This paper started off with the emphasise of team work, team performance and team interactions, I have repeatedly described in my previous journal how much I enjoy working with my team, the great dynamics our team consists of and how I deeply appreciates the support the members provide for each other. Thus this week’s journal will only focus on the idea of team.
In this week’s reading it has identified that when the culture of a team do not have mutual agreements “power tools” are put in place for tasks to be completed. In here “power tools” has been defined as: “Coercion, threats and punishments” (Christensen, 2010, p.50) this has been what I’ve been trying to avoid as a CEO all along. Further on in Christensen’s (2010) article he has brought up a very interesting aspect, that culture is established naturally, it is our instinct to follow procedures and take priorities in our work therefore I believe the first gathering of our team has already set the culture of our team.
This week in Mikes Bike our SHV has again dropped and as a group we do understand where we’ve gone wrong how the decisions we’ve made affected our SHV however I find myself questioning the way I’ve lead the group this semester, as Christensen (2010) described that if we as parents want our children to become confident and possess quality such as strong self-esteem we would need to design our family culture according to those expectations. I now question the same with my group, have I failed to design our expectation into the group culture therefore we have not reached our target that was desired? I feel like I have failed as a “parent” in this case.
What can I do about this issue? I really don’t know. I thought there would be a solution if I could identify the problem but it seems as if it is too late? I mean I really do enjoy the formation of my group, we get along very well, has produced some pleasing results in the first few roll overs, even though the following roll overs has gone completely out of our expectation our group continues to take on the team spirit, support for one another and understanding. I still find myself asking even though I am completely satisfied with our interaction but is this playing a role in the SHV we are getting?
I think I really need more time to give myself an answer.
Christensen, C. M. (2010). How will you measure your life? Harvard Business Review,88(7/8), 46-51.