Our team was a small group of people with interchangeable skills who found themselves responsible for a common purpose and goal. When a group of people work together, it gets easier for them to work on complicated project and get it done at a more rapid pace than an individual assigned project. Because decision-making is more effective in a team environment. Our team was some what complex. We were a successful group of people who were cooperating, critiquing, communicating and reporting to a forum.

          Our group did not just happen. We were formed then molded. So what is this first and most important step for creating effective groups? It’s called “Chartering”. Chartering is the process by which the team is formed, its mission or task described, its resources allocated, its goals set, its membership committed, and its plans made.

          The formation developed in four stages. The first was the Forming stage otherwise known as the “Ice Breaking Stage”, in which we were uncertain about our roles and who to trust. During this stage we had a group discussion and a member became prominent to take the leader position. The following stage was “Storming” which is a time when members learn about ground rules discussed then confirmed by the leader. This is the stage where I learned that I was responsible for the research on traffic jam and when my part had to be turned in. The third stage of our development was Norming, a stage of working together to reach our goals. In this stage, our group moved their individual turn in dates back a day and team members picked up additional tasks as the project had clear dead line dates. We became more aware of the fact that we were going to have less time for editing than we normally planned for. Lastly, the Performing stage is focused on solving any problems that arise. This stage is critical for getting the project done on time and completing the goal.

          Our group had a sense of unity that went through developmental stages. The importance of the stages is that it focused on the team and not on individual personalities. Our team leader managed us well and we as a team were on friendly terms. Our team members were always on the same page and in return we had good participation which led to a well working team.

          Although the four stages concentrated on the group and less on the individual, each group member had his or her own issues. As a member of the group, I asked myself “What’s going to be my job” and “What are the others going to think of me.” There were group issues as well, “Can we do the project right” and “Who is going to be in charge”. In order to get these questions and ideas organized, our group members begin to fall into certain roles. There are three roles that took place. The first general role was what was expected of us after given a position. Secondly, there were task roles which more specifically concentrated on member’s talents. The last role that every team member participated in one way or another was the maintenance role.

          Each member of our group played a different role and it was important for us to perform our duties in order to get max cooperation between each member. Through these maintenance roles better relationships developed and improved morale of the group.

          In order for our group to develop into a well performing team we needed to have and maintain certain characteristics. We had seven characteristics that are described as: Purpose, Empowerment, Relationships and Communication, Flexibility, Optimal Productivity, Recognition and Appreciation, and Morale.

          We had sense of direction, meaning and a goal that we all had to meet. All team members knew their job and participated to find the best way to attain our goal. In order for us to be successful we had to have discipline. This meant setting ground rules and deadlines as quickly as possible.

          Our group had a quick realization of good communication. Group members spoke freely of their opinions, thoughts, and feelings. Trust was gained quickly between us. Trust creates the pathway to open communication. We listened to one another and gave honest feedback.

          One of my favorite characteristics, that our group had, was flexibility. Our group identified and used the strengths of each group member. Other members took on new roles and tasks when needed. We had trust to speak our opinion even though it may have been harsh. Towards the end we worked harder and adapted our schedules to meet our goal.

          Good teams produce results. We fixed our problems through mutual respect and conversation. Deadlines and standards were met. I felt a sense of accomplishment. Individual task accomplishments were rewarded by group members. This encouraged performance and raised the confidence of each individual. When the project was finished everyone congratulated and appreciated one another. I felt I contributed to something successful and had a feeling of importance.

          The project was over and our team had good morale. We successfully finished something that we had doubt about. We were optimistic about the future presentation.

          When the group project was over I found there to be some true advantages of working in a group that led to our success. I truly enjoyed the ability to be able to share and compare ideas between each other. For example, we shot back and fourth different names for the title. Instead of a few ideas from one person we had several to pick from. Furthermore, I felt that each one of us was there to support the other during a tough challenge. I believe support was there for a personal non-school related issue if someone had one. Group members gave it their best realizing that people were depending on them and looking at their work. It is also known as peer pressure. This was good pressure that brought out the best in everyone. Lastly, the team environment brought an atmosphere of group decisions. We communicated our ideas and opinions then made a decision.

          During the course of the project the group hit barriers. We had conflict, but never vicious or violent actions as someone may think when he or she hears the word “conflict”. Never the less if our team was going to be successful we needed a way to resolve our disagreements. It was going to be unavoidable for our team not to have any conflict. The question was “Are we going to use it positively or negatively?” Out of the five strategies that we became familiar with through the learning’s, we used two of them. The first was Collaborative. Collaborative is something where we try to find a solution in which the needs of both or all parties are completely met. Secondly, Compromise, the definition is “Trying to find a middle position in which all parties give a little to gain something.” Using these two strategies, conflicts turned out to be a positive addition. Our team was not afraid of the conflicts; therefore, we were able to use more ideas and thoughts to come up with a final decision.

          We were a group of people with a vision working towards a common goal. The building of our team was complicated. We negotiated roles and tasks according to our strengths and interests. We worked well together, but far from perfect. Through various conflicts, ideas were exchanged and meaningful productivity resulted. Good communication resulted from trust and respect. All members shared an equal participation which made it easier for each individual to contribute to the success.