Write a Essay on working in groups

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Write a essay about Working on a groups / teamwork

Previous Version ( FAILED) :

The important thing to recognize is that it takes a team, and the team
ought to get credit for the wins and the losses. Successes have many
fathers, failures have none.”
—Philip Caldwell
working in groups is all about caring for each other and achieving a proposed common outcome.

Teams have an important place in our professional and personal lives.
Working in groups is probably an inevitable life experience, even for
people who prefer to work alone. A group generates positive synergy
through coordinated effort. The individual efforts result in a level of
performance that is superior than the sum of those individual inputs.
This is also evident in the film “Remember the titans” where a college
American Football Team became an instance for the others while there was
a political instability going on due to the racism of Blacks and
Whites. The team even forced the others to connect hands and diminish
the differences of colour among them. In most cases, teams guide
organizations to engage in higher productivity. However, the
effectiveness of a group is influenced by both internal and external
factors. Internal factors include clear purpose, casualness,
participation, listening, open communication, shared leadership,
consensus decisions, and clear roles & tasks, assignment.
is an example of how defeats can be turned into successes. It’s the
bottom of the ninth inning, the score it three to two and the home team
is down. The group decides to buckle down and play baseball. With a
series of hits and smart base running, the home group pulls off an
upset. But what really made this upset take place? It Is Called

Teamwork happens when
members of a group or team, work mutually to achieve a common goal, as a
part of a cooperative effort. It’s is everywhere; it is a basic
requirement of our lives. Without teamwork you would not be able to
complete things that require the aid of others such as building a house,
running a factory, or even picking food goods. It requires you work
together in form of trust. Trust is the faith that one human being
bestows upon another.
There is a second school of thought on
teambuilding which has a unlike point of view presented by Ian
Cunningham, i.e. Teambuilding exercises can get a bad name for the
reason that they do not go far enough. In fact, the whole concept of
‘building’ a group has been challenged by Ian Cunningham in his piece of
writing ‘Against Teambuilding’ in ‘Organisations and People’ [Vol.1,
No.1, (1993) Pages 13-15]. He prefers the concepts of ‘team working’ and
‘team development’, warning that ‘teambuilding’ can have unhelpful
consequences such as:
• A team becoming closed and valuable – and
out of touch with the rest of the organisation – through thinking itself
special and different.
• Over-use of instruments and tests (e.g. Belbin, Myers-Briggs) so that the team’s language and idea is distorted.
• Emphasis tends to be on quick fix events – the assumption is that once the group is ‘built’ it’s OK to leave them to it.
• Issues in the group are explored at a shallow level only. People’s
articulations of problems are taken at face value without exploring
unseen agendas, power plays, status seeking etc.
• Trainers and
consultants often use exercises that are quite cut off from work
practice. Many fun exercises and simulations have a poor documentation
of creating sustainable change inside organisations.
These were the
two extents of views on guidance. Relating to the above concepts of a
few examples which I had encountered in my life and by people from
different walks of existence, it comes to my attention; the leaders
should adopt an approach of being responsive towards the players, with a
gradual process of realization of the importance of each other for the
victory of the group.

In my
opinion the essentiality of a successful group is that, there should be a
driving force which should be motivating and forcing the whole group to
complete the obligatory task. This person could be other than the
leader itself, which is again personally pragmatic by me while doing a
group assignment.
The Group Should Follow the Principle Of

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Andreas, and Emma Ream (2008). “Teamwork: a Concept Analysis”. Journal
of Advanced Nursing 61 (2): 232–241.
doi:10.1111/j.1365-2648.2007.04496.x.PMID 18186914.
4. Salas,
Eduardo, Nancy J. Cooke, and Michael A. Rosen (2008). “On Teams,
Teamwork, as well as Team Performance: Discoveries and Developments”.
Human Factors: The Journal of the Human Factors and Ergonomics Society
50 (3): 540–547.doi:10.1518/001872008X288457.
5. Valentine, Melissa
A., Ingrid M. Nembhard, and Amy C. Edmondson (April 12, 2012).
“Measuring Teamwork in Health Care Settings: A Review of Survey
Instruments”. Working Paper 11-116. Harvard Business School. Retrieved
January 10, 2014.
6. Marks, Michelle A., John E. Mathieu, and
Stephen J. Zaccaro (2001). “A Temporally Based Framework and Taxonomy of
Team Processes”. Academy of Management Review 26 (3): 356–376.
7. “Does Team Training Improve Team Performance?
A Meta-Analysis”. Human Factors: The Journal of the Human Factors and
Ergonomics Society 50 (6). 2008. pp.
8. Hoegl, Martin, and Hans
Georg Gemuenden (2001). “Teamwork Quality and the Success of Innovative
Projects: a Theoretical Concept and Empirical Evidence”. Organization
Science 12 (4): 435–449. JSTOR 3085981.
9. Manser, T. (2009).
“Teamwork and Patient Safety in Dynamic Domains of Healthcare: a Review
of the Literature”. Acta Anaesthesiologica Scandinavica 53 (2):
10. McShane, Steven
Lattimore, and Mary Ann Young Von Glinow (2010). Organizational
Behavior: Emerging Knowledge and Practice for the Real World (5th ed.).
Boston: McGraw-Hill Irwin. ISBN 9780073381237.
11. Karau, Steven J.,
and Jason W. Hart (1998). “Group Cohesiveness and Social Loafing:
Effects of a Social Interaction Manipulation on Individual Motivation
within Groups”.Group Dynamics: Theory, Research, and Practice 2 (3):
185–191. doi:10.1037/1089-2699.2.3.185.
12. 2007 Jolt Awards

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