加拿大物理学:团队建设

加拿大物理学:团队建设

当我们最初开始项目时,团队中的每个成员都希望表现良好,并在过程中获得知识。表达方式基于先天的忧虑和先入为主的观念而改变(Greenleaf,2002)。我们已经同意在细节上工作,并在这个过程中指出我们的每一个想法。我负责尝试提供意见团队成员不同观点的意见。正如我的团队成员指出的那样,我似乎有强烈的意见。我觉得我确切地知道人们在这些情况下想要什么。我负责组织想法并在会议上发言。我负责指导如何操作。

加拿大物理学:团队建设
解决方案的战略意外理论
我认为引导人们的最好方法是使用应急理论(Bolman&Deal,2017; Wheatley,2011)。这个理论的问题是它是主观的,所有的角色在上下文中都是相互关联的。战略意外理论是一种基于我个人领导人思想的理论(Schein,2006)。它指出,要领导人民,人民必须创建一种领导风格来控制局势。在这种情况下,我觉得我的团队成员都是聪明的人,并有接触来开发适当的解决方案。这让我对他们在特定情况下的想法感到同情。但是,我并没有意识到我是这个过程中受到强烈意见的人。
我的团队成员的领导方式与我的方法不同。他们专注于建立关系的各个方面。他们更关心如何把利益相关者聚集在一起。我想要一个具体的计划来确保每个成员都有适当的指导方针来制定可持续的计划。我的团队成员想要一个关于要求人们创新的计划。我想表明,并非公司里的所有人都可以精通技术。

加拿大物理学:团队建设

When we initially started the project, each member of the team wanted to perform well and gain knowledge in the process. The way of expression changed based on innate apprehensions and preconceived notions about one another (Greenleaf, 2002). We had agreed to work on the details and point down each of our ideas in the process. I was in charge of trying to give inputs of the different points of the opinioned team members. As it was pointed by my team members, I seem to have strong opinions. I felt I knew exactly what the people wanted in each of these situations. I was in charge of organizing ideas and addressing the sessions. I was in charge of giving guidelines as to how to operate.

加拿大物理学:团队建设
Strategic Contingency Theory for Solutions
I assumed that the best method of guiding the people was by the use of the contingency theory (Bolman & Deal, 2017; Wheatley, 2011). The issue with this theory is that it is subjective and all the characters are relative to each other in the context. The strategic contingency theory is a theory that is based on my personal ideology of leading people (Schein, 2006). It states that to lead people, it is imperative for the people to create a style of leadership to control the situation. In this context, I felt that my team members were all people who were smart and had the exposure to develop the appropriate solutions. This gave me empathy as to how they thought in a particular situation. However, I did not realize that I was the one being strongly opinioned in the process.
My team members approach to leadership were different from my approach. They focused on the aspects of building relationships. They were more concerned about how to bring the stakeholders together. I wanted a specific plan to ensure that each member had the appropriate guidelines for the creation of a sustainable plan. My team members wanted a plan that was about asking the people to innovate. I wanted to profess that not all the people in a company can be tech savvy.

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