was very funny with sound and without. They often use gestures, hands movement, and a lot of facial express, the show really flows. During the non-verbal I was laughing because they are very funny, the individuals have great facial expression. Even when the characters would interact with other people they were very animated with facial expression. I could watch this show every week because it is very funny. The cast of Jerry Seinfeld, George Costanza, Elaine Benes, and Kramer (Cosmo) all of the "Seinfeld Show".

 

My Pastor of Japan

AN EFFECTIVE SPEAKER  

          An effective speaker I love to hear would be Pastor Dave L. Worthy of Okinawa, Japan. He not a very tall man, but when he speaks you can hear, and understand what he is saying. He dresses well and appears in great shape. He knows his audiences because when he speaks we can relate to what he is saying. He speaks clearly, and engages us to think about the subject manner, and ask us to seek more information about the subject, and he gives solid evidence of his subject matters. He also refers textbooks for support of the subject matter. Every time he speaks, he offers individuals an opportunity to ask questions, and it’s not that he thinks he knows everything, but he wants everyone to have an understanding. Sometimes when it is a very large subject matter the will be different speaking parts for a few weeks, and we will have an opportunity to study on our own. When individuals ask questions, he listens, and answers. He has this rule about studying the subject he speaks about for 16 hours or more pre subject matter. The information he gives when he speaks are life changing, and I see the people receive what they need each and every time he speaks. If I could bottle him up and send him around the world for every person to hear I would, he speaks very well of others who have made a differences in his life. I desire to motivate staff, and make a difference in individual’s life.

References

Mt Olive Ministry of Faith

Pastor D. L. Worthy

Okinawa, Japan

O'Hair, D., & Wiemann, M. (2012). Real communication: An introduction. New York:          Bedford/St. Martin's.

My blog: http://sstrong82-learningtoteachothers.blogspot.com/

Journeys Are Meant To Be Kept

Journeys Are Meant To Be Kept

I hope our passion as early childhood professionals and the information I have learned throughout this course about diversity, equity, and social justice make a difference in children, as well as families’ lives that come from diverse backgrounds. We should be supportive to families (all) of diversities, and norms, let’s be professionals about what we do. I cannot forget the impact of the staff lives to whom I will come in contact with, as I share the new gain information about diversity, equity, and social justice.   

          One goal I would like to set as an early childhood professional as it is related to issues of diversity, equity, and social justice, is the coming together as professionals on a monthly schedule. If I had a question about the field of early childhood I should be able to write my colleagues on a blog. It can help build relationship on a professional level because of common ideas, and passions. I have enjoyed using this blog for every class at Walden, and desire to keep in contact with my new colleagues.

I would like to take this time to say thanks for sharing your stories about what happen to you as children, and how it develop you into the great professionals of enabling other children to develop today. It has been a pleasure to read your stories as well as your comments, and for that I thank you for being a part of my journey with diversity, equity, and social justice. I encourage you to continue as we all grow in the things of early childhood field. One key; “change has to begin with you if you desire to experience change” Strong, S.,( 2013). Can change begin with you?