Running head: REFLECTIVE REPORT 1

Reflective report

Students Name

University/College
REFLECTIVE REPORT 2

Part A. Reflective Report

It can be very challenging to accomplish some tasks when working in a group. This arises

from the fact that numerous members from differing backgrounds have to cooperate or agree as

one. I was privileged to be part of a group in Vision consultancy. We worked as a team, and we

were quite successful in achieving our goals. The particular group consists of seven team

members making up the Vision team. In serving as a valuable member of the team, I

unconsciously experienced the stages where the role and group development occurs. It was an

excellent opportunity to discover what group dynamics are, and how to leverage the group to

provide gains for the organization.

Our team began to develop as we came together at the first meeting. We did not know

each other quite well, and the team was a learning opportunity for all of us. Each one of us was

interested in accomplishing the goals of the team effort, and this occurred at the forming stage.

The storming stage entailed a trial that helped to determine the roles of each member on the

team. The positions were disputed, but we finally chose a team leader. The less significant norms

we also stated, and then we established that the group goal was to provide practical solutions to

the organization. As a team, we were focused throughout the performing stage, as we were

involved in recurring team efforts and strategies.

We were a focused group with evenly distributed task roles. Tom Clayton was named the

team leader. He was also the coordinator and was involved in ensuring that the team was focused

on achieving its goals. He also played a role in delegating tasks and ensuring that all team

members contributed. He has several strengths such as being confident, mature and delegated

tasks effectively. He also carried the goals for the team. However, he has some weaknesses such

as being manipulative. He also avoided work by offloading his share of the work. Steve was the
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implementer. His tasks entailed planning a functional strategy for the team. He was also tasked

with ensuring that the team was efficient, practical, and reliable. His major strength was that he

turns ideas into actions, and organized the activities that need to be done. However, his primary

weakness is that he was not flexible at times, and was quite slow in responding to new

suggestions. Sam played the role of the shaper in the team. He provided the necessary drive that

the team kept moving. This prevents the members from losing focus and could work under

pressure. He has the courage and drive to encourage the team to overcome all obstacles. These

were some of the members of the team, and they ensured that we met all our goals efficiently

that deal with data consultancy services. Hamad was the specialist while Kailun was the team

worker who assured that the goal of the team was released. He completed some tasks on behalf

of the team. My resource investigator role was to be informed by the knowledge of the

opposition. This would ensure that the teams ideas would apply to the outside world.

I realized that was normal to have disagreements in the group. However, it is beneficial to

work through the problem and find a solution. It is essential to hear all team members point of

view in regards to a certain process or decision as it determines how an individual or future

situation can be addressed effectively. It also creates boundaries in regards to how far you can

take an individual or situation without affecting their feelings. At the start of the teamwork

efforts, there were disagreements and clashes. During this time, making the first set of decisions

took quite a while, as most team members did not agree quickly. Despite this, our decision-

making process improved with every round of meetings, as we have to know each other. It was

much easier to move beyond the unnecessary and petty disagreements that took up our energy

and time. As a team worker, I believe that I contributed to the speed of our decisions since I

always avoided conflict that was a limitation to our performance

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What I learned from working with the client and their stakeholders is that I can be quite

versatile. This is essential in a team effort, and it allows me to adapt to changes as they arise. The

stakeholders often came up with new demands as time progressed. It was essential to integrate

these new needs into the team. Furthermore, it is essential to interact continuously with the

stakeholders to determine their needs. It can be challenging at times when the client fails to

provide feedback on time. This will mean that we would come up with conclusions that are not

required by the stakeholders. However, I gained tremendously when working as a team and

determining the needs of clients.

An idea from an academic theory that helped me in learning the importance of synergy in

a team effort. The team developed well since the effective team components are utilized.

Synergy occurs as we all worked together and cooperated at all times. Initially, it was difficult to

achieve our goals. However, by uniting and coming together as a team, we were able to be more

productive, and this demonstrated the importance of a synergistic group work. I would handle a

similar project better next time by making improvements in regards to the skill set required. Even

though the current members have had the necessary skills to ensure the productivity of the team,

a challenge was that some of the members had limitations that could be avoided. Specifically, we

would have to pick a different team elder. This would mean a team leader who will not avoid

some tasks (West, 2012). In many groups, the leader should be in very knowledgeable in all the

group efforts, and should ensure that they carry out tasks without delegation. Furthermore, I

would ensure that in future group efforts, more interactions are encouraged. This would ensure

that all team members are updated on the current demands of the team and what is expected of

them. This would ensure that the team remains productive.

I have learned many things about myself. Being a good team member is essential. The
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team relies on the team efforts of all teammates, and I learn that I can be very patient. This is

critical to avoid disagreements as a team. It is common for team members to have disputes, but

this can be prevented by understanding their perspectives, and offering a differing view once I

am fully aware of what they are suggesting. Moreover, it reduces wastage of time, as resolutions

are made quickly. This will affect me as I develop my career. Working with people from

differing backgrounds is common. Communication is an essential skill to ensure that I gain from

interaction with others. Through communication, it is possible to determine the needs of others,

and what can be done to meet these requirements. These aspects have been integral in the

success of the team.

