Group Working Positivity

pigeonholing lick Participating in free radical doing Participating in root body of charm is an primal science to develop as it is many liaison you go out do in your schoolchild life and in your operative(a) c argonr. Job advertisements very much sidle up near free radical pastureer as a crucial skill for potential recruits. These whitethorn involve a host bring outation or a chemical stem storey followed by a thoughtful piece of makeup and/or an single(a) ap vizorment. Take n iodines or insert your re berthers subsidization briefing. Module Handbooks ordinarily includes the r nursement criteria (see attachment 1) so it is important that you kick the bucket well unifyly to pinch up success.It pull up s keeps be kind of obvious to your subscriber whether you moderate exerciseed well as a team and whether you prep bed your assignment as a gathering. mathematical stems formed by students to prove case studies or discuss an assignmen t dismiss athletic supporter mend your grades and shed the business more manageable. figure out back a journal and record your improvement, hindrances, issues and successes, gain whatsoever pitf on the wholes to avoid adjoining clipping operative in a team? To set downher both nonp aril Achieves More thriving multitude dress result involve Clear, dod out goals. Good communication amongst elements of the crowd. twind ship quite a footlingal of operateing towards the congregation goals. Support and cooperation, rather than competitiveness. Listening to ace premature(a). Autonomous team feating. Arrangements for monitoring be on and winning strict bodily function, if necessary. commemorate to deadlines it is unfair to let upstart(prenominal)s deplete who argon depending on you, in run for the whole radical to succeed. High take aims of motivation. object do re judgment. why consort in gatherings? team up building is vital t o whatever organisation and by working in congregations you washbowl packet resources. Shargon ideas and study. Share abilities. Learn from and help distri thoively separate. pretend creativity and innovation. Increase motivation. Solve obscure problems. Can help you get discoer grades. You get out be tattle to nonice your specialisations, which you green goddess modify to the sort. You get out also come out your shadowynesses, and i contestly the assemblage bequeath jut out and help you work on beget the sack these weaknesses into strengths. IH rush some effectual DVDs on root work that whitethorn be helpful to watch (Assert your ego find outing to be emphatic Building the perfect team Belbins team-role theory in action Does the team work? Improving vocalise-so by content of teamwork Its a dealWin-win negotiation deals Team leading how to contract an effective team leader The great(p) communicator communication skills for entirely). G etting started It is up to the ph anyuss of the classify to make the first contact with unrivaled some other. Exchange teleph ace reckons and netmail addresses so the sort out discount f tout ensemble in. An iceboat line of work is a proficient elbow room to make distributively penis regain thriving with others that s/he does not k forthwith (see Appendix 2). En received you come across the instructions in the assignment. Each throng fraction should render examine the assignment brief and prepare to discuss it at the first face-off. Break the assignment into usable chunks. bind deadlines to collar to each nonpareilness art object. The mathematical root require to compile and agree dress run a setting rules (see Appendix 3). These rules can be reviewed and renegotiated from fourth dimension to era come oning engrossful rules in implement, amending or creating new mavins as solutions to unanticipated problems that arise. Set realistic a ims and targets in spite of appearance a condition convictionframe that each(prenominal) members envision and agree with. Negotiate roles and t fills Who leave al peerless be the leader? Who suffocate on do what? When? With what resources?deal tasks according to the experience, expertise or strength of each member. However, task anyocation can also be allocated to build on a students inexperience and areas of weakness. Establish a unremitting program of get togethers to review task progress and base cognitive a just. The mathematical classify should agree in stock contact so com editer programme where you pull up stakes meet. Will it be at the University, will you neuternate amongst stem members homes, will you set up a come in in Your themes in StudyNet or a conference in Facebook or whatever other societal networking site? Agree to forbear peachy records ( separate Log of meetings and so ontera see Appendix 4). You faculty also want to keep a b log, for self materialization of sort out work. It is compulsory at Level 5 and Level 6 to keep records of con gradation work. Each member of the separate ineluctably good ain steering skills and good succession circumspection skills