Reflection On Experience

Last fall I started my Full- age MBA program. I was assign to a pigeonholing of five members, including myself. As part of our orientation, our first example was to take on a ropes course as a conference. This shape helped us to know more about from each superstar separate and constrain more cohesive as we were unfamiliar with each new(prenominal) and coming upon for the first time. We came from different backgrounds, different cultures, and different countries, tho we shared like goals.We had members that engageed in operations, marketing, finance, and supply chain some of us never assoil uped in teams, so it was important for us to know each differents strengths and weaknesses and address each. We agreed as a host to make the nearly of our experience and try to help each other in achieving our goals. there were two sets of goals that our team leaned for. We, as a group, hoped non only to flip whatever requirements were in the programs curriculum, solely also we aimed to b give up as item-by-items and as a group.It was observable from day one that each member of this team was aiming to excel and becoming distinct from other groups. Our putting green goal of excelling make it easier for us to find a common ground, and we felt up that our goals were attainable as long as we show commitment and dedication. As both group, we had our share of positive and negative experiences that I will put a sort some light on in this paper. Although our group was highly practicable and motivate towards succeeding in achieving our goals, there were few unexplored issues that I hope we have on in the remainder of our tenure.This paper provides my ad hominem reflection of some behaviors administered by members of my group and myself as well. Those behaviors impacted the functionality and the effectualness of our team. The first part shall discuss the positive behaviors that I observed from other team members whom I believe had a huge impact on our team. The second part will be a self-evaluation of my behavior in the context of a study group, in particular negative behaviors and how to repress them in future projects.One positive behavior that I observed from a couple of our team members on a regular basis is victorious the initiative. In my opinion, this was a significant factor in our success as a group pull through after part, and it taught me how to perceive my self and others in direct to identify strengths and weaknesses and how vital it is to be proactive within a group. On several occasions throughout the last quarter, those two members launched new initiatives that conduct to changes in the way we tackle things as a group and the way we approach problems.This proactive behavior helped us to cancel some problems that we business leader pee-pee faced before they even occurred. Some problems like running(a) under pressure when deadlines are imminent or doing repetitive work were evacuateed as both of those me mbers anticipated them in advance and pointed out how to avoid such problems. Those two members actions were usually consistent with our goals as a group, and I believe that we helped them become proactive by allowing them to take the initiative and not squandering their efforts. Their ideas were usually listened to carefully and we allowed them to try it.Also if mistakes were made, it was never held against them so we dupet close the window on takinf the initiative in the future, whether from their stance or any other group member. It is the same concept as recognize and punishment that was discussed in class as any other behavior, proactive behavior if rewarded it will flourish and if puni couch or beatified it will be discouraged. The difference in our case is that the reward was be listened to or appreciating the effort, and the punishment was blaming them for devising mistakes.Although our team never had an assigned leader, solely usually those members who took the initi ative assumed the role of leadership by default. This was another(prenominal) enlightening moment for me as I learned in regularize to lead, I have to take the initiative and become more proactive. I believe that this proactive behavior from those members helped us enhance our performance and helped us to avoid being complacent or passive. other reason, in my opinion, motivated us in embracing some of their ideas, is our sense that those ideas were for the greater get of our group and wasnt seeking any personal benefit or gain.Even though at times the room for being proactive was narrow, specially when we were working on tight schedules or deadlines were approaching, such behavior was evident throughout the quarter. Another positive behavior that I noticed from one of our group members is head. Support plays an natural role in the success of any group as it not only enhances the oerall performance of the group, but it makes the group more cohesive and helps building trust. E ach member of our group came from a different functional area or background, so it was essential to recognize that each of us is stronger in certain areas and weaker in other ones.This particular member was very supportive to our group members, and by support I dont mean only helping in solving problems. His support extended to helping completing trade union movements on time even if it wasnt assigned to him, giving encouragement and feedback to our group members, and fetching extra tasks when needed. This behavior helped in creating a sense of collaboration and made the group more cohesive. He also supported any ideas that were suggested, unheeding whether they were approved or not, he showed real interest in either idea or suggestion.Such behavior encouraged our group members to speak more openly and allowed for more contribution. It increased our group loyalty and generated trust among our group members. On the other hand, one negative behavior that I in person need to work on is not allowing other team members to depict their