The team consists of four groups, namely, the team leader, coordinator, secretary, and individual members. James Elliott is the team leader, and he is in charge of ensuring that there is a smooth and effective performance of group activities. He also checks whether the team members participate and are actively involved in the meetings and projects. Another responsibility entails overseeing the decision-making process that leans towards a consensus approach. Jackeline Moss is the team coordinator; she clarifies the goals and the objectives of the team as well as allocates roles and responsibilities to the team members. Meanwhile, Sheldon Shelby is the team secretary, and he is in charge of documenting the main ideas discussed in a meeting. The rest of the team members actively take part in meetings, share ideas, and perform the activities as agreed in discussions.
This team is at the norming stage of group development. I noticed that majority of the members resolve their differences in a mature manner. They also appreciate each other’s contributions to the group projects. More importantly, the team members respect the leader as the source of authority and guidance. Besides, there is a strong commitment to the achievement of the team’s goals since the leader provides constructive feedback.
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For the effective running of the team operations, the group developed and emphasized on five norms. One of them is trust between the members. According to the team leader, when there is a trusting relationship, then the cooperation and coordination of the activities are made feasible (Lippert & Dulewicz , 2017). This principle ensures that team members are not exploiting each other. Another norm is goal commitment that facilitates the determination to achieve the set goals and objectives. Another rule is open communication that allows every member to contribute to group discussions and meetings. Primarily, interpersonal communication entails competence such as empathy, support, and interaction management (Lippert & Dulewicz , 2017). Another norm is the accountability that dwells on the premise that every member has to accept and take full responsibility for their actions. The team has also normalized celebrating success and achievement of goals as a group. These norms have been useful since they have enhanced team cohesion and performance.
Nevertheless, the team has experienced instances of social loafing. I noticed that one of the team members rarely takes part in group discussions and relies on others to perform his tasks. This problem created challenges, including failure to meet the team requirements on time and imbalance and inequity (Stouten & Lidden, 2020). Some of the team members started complaining since they felt like their efforts outweighed that of the said party. The majority of them became demotivated since they felt like they are treated unjustly. I can mitigate the problem of social loafing by clarifying the role of each member. This approach will remind the members of the unique role that they play in the group (Stouten & Liden, 2020). More importantly, the feelings of redundancy and dispensability will reduce. I will increase team motivation by prioritizing the concern of each of the team members. Specifically, I will make an effort to determine the psychological needs of team members and structure their roles for an improved delineation of work tasks (Stouten & Lidden, 2020). By recognizing the role of each member, I will have a reinitiated trusting relationship and foster positive interactions among the members. I will promote team cohesion by focusing on individual differences, such as the background, experience, and goals of the team members (Stouten & Liden, 2020). Then, I will offer close and guidance and support to ensure that every member understands that the team appreciates and values their contributions.
According to Rogers, selfless people are likely to love and serve others relentlessly. One of the characteristics of selfless people is that they are thoughtful since they continuously think of others. They focus on the “Platinum Rule,” which states that people check on others and focus on their needs. Besides, selfless people are considerate since they evaluate different options when they want to offer their services to others. They are also observant as they always notice the interests and needs of others. According to Biblical teachings, selflessness is considered a virtue that leaders should embrace. It states that people should only focus on their interests and needs but also that of others (Philippians 2:4). According to the Bible, people should engage in actions that they find pleasing if done unto them. However, Rogers does not believe this approach aligns with the principles of being selfless. He states that people have different needs, and instead of doing the actions that one would find pleasing in their case, people should focus on learning the unique needs and traits of others.
References
Lippert, H., & Dulewicz, V. (2018). A profile of high-performing global virtual teams. Team Performance Management: An International Journal .doi:10.1108/TPM-09-2016-0040
Stouten, J., & Liden, R. C. (2020). Social loafing in organizational workgroups: The mitigating effect of servant leadership. In Individual Motivation within Groups (pp. 55-80). Academic Press.doi:10.1016/B978-0-12-849867-5.00002-1
