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Ways to achieve effective inter-cultural communication
Ways to achieve effective inter-cultural communication
Ways to achieve effective inter-cultural communication
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For the Global Tech simulation, we were arranged into groups with individuals we had not become acquainted with beforehand. Subsequently, there were no personal introductions or pre-class strategy meetings in preparation for our first class meeting on that Saturday. When the instructions were initially given and our simulation experience began, it was quickly realized, by the team that time was going to be of the essence. We immediately confronted the fact that there was no way we could watch all of the interviews provided in the simulation. After everyone had begun making mental and physical notes about the interviews we had already viewed, we collectively decided from there which interviews were going to be the most important for us to observe …show more content…
We labeled pieces of paper one through seven and from there, read the tactics one by one to put them in the appropriate stages. After we reached a consensus for which tactic fell into which step, we went back through our groupings, and put them in the order they should occur. Additionally, all tactics we were not going to implement were removed and put in a separate pile. Once we were all in agreement about our final game plan, we calculated what our strategy would cost to implement. In addition to the financial investment estimate, we also determined the amount of time it would take to execute those tactics in the simulation timeframe. After our strategic plan had been entirely accomplished, we began executing our plan of action. Each member naturally aligned with tasks’ roles. Brandon took the lead in figuring out what was going to be necessary for successfully completing the simulation, i.e. further instructions, as well as being the one to actually put the information into the …show more content…
Our team did really well with making sure everyone’s ideas were heard, but conversations with another team, who did not successfully complete the simulation, was because one or two people took the lead, and other group members were hesitant to speak up. Compared to other teams, our team managed group thinks effectively. One other team saved more money than us when they completed the challenge, which confirms the assumption we should not have made in trying to implement as many tasks as we did. Every team had challenges with time constraint which was due to a number of factors such as: brand new teams, unclear instructions, and a drop in team morale when the system gave negative feedback at a wrong task. While the successes and challenges were magnified because we were living the experience, and outside observer would have a difference of
The text begins by examining a series of wargames developed for the military and the federal government to determine the best options for growing problems around the world (Mark Herman). Additionally, the ground work is placed to outline the goals which are expected by the client. The developers of the simulation begin by finding, with the greatest precision possible, what goals the client plays to achieve (Mark Herman). Moreover, the developers ask a number of questions, to include, is the client needing confirmation of an existing strategy, are they looking for potential weaknesses in their operation, are they looking to develop a new product, and the client needs validation to move forward with the introduction (Mark Herman). If during the test a fundamental weakness or an unforeseen problem arises the methodology is reworked and the test can be run again, all this is done long before any substantial money has been lost. Furthermore, if these tests are conducted by the military, a strategy for either a war time crisis or a civil catastrophe can be formulated long before human live is placed in harm’s way.
Harnessing unique applications that formulate effective team competencies can be greatly beneficial when nourishing team dynamics. These necessary factors create high performance levels due to consistency and team cooperation. Performance appraisal is a great way to determine team dynamics due to summative evaluations that are executed during a practice. To obtain effective team dynamics it is important that each individual motivate one another in a positive manner, provide feedback and have an open mind. In conclusion, each member of the team should not be shy introducing any new ideas during the engineering, keep in mind that there is no wrong answer and diversity and innovation is always permitted. In a nut shell, Ocean’s Eleven depicts true signs of team work, leadership and the proper power and influence a leader should have to achieve his/ her goals in life.
Military leaders make decisions and solve problems every day. Some need a decision quickly while others can take time. The US Army has several decision-making methods to assist leaders. The Army Problem Solving Model (Process) is a systematic approach to identifying the best possible solution to an issue or problem and a deliberate method of decision-making. (FM 6-0, 2009) Leaders use it to solve a problem when time is not critical and they can put some thought into different solutions. The solution must be objective and based on facts in order for the decision to be relevant and practical. The Rapid Decision Making and Synchronization Process is a decision-making and synchronization technique typically used during the execution phase of an operation. (FM 5-0, 2010) Besides its use during execution, this style of decision making is quick and focuses on the ability to modify the plan, due to changing circumstances, and synchronize those changes with subordinate elements. Determining which method to apply requires an understanding of the similarities and differences of both techniques.
In 1972, Irving Janis presented a set of hypothesis that he extracted from observing small groups performing problem solving tasks; he collectively referred to these hypotheses as groupthink¹. He defined groupthink as “a quick and easy way to refer to a mode of thinking that people engage in when they are deeply involved in a cohesive in-group, when the members’ striving for unanimity override their motivation to realistically appraise alternative courses of action²” A successful group brings varied ideas, collective knowledge, and focus on the task at hand. The importance of groups is to accomplish tasks that individuals can not do on their own. The Bay of Pigs, Watergate, and the Challenger disaster are all forms of failure within a group. Specifically, you can see the effect of groupthink of Americans before September 11, 2001. The thought of harm to the United States was unfathomable, but only after the attacks did they realize they were not invincible. When a solid, highly cohesive group is only concerned with maintaining agreement, they fail to see their alternatives and any other available options. When a group experiences groupthink, they may feel uninterested about a task, don't feel like they will be successful, and the group members do not challenge ideas. Stress is also a factor in the failure of groupthink. An effective group needs to have clear goals, trust, accountability, support, and training. Some indicators that groupthink may be happening are; making unethical decisions, they think they are never wrong, close-minded about situations, and ignore important information. Many things can be done to prevent groupthink from happening. One way is to make each person in the group a “critical evaluator”. The leader must ...