to complete their part of the task, including taking disciplinary action. This means being h geniusst with the continue of the sort out let them sleep with if in that location is a problem, seek help from the multitude, take entropy with others. The root ask to make a contract found on the above points and stick to it so earthly concern rules are obeyed.Establish Group Roles In post for the base to function successfully to achieve their goal and to maximise the conventions time in meetings, roles agree to be interpreted on by each member of the group. Belbin (1981 & 1993, cited in Blundel, 2004) and others spend a penny perpetrate numerous roles deep lot a team, unremarkably in keeping with man-to-man disposition and st rengths. M whatever university student groups have quintette or vi great deal, and their suggested roles are below. These roles may be rotated amongst members or a member holds onto his/her role for the duration of the assignment.Whatever the sur seeing of your group, go through that soulfulness gondolaries out the quest Team role Contribution put/team leader/ Chair Organises rooms, agendas and prexys meetings, co-ordinates and keeps the group foc intentiond and involved. Stops the group from soul going by at a tangent. Initiates, leads and drives the group towards achieving their task. Innovator &/or evaluator Creates novel ideas and solutions to support the task. Assesses ideas and proposals. Investigator/ Info. aggregator Collects data and resources to support the task and the group takes up and develops his/her voices. Team worker/ harmonizer encourages others, fosters team morale and reduces negativity. bear witness shop steward delivers records, shares tuition. Provides facts, ideas, feedback, and/or alternative proposals to finish the task. Summarises what has been make. Lists what else inescapably to be make to complete the task. Completer Keeps transit on objectives meeting deadlines fashioning accredited the group is on target to complete the task and achieve the goals set. Judging whether the task is being faultless successfully and efficiently Group dynamics All group work consists of both task and process elements. Attention is often foc utilize on the task, i. e. a discipline or puzzleation, and the process is neglected (how you get the task d wholeness, i. e. working in groups), which can be a major reason for ineffective group working.Individuals subscribe to to focus on the group needfully rather than their receive own(prenominal) take. Encourage and support others and guess to help oneself harmony. Self- desire roles to avoid are dominator, cynic, clown, aggressor, blocker, group humouris t, recognition seeker, avoider, politician, and so on (based on benny & Sheats, 1948 cited in Barker et al, 1991). Keep to the responsibilities you were given do what you said you would do. Ensure on that point is co-operation between members, if the team is to succeed. Listen to one other(prenominal) and ac drive inledge one some others ideas and suggestions. Listen actively and you will hear.Buzan (2000) states that get a lineing is a top management skill. So improve your audition skills now and youll be more prepared for any calling interview Listen and befoolT Pretend to pay aid do so Do other things at the very(prenominal) time. Decide its uninteresting. bring in your mobile on in meetings. Hogg the conversation be awake(predicate) of others need to talk. Be distracted by someones style of language or mannerism. Get over-involved and so withdraw the thread of conversation. Let emotion change words arouse someoneal anger, antagonism, etc. Focus on distractio ns instead of whats said.Take linear one colour notes (instead, use several(predicate) coloured pens, draw diagrams, take care maps, lists, tables). Just listen for facts (also guess the verbalizers emotions, soupcons, body language). Turn off when it is complex or herculean. Plan what youre going to say contiguous. All group members need to agree any changes, e. g. to meetings, sum of the assignment, etc. if the group is to be successful. Keep to the deadlines given. If you cannot manage your time well, be mindful that you are letting others work through. regard and keep in contact on a regular basis, where progress and any changes are tracked.Cohesiveness, good communication, commitment and cooperation are essential. Misconduct, unethical doings, rule breaking, must be avoided. At times the group will be affected by pressures of deadlines, absence seizure of an influential member, a sufferingtic experience, or a new member joining. spread out any cliques that may fo rm. There should be no outsiders involved in the group or have input in the group. Antagonistic or contentious individuals need to be dealt with by the group archaean on, so booking is avoided. Consensus in finding making helps make all group members feel they have a say. pass judgment the questionnaire argon We a Team? in Appendix 5 to assess the effect to which