Part B. Discussion on Value and the Client

Value is of the essence to the client. The measure of value regards developmental aspects.

For the client organization, the team effort was essential to achieving the value. The value of the

organization arises from a trust created by the client organization and the team. The team effort

formulates the responses that are based on value. Mostly, it relies on the team to ensure that the

needs of the clients have been met (West, 2012).

As a team, we used our beliefs to make decisions. These decisions reflect on the history

or the activities of the client in the past. The history is context-based and relies on experience.

This makes it possible to handle new situations have that not been experienced before. This was

an integral aspect of my team. Our beliefs were tied to past traditions and beliefs. The values are

used in making d. These decisions can then align with the goals of the client organization. The

organization values productive, and this should be achieved through the team. Value goes

beyond experience and context. They are used in making tough choices in difficult situations. As

a team, we deal with a variety of decisions that are hard or consist of something we have not
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experienced. In this regard, the values create a more flexible mode of decision making in

comparison to the use of beliefs. In this context, the measures of value are developmental in

nature. They are essential for the growth and development of the organization. Ideal changes

depend on a reference point. This looks at the decisions that led to losses and those that resulted

in progress (Edmondson, 2012). This would mean that all decisions that had a positive impact

would be substantial, resulting in the creation of value for the client.

When the team members and the client organization unite around a shared set of values,

they improve their flexibility. This enhances the capacity for collective action. This allows us to

improve the performance of the organization. The shared values also led to a development of

trust between the team members and the organization. This is the foundation of relationships,

both with clients and team members. The organizational values are considered as a vital

ingredient in the success of an organization. It acts as an identity of the organization. The value

is developmental in nature and is a basis for the success of an organization. The report proved

beneficial in contributing to value, as all team members were aware of the needs of the

organization during the team efforts. The organization has a small number of values that make

part of the value system. The team members play a role in developing these values (Jordan &

Troth, 2004). Changes occur as the team continues to interact. The changes are influential,

incremental, and limited. However, they ensure that the needs of the organization will be realized

in the end.

The report contributes to value as it provides a means for the organization to make

improvements. Indeed, the decisions made rely on the current context of the client organization,

and its needs. Before the team comes up with a resolution, it has to consider the specific needs of

the organization. These requirements are then integrated into the decisions made by the group.
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Furthermore, all the members of the team were aware of the mission and vision of the client

organization. The outcomes of the team arise on this basis. The group also had its values that

were held in common, and those that we sought to achieve in future. In this regard, we did not

adopt either one of the two options. Instead, each value is valid. In this regard, their interactions

provide an opportunity for a dynamic and broader concept of organized values (West, 2012). In

this context, the values are social in nature this will evolve to become the culture of the

organization.

The organizational values are also linked to the organizational phenomena. This is

regarding institutionalism and culture. The values are a manifestation of the shared assumptions

that guide the organization. This can be detailed in organizational artifacts. Two primary

characteristics define culture. These are values and assumptions. There are some secondary

characteristics. This is in the form of symbols and artifacts that are inherent in the organization.

In both contexts, the values are integral but cannot be considered as homologous to the culture.

Based on the institutional theory perspective, these values arise from the product of values

arising in the institution (West, 2012). This becomes the basis of the organizational routines and

structures.

The values depend on the potentially conflicting human needs. They are both capable and

enduring of change. Just as social or group values, the organizational values may be regarded as

different levels in both the current and future contexts. However, they are considered as essential

in guiding members in their evaluation and selection of behavior. Furthermore, this is crucial in

determining the demand so the organization. Based on the perspective of the clients, the values

of the top management are sanctioned through formal documents, written verbal statements. The

top management often determines these values. The top management has the author in the
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activities of the organization. They make decisions that guide the work in the organization. This

is an element that the team members have to consider to ensure that their results align with the

needs of the top management (West, 2012). Furthermore, the values of the top management also

influence the organizational values. Since the team members are working towards the women of

the organization, we had to work by considering the needs of the leaders.

In conclusion, the value guides the expectations of the organization. The client

organization can gain tremendously from the team efforts as the basis of developments. From the

perspective of the client, it means that the team understands the culture of the organization and

that they would make conclusions that can be integrated into the value of the organization. The

report can contribute more value. The client values productivity, and this was achieved through

the report. This is essential as productivity relies on an increase in value. The culture in the

organization would also develop. The measures of value are developmental in nature. They led to

progress in the organization.

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References

Edmondson, A. C. (2012). Teaming : how organizations learn, innovate, and compete in the

knowledge economy. San Francisco : Jossey-Bass.

Jordan, P., & Troth, A. (2004). Managing emotions during team problem solving: emotional

intelligence and conflict resolution. Human Performance, 17(2), 195-218.

West, M. A. (2012). Effective teamwork : practical lessons from organizational research.

Chichester, West Sussex: John Wiley & Sons.

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Appendices

Team roles

Team Member Team Roles

Tom Clayton Co-coordinator

Steve Mwangi Implementer

Sam Harrison Shaper

Hamad Al-Baker Specialist

Kailun Li Team worker

Sean Nichols Resource Investigator

Hussain Plant