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This week our team’s overall focus was for team improvement and changing our strategy, to become better at the game. Last week in mine and a few others journals from my team, we brought up the point of how we needed to change our attitudes and redefine our roles in the hope of improving. Increasing overall motivation was also a key point we aimed to achieve. Thankfully in Wednesdays meeting I can definitely say we discussed our problems more than we ever have in the past. It was a good discussion, which bordered on conflicting arguments but in the end, all was out in the open.


In the reading  ‘Skills of an effective communicator’ by Robert Katz, he described the ideal executive as someone who is equipped to deal with any problem in an organisation effectively. Reflecting on that debate we had as a group I can genuinely say we that all our members have this quality to varying degrees. Some are more passive like myself and some are more direct, yet by combining us in a team we seem to have a balance of personalities, which enable us to efficiently solve problems. In the reading the ideal executive is described as having ‘good judgement, the ability to make decisions, the ability to win respect of others, and all the other well worn phrases any management man could mention’ (Katz, 2000, p. 90). My thoughts towards this are that I agree but in a team situation such as ours, I feel it is possible for each member to instead bring these qualities to the table. If you have one single individual dominating the group and solving all the problems, that doesn’t allow for others to grow and learn themselves. I can say I feel in my team we all have different attributes but by combining them we are able to fix any problems.


Katz discussed the three types of skills; Technical, Human and Conceptual. Technical is an understanding of a certain activity, which can involve processes and techniques. I would not say I’m proficient as this skill, but luckily there are others in my group that are. I would say I have more ability in human skill, which is more working effectively together and relating to others. Lastly conceptual skill is the ability to see the enterprise as a whole, it is understanding the functions of the organisation. I would say I understand this at a basic level but not as advanced as it could be. Although I know as the game goes on I learn more and more about the inner workings of Mikes Bikes and it benefits my learning.


In conclusion this week our team was faced with a problem but we overcame it together through discussion then by taking action. I can gladly say our SHV went up a considerable amount and we saw our planned strategy work it’s magic to get us into third place. I have also found that we don’t have a defined executive leader as the reading discusses. Rather we share the work, problems and triumphs together, as it should be in a team.


  1. Hi Jade,

    The problem you identified was your team's lack of motivation. However when you moved on to your reflection stage, I was a little confused. Instead of reflecting on why this problem was occurring (which would have improved your journal), you instead compared your team members to Katz' ideal executive profile. I'm a little lost about how this relates to your problem of team motivation. From reading your journal I can't see how your going to do anything different now or that you have learnt anything about how to deal with team motivation in the future.

    Your increased SHV is great and shows that your team must have been more motivated to achieve these results, however to improve your journals you could be a bit clearer in your reflection and abstract conceptualisation sections to better show your learning cycle.

  2. I like how you have critically analysed and challenged the ideas brought up in the reading. Your writing style was also simple an easy to follow. Something that you could improve would be to be more descriptive. For example, you say your teams balance of personalities helped you to solve problems, but how did you solve the problems? What was the problem that your group overcame and what was different between team members after you solved the problem? By doing this, you will be able to use Daudelin's reflective learning model more effectively. Your last paragraph (before the conclusion) is probably unnecessary because it doesn't relate to what you've written previously, and doesn't show you've learned anything new. Good luck for the next journal!