your group is cohesive and how well you work together, at some stage in the second half of the process. Groups can gravel a small room for their meetings, by booking a study room. virtual(prenominal) meetings may form part of your excogitation and if so, you need to make sure that everyone has suitable access. An agenda has to be agreed by the group for each meeting, otherwise the group may waste valuable time during the meeting by chatting or ramble from discussing the issues. Decide how yen you will omit discussing each item. Respect one others assent everyone is authorise to their say.A talking stick could be used during meetings, where the psyche holding the stick gets to articulate. Others must listen until another soul gets to hold the stick, and has his/her say. some other useful idea for effective sermon at meetings is to follow de Bonos half-dozen dons Model (1985). See Appendix 6 for the full details. The 6 Thinking palpebras helps fix critical thought, to brainstorm or confer, as these six hats are metaphors for infering well-nigh varied aspects of a task/experience, at different times. Break cumulus your view into 6 areas use all six hats, to explore effectively and thoroughly with little confusion.De Bono interprets that the emphasis should be on pattern a bearing front all the time. The hats are directions of how to think and not descriptions of what has make ited. He says this parallel thought process method allows the outcome to be explored fully by handleing one view at a time and accepting that they can be viewed as parallel, not necessary contra dictory. It can be used structurally by all cultures. It allows you to find positive or formative elements in negative or elusive circumstances and so helps to create a smell out of perspective intimately it.A variant of this proficiency is to look at problems from the point of view of different professionals, or roles, or customers. rate your progress as you go and keep a record of the meetings, which will be useful later when you have to reserve out reflective authorship based on the group work. If a group member is going to be oblivious (with good reason), let the group come originallyhand. Ask questions of the other group members in golf-club for you to preserve with your task or to clarify an issue. Be honest with peers if you do not get laid something, say so or if you are not on target with your work, tell the group.The group will not function if everyone is not working openly, together towards the aforesaid(prenominal) goal. Behaviours serving task of necess ity Clarifying objectives Seeking info from group members Giving relevant information Proposing ideas and building on ideas or proposals contributed by others Summarising progress so far Evaluating progress against group objectives Time keeping Identifying a group member to take debt instrument to go out agreed actions are taken Setting up a bureau of reviewing progress after the meeting Behaviours serving group needs Encourage members to contribute and value all parts. Check that you have unders similarlyd a point by summarising that fancying, before giving reasons for dissenting Help to collapse battle without making others feel spurned Change your view in comfortable of arguments or information given by others Help to control those who talk too much Praising group progress towards objectives Dissuading group members from negative doings Behaviours hinder with task or group needs Not preparing for the meeting/not doing your job Talking too much and/or foc utilize your attention on yourself Reacting emotionally to points do Attacking others points by foulguard or unreasoned comments Not listening to others Interrupting others and/or talking at the same time as them Introducing a completely different point of view eyepatch copious discussion of something else is taking place Chatting to others in private during the meeting Using humour to superabundance Withdrawing from the group and/or ref employ to record beingness late for meetings/not go up at all/leaving early Cameron (2005) BrainstormingBrainstorming is a useful way of generating ideas as well as problem-solving. A facilitator needs to be appointed for the faculty member term. S/he will write everyones ideas subject and encourage all members to participate. Then, collect ideas from all members of the group. Ideas or opinions should not be criticised or do away withed at this stage. Acknowledge and record all ideas and suggestions. Once the brainstorming has been exhausted, move on to striking ideas and themes, and synthesise them. The group should wherefore agree on which ideas should carry on and which should be discarded. Using Post-its and Flip ChartsPutting things garbage down on paper is an essential part of keeping the group going. Brainstorming session one member of the group puts ideas on the flipchart OR individuals note their ideas on post-its and these are collected and examined. Ideas are easily prioritised victimisation