“Evaluate Team Member Effectiveness” Self-assessment.
These are the self-assessment results:
Contributing to the Team’s Work
Score: 25 pts.
20 – 25 pts.
Feedback: High contribution
Interacting with Teammates
Score: 29 pts
. 24 – 30 pts.
Feedback: High level of interaction
Keeping the Team on Track
Score: 24
pts. 20 – 25 pts.
Feedback: Highly skilled at keeping on track
Expecting Quality
Score: 14 pts.
12 – 15 pts.
Feedback: High quality expectations
Having Relevant Knowledge, Skills, and Abilities (KSAs)
Score: 10 pts
8 – 10 pts.
Feedback: Highly relevant knowledge and skills
Feedback score:
Score: 102 pts.
84 – 105 pts.
Feedback: Highly effective team member
Report
Do you agree with your results?
I agree with my results. All results are according to my expectations. For Instance, I am a great contributor to teamwork. I like to work with different people on the team and try to help them contribute to the team’s success in an effective manner. My reputation is good regarding the team efforts and contribution. I Scored 29 regarding team interactions. I am a great communicator in the team process. I try to reduce the communication gap in the team process. Working with team members leads towards better decision making. I usually keep the team on track through different considerations. I streamline the clear vision for team members that keep the whole team member on track. For me, the right direction of the team is important to gain success. Regarding quality, knowledge, skills, and feedback, results are quite pertinent to my intentions. I agree with these results because I always intend to adopt some new skills and knowledge to streamline some creative ideas and improve the quality. Based on the feedback, I usually make decisions in the best interest of the team. Interestingly, I have high scores in all aspects, and it is a good sign for me, as far as career development is concerned (Kozlowski & Salas, 2009).
Based on your self-assessment, what do you see as your strengths and weaknesses regarding working on a team?
Based on my self-assessment, I see different strengths and weakness regarding working on a team. My strength is communication that helps me keep everything in the loop. My interaction with team members depends on the effective communication process. These results tell me that I have a complete command of the team process. I am a good team contributor and always want to improve my work. My strength is the relevant knowledge and skills, as I like to integrate with modern work and team trends to adopt different skills. Knowledge has become my top strength, and it facilitates me to help other people. On the other hand, I like to expect the highest quality. However, some changes are needed to improve the quality. I always wanted to keep positive reinforcement in the team process. However, my big weakness is lack of negative reinforcement. Still, I have to develop myself to identify the different loopholes or factors that create a direct impact on the quality. Instead of supporting the resistance to the change, I should become open-minded to embrace change for quality improvement. Thus, these are some strengths and weaknesses that are derived from these results (Salas, Goodwin, & Burke, 2008).
Have you ever engaged in social loafing while on a team? Why or why not?
I have never engaged in social loafing when working in the team. Regarding social loafing, there is a perception that a person is less effective in attaining goals and objectives when working in a team than working alone. Interestingly, to my opinion, it depends on the intentions of an individual. For Instance, I like to work in a team or in groups. I like to streamline collaborative efforts to maximize output. Working with other people and sharing some skills enhances the visibility of learning. I am effectively in the team because I want to learn different things from different people. It makes me the effective and prominent contributor to the team in an organization. In the team, I meet different members who have different skills and experiences. Social loafing is not visible because I like to interact with these people. I will try to depict the strong team binding, which eliminates the chances of social loafing. My results show that I am highly effective in the team process, and it creates a good impact on all team members and the organization (Wheelan, 2014).
How does working effectively on a team give you an advantage in the workplace?
Working effectively on a team gives me an advantage in the workplace. Effective work in the team helps me to foster creativity and learning. The effective work can be depicted by the team member through brainstorming different ideas. Brainstorming different ideas enables creative work in the team. Overall, the advantage in the workplace is quite visible. The team can produce some innovative outcomes. Moreover, the effective work is integrated with some measurable objectives. In the workplace, team members work to achieve these objectives. These measurable objectives are fuel for team members to make the difference. Collaboration in the team is a source of team effectiveness. The prominent advantages that the workplace can gain are integrity and efficiency. Talent and effort are combined in teamwork, which enables a consistent flow of the work process. In both small and large organizations, teamwork effectiveness has become the main focus of the management. Production maximization high quality, employee development, and efficiency are some key advantages that can be derived from effective teamwork. I like to become an effective team member to create a positive impact in the workplace in an organization (Wheelan, 2014).
How do groups normally develop?
Normally, in an organization, groups are developed in five different stages. These stages are Forming, Storming, Norming, Performing, and Adjourning. In the forming stage, group members meet with each other and understand different goals and objectives. At this stage, the group leader also wants to introduce him to all group members. It is an initial stage of the group’s development. On the Storming stage, different ideas or thoughts are to be proposed by the group leader and group members. The direction of the group is to be set in the stage of the group development. In the Norming stage, members usually understand or accept different emotional and stress levels. People usually start understanding their roles and responsibilities at this stage. The development of the group is based on constructive criticism, as better decisions can be made by group members or group leader. The performing stage demonstrates the ability of group members regarding work performance and work delegation. Little supervision of the leader is necessary for this stage. However, the group leader usually delegates the work. On the adjourning stage, group termination occurs. After completing the task or meeting the objective, group members go on their separate way. Due to the effective development of the group, the same group can be used again to accomplish assigned tasks (Salas, Goodwin, & Burke, 2008).
How does the effectiveness of the team members influence the group’s development process?
The effectiveness of the teamwork creates an impact on the group development process. In all stages of group development, there is a need for team effectiveness to complete every stage. For Instance, in the first stage of the group development, it is necessary for the group members to enhance the visibility of the effective interactions to understand each other. The effectiveness of the forming stage initiates the storming stage. Similarly, all stages need the effectiveness to contain the predictable group development. For Instance, in the performing stage, the effective work can help people or group members to identify their strengths and weakness with the time. Thus, accordingly, based on these insights, they can develop themselves in a better way. The ineffective team member usually creates hurdles in the development process. For Instance, in the development or change process, they create resistance for the whole group. It may take a lot of time to make every team member effectively develop the group according to expectations. The level of influence on the group development process depends on the level of effectiveness of team members. Thus, in an organization, the intention of the company or group member is to accelerate effectiveness (Kozlowski & Salas, 2009).
References
Kozlowski, S. W., & Salas, E. (2009). Learning, Training, and Development in Organizations. Taylor & Francis.
Salas, E., Goodwin, G. F., & Burke, C. S. (2008). Team Effectiveness in Complex Organizations: Cross-Disciplinary Perspectives and Approaches. Routledge.
Wheelan, S. A. (2014). Creating Effective Teams: A Guide for Members and Leaders. SAGE Publications.
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