Leaders today need to have an appreciation for the operation process, understand a situation, envision a desired future, and to lay out an approach that will achieve that future (Flynn & Schrankel, 2013). Plans need to be created that can be modified to changes in any factors considered. However, plans should not be dependent on specific information being precise or that require things to go exactly according to schedule. Instead, the staff NCO should be flexible where they can and always be prepared for the unexpected. Today’s military members are fighting an unconventional war in Iraq and Afghanistan. The enemy constantly changes their tactics, techniques, and procedures (TTP’s) to counter the United States technological advances, making planning very difficult for leaders. There are multiple tools at a staff NCO’s disposal to try to anticipate an outcome of a current operation, but also assist with the development of concepts in follow-on missions. The Military Decision Making Process (MDMP) is just one tool a staff NCO can utilize. In order to stay ahead of the enemy, create effective plans and orders, it is critical for a staff NCO to assist the commander, and understand that the MDMP and planning are essential in defeating the enemy and conserving the fighting force.
This report discusses the Everest simulation in relation to important management concepts. Particularly the report explores the role of leadership, communication and team work in task success, where success is defined in terms of task accomplishment, team member satisfaction and dispute resolution. Moreover, the requirement to eliminate communication barriers through changing mediums, cohesive and coherent team work and democratic leadership styles is explored throughout the report.
Normally in a group, the work will be divided into the number of members in the group and may be arranged to each of the members to receive the part where they are more confident and have more knowledge of it. In addition, if a member is confused with their work, he can receive assistance from his teammates rather than just being alone and figure it himself independently. However, I believe sometimes been in a group can have its cons. A common pitfall associated with working as a group is disagreement about the way something is being done, a particular issue, or an opinion. Sometimes one member might have his own beliefs and want to perform a task in their way and conflict can arise from this. Once conflict arises, the members can discuss their own opinions and might arrive to a solution, but this can cause a member to not show their full potential because something was not done the way they wanted. I believe this is very common but if you are open minded, it can be overcome for the sake of the team to be
I really enjoyed the simulation. On the simulation day, I have a chance to strengthen the team-player skills. Although I sometimes still lack confidence to speak up due to my English skill, I believed I have improved my confidence in some level. As I can notice that I am more willing to share the ideas on the activities in this class than the previous classes. Moreover, I have learned from this simulation that it is not necessary to have only one correct choice for the ideas. Different people have different ideas depending on their perspective. Therefore, there could be many solutions for a problem, but to select the best choice; we need to consider many factors and the majority opinions. The simulation also allows me to understand how the real organizations work. It is impossible to efficiently manage the organizations without understanding the four frames.
The Everest team simulation was a valuable experience that taught me how to apply the foundations of the management course into real and first-hand team situations. The success of a team and their performance depends on their initial stage of development as well as their structure. A team with an established team structure and maturity over the different stages of group development proved to be extremely successful. The decision making and conflict resolution techniques were also influential in the overall performance of a team. Ultimately, effective communication is the key to success when working in a team. On the other hand, ineffective communication may be the team’s downfall. The simulation exercise was a solid example towards work group situations and is a valuable first-hand experience.
Corey, Corey, and Corey (2010) describe the main focus of task groups, to be the application of group dynamic principles and processes to improve, practice, and foster the accomplishment of identified work goals. In a task group setting, the members usually work together to complete a specific goal. Corey, Corey, and Corey (2010) describe task group leade...
I understand that managing people is a small part of successful project management, however managing people ineffectively can really derail a project. In order to avoid individuals who are ineffective during a project or cause division throughout the team, project managers need to coach and support his or her team members. (Hall, H. 2016) This is why I have learned from this course that communication approach is vital to the project and having a prompt, appropriate response to your team is important to their success as well. During the simulation scenarios each time the team was met with an issue they had an emotional reaction. It became very clear if I did not manage those insecurities and stress, the morale was a huge factor in having the ability to move forward. All the pieces to the project management puzzle are valid, although the people who make the pieces of the puzzle are the most important part of project management. There is always going to be uncertainty and speed bumps throughout the project lifecycle, but communication and managing people is as important as the pieces of the puzzle that I bullet pointed
Similar to understanding the context of the team, to effectively manage and understand the composition of the team it is important for the team and its members to answer the following questions: “(1) to what extent do individual team members have the technical skills required to complete the task?; (2) to what extent do they have the interpersonal and communication skills required to coordinate their work with others?; (3) to what extent are individual team members committed to the team and motivated to complete the task?; and (4) is the team the right size to successfully complete the task?” (Dyer & Dyer,
I interviewed every single student so I can understand their knowledge, level ability and how much they are willing to participate in this event and I can answer all of their questions. I made a schedule for each one of the students, so they
Once the action plan is in effect, the plan then relies on the implementation and the communication strategy for the idea to work. Communication objectives are obtained and the strategic tactics on how to communicate and disseminate the communication objectives formally and informally.
The team effectiveness can be influenced by task characteristics, team size and team composition. Task characteristics defined as the task complexity demands teamwork, but teams also work better when the work is well-structured tasks rather than ambiguous because it is easier to coordinate the work among several people. Teamwork effectiveness also can be influenced by task interdependence. Team members must share materials, information, or expertise to perform their jobs. Teams usually better because high interdependence improves communication between each other and also motivates team membership. However, teamwork will become less effective if task goals differ. In Maze Runner movie, most of the people hold to a same goal which escape from the maze makes them become brave and build a team to make a run for it although they know this task may cause them kill by Grivers.