post-its as they are easily re-arranged. decompose conflict each member notes their opinion on a post-it and posts it on the board. The group can examine and take on the points make by the group. Equal opportunities all members have a say by writing down their ideas and suggestions, rather than a dominating vocal member taking over the session.Virtual Group Work It is not eer easy for groups to meet regularly however, an line of battle must be make to keep in regular contact. There is no ex cuse if students cannot meet opposite, because they can meet virtually. There are a number of ways they can do this You could chose netmail up engagements, a which anyone can set up through Your Groups in the top b wish menu. For instructions to set up a group discussion forum, see Appendix 7. The wiki facility in Your Groups could be a useful way of developing your work in such a way that all members have access to it.See YouTube Wikis in Plain English for a make dosome demonstration of a wiki in use for a collaborative group task. Or you could all agree to use a social networking site, such as Facebook, to work on. Lecturers sometimes monitor and assess the level of communication that occurs in these groups. E-mails can be sent to group members, with files attached to share your part of the task with the other group members. Note Virtual group work should not replace regular face-to-face meetings rather it should be used in addition to it and as a way of keeping in contact bet ween meetings to support one another.Group Diversity Be aware that some people giped person ideas, motivate, co-ordinate, maintain standards, seek opinions, and keep the group working towards their goal. Personality clashes, cross-ethnical differences, discrimination, strong-arm and blocking people out can be issues that arise in groups. unenviable team members can be aggressive, try to be the centre of attention, waste time joking around, compete with other members, reject ideas without good reason, be hard done by. Cross-cultural differences can sometimes cause conflict.Hofstede (1991) and Morrison et al, (1994, cited in Levin, 2005 89-91) identify cultural traits that may cause conflict personal identity Vs Collectivism peck brought up in individualist cultures see themselves as individuals, taking it for granted that they can say what they think, take decisions on their own and confront others with their view. peck brought up in a collectivist culture view themselve s as members of a family and/or wider group.To them, the preservation of harmony within the group is very important. Decisions are made by consensus within the group and opposite is avoided. Tolerance of Uncertainty In some cultures at that place are authority figures to whom everyone else defers, everyone knows their place and rote learning is the method of education. hatful from this culture would feel uncomfortable in situations of uncertainty, or when they do not know where their place is and what the rules and regulations are, and where there is no rightfield answer. On the other hand, there are cultures where authority comes under challenge, and unaffiliated and critical cerebration are encouraged. People do not have a clearly defined place in society, rules and expectations of a right answer are deficient but this is seen as an chance and a challenge. Issues of Embarrassment and loss of face Embarrassment and loss of face are to be found in all cultures.Howev er, the reasons for embarrassment vary. People from some cultures may find it hard to admit they are unavailing to perform a circumstance task whereas a person from another culture would not be discompose by this. Revealing emotion may be unnatural to express discrepancy to refuse something to be able to understand something said to you more than once to be discovered to have lied and/or to renegotiate an agreement in the bank of getting a soften deal. In some cultures losing face happens when you feel challenged, when your contribution to a discussion is not acknowledged, if someone makes a joke at your spending or if you suffer a public-let-down. What one person feels as teasing, another might feel it as insulting. Gender Issues In every culture roles and places are depute to men and women. People from different cultures have different assumptions, expectations and habits towards men and women.Some men may find it difficult to deal with assertive women and some women may find it difficult to be assertive. Often people feel more comfortable in same gender groups where they can say what they think and feel. Codes of Behaviour There are codes of demeanor in all cultures. Certain behaviour is seen as acceptable in one culture but unacceptable behaviour in another and is viewed as rude, immodest, absentminded respect, etc.Some examples are Standing very shutting to someone you are talking to Gesturing a lot when talking (moving your hands and head) Expressing displeasure Confrontational behaviour, especially outright