ideas and opinions. Sometimes I feel very strong about my ideas that I shut down towards other ideas from other team members. In particular there is one team member of ours that is usually left out, so we as a team should take the responsibility for such a negative behavior.I realize that a group works best when everyone is allowed to extend in the discussions during the meetings and benefit from the diversity in our group by obstetrical delivery in different ideas however, this one member usually chooses not to contribute and we never encouraged her to overcome this obstacle. We tend to forget that this member is not used to working in teams, and this aptitude be the reason she is ending difficulties to contribute effectively in our team meetings and in the decision do process. I believe that we, as a group, allowed this behavior to dampen throughoutthe quarter until it became a habit. According to the Social Information Pr ocessing Model, as part of the judgment process, Fundamental Attribution Bias is the tendency to develop explanations that rely on the internal state of people when we focus on someone elses behavior. We attributed her omit of participation to her neediness of skill or ability, and completely over looked the possibility that it could be attributed to other outdoor(a) factors. outdoor(a) factors such as cultural difference or unfamiliarity of working in a team could have been the reason behind her lack of contribution.Our failure to address those issues on the spot could have been the reason wherefore those issues evolved and led to a self-limiting behavior from her side, which ultimately led to a lack in self-efficacy. This behavior affected her self-confidence in her ability of making significant contributions to the team causing her to disengage from team discussions and withhold ideas or opinions. Another negative behavior that I need to address is procrastination. I have a habit of putting cancelled work until last minute.I do not believe I demonstrate this behavior because I am lazy or because I cannot manage my time efficiently, but because I always have a sense of ability of terminate the assigned task in less time. During earning my undergraduate bachelor stagecoach in Civil Engineering, I was used to working in dally time and finishing the tasks right before they are due. It was not often of my choice, but due to the enormous amount of work I was rarely able to finish those tasks ahead of schedule. Unfortunately, I carried this habit with me to my group work last quarter.I never failed to meet a deadline, but by the end of the quarter a considerable amount of work was accumulated and I had to work extremely hard in set not to dismiss deadlines. I could have easily avoided this issue if I had started working originally on those projects. A huge reason for my procrastinating issue, in my opinion, is lack of self-control. Usually, I look fo r distractions deliberately or reasons to postpone working on the task at hand. I like to convince my self that I work better under pressure, using this as an excuse to postpone work.Although it might appear at first that this behavior affects only me as an individual and not the group as a whole, but my tendency to defer might cause my group to miss opportunities for improvement. By submitting my task estimable as it is due, I didnt leave room for improvement. My work could have needed get ahead review or it might have shed some light on an area that we overlooked, which gives us an opportunity to further enhance our body of work and make it even better. In my opinion, for our group to advance and improve we need to set some goals in order for us to reach a higher level of understanding and collaboration.Involvement is a huge factor in the success of any group so we should aim for having every members input in the decision making process and in the group discussions. Discussion s should be managed differently to make sure every member participates. Participation from all members is vital for any group because it allows different views and ideas to be shared so we need to produce a decision-making environment that allows all members to share views and ideas. We should ensure that everyone understands the objectives and the task at hand.We also need to develop more trust among our team members and avoid using shortcuts to form our perception. The Social Information Processing Model duologue about Self-fulfilling Prophecy or Pygmalion effect as a shortcut that influences perception, which is a situation in which our expectations about people affect our interaction with them in such a way that helps our expectations be fulfilled. For instance, in relations with the group member that is having difficulties in participating, if we allowed our expectations to influence how we interact with her, we will never be able to address this issue and we will maintai n place quo.Moreover, I could improve on a personal level and work on my procrastinating issue, which will eventually improve the overall performance of the group. I believe I already took the first step towards addressing this issue by recognizing it and admitting that its a negative behavior that needs to be eliminated. Another step, in my opinion, in addressing this issue is identifying whether I am procrastinating due to external reasons or internal reasons. External reasons could vary from time constraint to the image of job at hand, and internal reasons could be lack of motive or laziness.I tend to believe its the latter, as I occasionally postpone some tasks that are not work related or that does not have a time constraint. Procrastination is a habit that develops over time and hence, needs time to be eliminated. Although it is true that it is not a permanent habit of mine, i. e. it comes irregularly, it still affects my performance and hinders my abilities. I started tryi ng to reward my self upon completing tasks, in an attempt to avoid putting off those tasks for later.