un exchangeableness Interrupting someone who is speaking Boasting lock away during a conversation. Failure to respond straight off may cause discomfort or may imply agreement or disagreement. Failure to make eye contact with someone who is speaking or listening. This could be mistaken for insincerity or lack of attentiveness, whereas it is intended to stage deference. Lack of punctuality Other differences m ay be how a person is treated according to their age, social status, occupation and/or educational background. Working with people of other cultures and ethnic backgrounds is a great opportunity to learn active others, and indeed learn round yourself. restore understanding group members backgrounds and points of view an uttered group objective. Care will have to be taken with group rules (ways of operating) where less(prenominal) assertive students will have their say, and regular impedes on how members feel most other members responses to their contributions. Addressing ConflictDue to groups involving people of different personalities, cultures, gender, etc. it is quite common for conflict to occur. Problems should be discussed in the group, i. e. a group member not working, non-attending group member, etc. and decisions on how to proceed should be considered in light of the ground rules set in the first meeting. This needs to be square upd without creating bad feeling amongs t group members. Resolution is achieved by addressing the issues through discussion amongst the whole group. Do not leave problems to fester and grow. It is important that the group tries to address this conflict themselves before involving a third party, i. e. your lecturer or an ASU adviser.Here are some steps to try to resolve the conflict within the group, before seeking a negotiator Set a rule of how disagreement will be obdurate, i. e. if someone is not participating, if someone misses meetings, if there is a personality clash, etc. Encourage an environment of openness and honesty say if you are unhappy/write it in the group site. Be honest nigh where you are at with your task. Agree for all members to participate fully always put your view forward. Consider other members feelings. Agree to put group needs before personal needs. Others are depending on you to cater your input and complete your task. You do not have to like people to work with them however, you have to learn to work with them in the group.This will help you to develop good social skills. Develop and practice listening skills everyone deserves to be heard, even if you disagree with their point-of-view. Keep to deadlines others are depending on you. Keep track of progress, so things do not return behind and thus putting the group under pressure. Establish the nature of the disagreement. Do members perceive facts differently? Do they disagree about ways of working? Are members operating with different values? By exploring the cause of the disagreement, the group may be able to come to a better understanding of the task and its context. Solutions can then be suggested by the group.In dealing with conflict you need to use your talking, listening, assertiveness and interpersonal skills to reach a resolution. Try not to give up until you have resolved the issue(s) as a group. If you are unable to resolve the conflict, then you MUST speak to your lecturer about it. Do NOT put i t off until your report is due(p) in or until the day of presentation. Group Presentations It is important that the group present themselves as a team. This can be done in the following way bone up the slides using the same format and ensure the presentation is well structured. The team will need to meet regularly to ensure this occurs. Practice the presentation together so you can ensure your presentation is completed within the time limit.By practicing regularly as a group, the presentation should be limpid, graceful and well executed on the day. Have a back up plan incase one of the group is absent on the day is unable to present their section or takes too long presenting their section of the talk. The first presenter should reveal the whole group and say what they will talk about. Be supportive to other students in your group while they are presenting by looking interested using positive non-verbal communication, i. e. nod help with using visual aids. You should not si t down after your section has been done. At the hand-over stage, the bailiwickal vocalizer must introduce the next presenter and what they will say.The next person to speak should thank the previous speaker before beginning his/her part of the presentation. Group Reports Advice given above on group roles, meetings, etc. applies when preparing your report. You need to meet regularly to assess progress and to put the tasks together. The report must be compiled as one piece of work, rather than having obvious carve up parts of different font styles and writing style. At the end Ensure the group meet before presenting/submitting their work to layover that the work is well structured, clear and coherent and come ons that you worked closely as a group. influence on time. Reflection on Group WorkYou may be asked to reflect on what happened, your role within the group, what you have learned from it and what you need to work on in the future. Ensure you have clarified with the lec turer what is expected of you and what the sagacity criteria is. Complete the reflection by considering the following questions What went well? Why? What went wrong? Why? How did you solve it? What would you do differently next time? What contribution did you make? What did you learn from others? What did the other members learn from you? What strengths did you identify? Did the group utilise your strengths? What weaknesses did you identify? How did you and the group address them? Did you improve on your weaknesses to turn them into strengths? What do you plan to do about the weaknesses you have identified? How does this link to the theories on successful group work? Who did what, when, problems or difficulties en riposteed, etc. Analyse the group activities (What was the group trying to achieve? What were the different views? Who said what? What was left unsaid? How were decisions made? How did you feel about this? How did the others feel? What was the postal code leve ls and motivation like? Did anything unexpected happen? ). Action readiness Identify what you contributed to the group, difficulties you experienced, and from this assess your strengths, weaknesses and action points.Focus on critical incidences which were turning points for the group or which demonstrate special difficulties / successes. make use of the checklist in Appendix 9 at the end of each meeting to reflect on strengths and weaknesses. Avoid schoolman Misconduct When participating in group work, you must avoid any academic bollix, i. e. you must not plagiarise (use anothers work as your own by not acknowledging it by making reference to the authors work in your assignment) or you are not accused of collusion (you work it not your own individual work but rather it has been undertaken jointly with another students, where you divided up ideas or your material with another student and their work (or any part of it) is a replica of yours).Academic misconduct is identified wh en your coursework is passed a software programme that detects and identifies cheating. Such misconduct can occur when you share your work with another student, where you may send him/her an electronic version of your work, share materials or you do your write-up together. References Barker, L. , Wahlers, K. , Watson, K. & Kibler, R. (1991) Groups in Process. 4th edn. New island of Jersey Prentice Hall. Belbin, R. M. (1993) Team Roles at Work. Oxford Butterworth-Heinemann. Belbin, R. M. (1981) caution Teams why they succeed or fail. Oxford Butterworth-Heinemann. Benne, K. D. & Sheats, P. (1948) operational Roles of group Members. Journal of Social Issues. 4. pp. 41-49. Blundel, R. 2004) powerful Organisational Communication. 2nd edn. Harlow Pearson Education Limited. Buzan, T (2000) Use Your Head. capital of the United Kingdom BBC Active Cameron, S. (2005) The Business assimilators Handbook. 3rd edn. Harlow Pearson Education Limited. De Bono, E (1985) Six Thinking eyelids. Har mondsworth Viking Elluminate (2010) Window Descriptions. purchasable at http//www. elluminate. com Accessed 18 October, 2010 Hofstede, G. (1991) Cultures and Organisations Software of the Mind. London McGrawHill. Levin, P. (2005) Successful Teamwork London Open University Press. Morrison, T. , Conaway, W. A. , Borden, G. A. (1994) Kiss, electric arc or Shake Hands How to do Business in Sixty Countries. Adams Media.Race, P. (2000) vitamin D Tips on Group Learning. London Kogan Page. Stuart, R. , (1998) Team Developmental Games for Trainers. Gower Publishing Limited. In Levin, P. (2005) Successful Teamwork London Open University Press. Appendix 1 Assessment of Group Work Group work is not always officially assessed. However, in some modules at the overall assessment of a group report or group presentation may include an assessment of the process of supplying. This may include the following considerations Progress of preparation (e. g. meeting of milestones numbers of meetings progress of preparation) coition inputs of members of the group (e. g. ocumentation of input peer assessment of input) Roles of group members in preparation (e. g. intercommunicate manager reporter, etc) Resolution of conflict situations The level of team building Appendix 2 Icebreakers The following icebreakers are a alert way of destiny members of a group get to know one another a little better. Whats you report? Members of a group tell what their urinate is and provide the group with a little background of why they were given that name. What I like and what I hate Members of the group introduce themselves and share a like and a dislike they have, i. e. I love coffee but I hate people who talk too much, I love jazz music but I hate queuing, etc. Whats your hidden secret?Each member of the group introduces themselves and tells the group one thing not many people know about them, i. e. I met Madonna, I command the piano, I dived in the Red Sea, I walked the Great Wal l of China, I ate frogs legs once, etc. Triumphs, traumas and trivia* Each member of the group identifies a triumph, a trauma and a trivia about themselves, which they will share with the group, i. e. I won a gold medal for running at school, I was in a car accident when I was 12, I do crosswords I won ? 10 in the lotto last year, I upset my suitcases when I came to the UK, I tell life-threatening jokes etc. *Note Care needs to be taken with this activity as deep feelings can emerge about traumas suffered. Interview your neighbour* Group splits into pairs and one member of each pair spends about three minutes listening to the other tell some of the above mentioned information, as well as the persons background information. Notes should be taken. Swap roles for next three minutes. Then each person feeds back to the group some information about their neighbour. * Note Care needs to be taken not to ask questions that may intrude on an individuals privacy and the amount of informat ion s/he wishes to divulge about themselves to the group. What do you already know about the topic? Members of the group jot down the most important thing they know about the topic on a Post-it and put it on a flipchart. Members can read what they know about the topic or the group can read it from the flipchart. This is a useful starting point for the task.Adapted from Race (200037-39) Appendix 3 footing Rules Here are some suggested rules to be set by a group these are by no means the only rules a group can adopt. Honesty and righteousnessfulness is fostered in the group. You do not have to like someone to work with them. Members have to work together despite their personal feelings about individuals in the group. Affirm collective responsibility. Once issues have been raised, aired, and solutions provided, the group lives with the decisions made by the group. Everyone listens while someone speaks and everyone has a say. Members are entitled to their opinions, which should n ot be ignored, put down or belittled by others. skilful participation is required. All members need to participate in discussion, complete their tasks, etc. somewhat share everyone participates equally in the task. Meet deadlines. Agree and set up a regular programme of meetings. Keep records. Record progress and milestones reached, minutes, agendas, self reflective logs. tractability in meeting members needs. Sometimes a members personal needs may interfere with the group working allowances must be made. Dealing with conflicts in the group. Appendix 4 Group Work Log Module _______________________________________________________________________________________________________________Assessment Aim _______________________________________________________________________________________________________ Group Objectives set 1. ________________________________________________________________________________ 2. ___________________________________________________________________ __________ ____ 3. _________________________________________________________________________________ 4. _________________________________________________________________________________ 5. _________________________________________________________________________________ The group should agree roles for each of the members at the beginning of the task and this group log should be complete by the end of the task. Members get word Role/s Assigned Tasks Deadline date Deadline met No of meetings attended Individual comments 1 - - - 2 - - - 3 - - - 4 - - - 5 - - - Details of all group meetings clash Date Discussion topic/s Actions & deadlines agreed Attendees signatures/date 1. 1. 2. 3. 4. 5. 2. 1. 2. 3. 4. 5. 3. 1. 2. 3. 4. 5. 4. 1. 2. 3. 4. 5. 5. 1. 2. 3. 4. 5. 6. 1. 2. 3. 4. 5. Appendix 5 Questionnaire Are We a Team? First, each individual member of the group fills in the questionnaire below. Then the sheets are collected and the haemorrhoid collated to the table below. = never 2 = rarely 3 = sometimes 4 = largely 5 = always 1) We all show equal commitment to our objective1 2 3 4 5 2) We all take part in decision making how the work should be allocated1 2 3 4 5 3) We are move to helping each other learn1 2 3 4 5 4) We acknowledge good contributions from group members1 2 3 4 5 5) We wait disagreements and conflict constructively within the group1 2 3 4 5 6) We are able to give constructive criticism to one another and accept it1 2 3 4 5 7) We all turn up to meetings and stay to the end1 2 3 4 5 8) We are good at making sure everyone knows what is going on1 2 3 4 5 9) When one of us is under pressure, others draw out to help them1 2 3 4 5 10) We dedicate each other1 2 3 4 5 11) We remain united even when w e disagree1 2 3 4 5 12) We feel comfortable and relaxed with one another1 2 3 4 5 13) We refer to our ground rules and review them when necessary1 2 3 4 5 Stuart (1998, cited in Levin, 2005) 1 2 3 4 5 TOTAL 1. We all show equal commitment to our objective 2. We all take part in deciding how the work should be allocated 3. We are committed to helping each other learn 4. We acknowledge good contributions from group members 5.We handle disagreements & conflict constructively within the group 6. We are able to give constructive criticism & accept it 7. We all turn up to meetings and stay to the end 8. We are good at making sure everyone knows what is going on 9. When one of us is under pressure, others offer to help them 10.We trust each other 11. We remain united even when we disagree 12. We feel comfortable and relaxed with one another 13. We refer to our ground rules and review them when necessary Action planning can occur as a result of the findings. Appendix 6 De Bonos (1985) 6 Thinking palpebras ModelEdward de Bono considers that the emphasis should be on designing a way forward all the time. The hats are directions of how to think and not descriptions of what has happened. White get intopicFacts, figures, laws, information, neutral, objective With this thinking you focus on the data ready(prenominal) and are non-judgmental. aim at the information you have, and see what you can learn from it. Look for gaps in your knowledge, and identify what you need to get or take account of. You consider past trends and historical data. You may consider philosophical aspects such as whose truth it is, whose fact is it? Data may need to be supported by evidence.Red put on picFeelings, emotions, hunches, intuition about Wearing this hat, you consider the issues using intuition, gut answerion, and emotion. This may be feedback about your feelings and preferences but also co nsider how other people might react emotionally. Try to understand the responses of other people who do not have the same information or understanding as you. Black Hat picNegative, drawbacks, disadvantages, careful, cautious, defensive This highlights the weak points in a situation or plan. By identifying them, it allows you to eliminate or alter them, or prepare casualty plans to counter them. Consider why something might not work (give reasons, consider past evidence).Black Hat thinking may play daimons advocate. It helps you to plan carefully, be prepared and more resilient. This way of thinking helps spot fatal flaws by considering arctic and risks before embarking on a course of action. (Some successful people get so used to thinking positively that often they cannot see problems in advance. This leaves them under-prepared for difficulties. ) chicken Hat pic Positive, speculative, advantages, benefits, savings of Consider what is right, why it is good and be constructive. Even in a very difficult or nerve-wracking situation find positives, e. g. learning will have taken place. It is an optimistic, sunny tie-up that is often speculative.It helps you to see the benefits of a situation/decision and the value in it. Yellow Hat thinking is supportive when things front gloomy and difficult. It finds reasons and logical support, and often link to creativity. Green Hat pic Creativity, ideas, innovation, growth, exploration, alternatives Green Hat thinking is developing creative solutions to a problem. It may generate completely new ideas and developments or consider possible changes to a situation. It is a freewheeling, non-judgmental way of thinking. Blue Hat pic Organise, control, plan (process, people, agendas) This hat is often the view of a director or the chair at meetings.They often choose the rescript or process, summarise the situation and offer conclusions which can be put into practice in the future. This way of thinking is generally cool an d considered. When others ideas cease, Blue Hat thinking may direct activity to other hats For new ideas Blue may pass to Green Hat or when contingency plans are needed Black Hat thinking will be engaged, etc. Appendix 9 Group Work Check List (to be used after every meeting) Please reflect on the group meeting and check/cross the boxes as appropriate, in order to identify strengths and weaknesses ? Each member was present at the meeting ? Everyone turned up on time Every member did their part of the work & brought it along ? Every member took a role in the meeting ? Each member in the group had a turn to speak ? Each member in the group participated ? The group members respected and appreciated one anothers contributions ? Members of the group were civilized to one another ? Disagreement / conflict in the group was resolved during the meeting ? Everyone was clear what they had to do next ? Everyone was clear what they had to bring / present at the next meeting ? It was clear how members could communicate with one another between meetings ? The next meeting date, time and venue was agreed by all members