I don’t know where to begin after considering the events of the past week in MGMT300. I think it came as a surprise to most people hearing about the scandal of the people choosing teams, and personally it definitely frustrated me knowing the control that was simply handed to those students. But in reflecting on the week I don’t feel that others unethical behaviour should affect my groups progress in MikesBikes, as we don’t really know what went on behind the scenes, and at the end of the day once the solution was determined it eliminated one group in the competition to receiving that extra 5%. My group are almost more determine to do well now because of what went on this week, and feel that we need to prove that our diverse backgrounds and knowledge sets will help pave the way to success in MikesBIkes. The ‘Leadership Run Amok’ Reading states that the desire to achieve is a major source of strength and that it generates passion and growth (Spreier, S. W., Fontaine, M. H., & Malloy, R. L. 2006). I feel this is extremely true, and I think other teams will now also want to step up their game and demonstrate how certain circumstances can change people’s perception. In regards to leadership most of the members in my group are extroverts and we haven't faced any real conflict as of yet, but in saying that we all hold varying values, and all bring something different to the group.
On a side not I found it fascinating that the Spreier, Fontaine and Malloy (2006) reading also reads “that overachievers tend to command and coerce rather than coach and collaborate.” In looking back on last weeks readings on teams and how functioning teams tend to be made up of people who hold varying skills and knowledge (Oakley, B., Felder, R. M., Brent, R., & Elhajj, I. 2004), and then being told that our teams were formed based on putting the overachievers with similar values in teams together and they people with low SHV in the same groups, it will be interesting to see how different teams do over the course of the semester. Personally I am satisfied with how well my team is operating through problems and trying to not let outside factors effect our work.
Oakley, B., Felder, R. M., Brent, R., & Elhajj, I. (2004). Turning student groups into effective teams. Journal of student centered learning, 2(1), 9--34.
Spreier, S. W., Fontaine, M. H., & Malloy, R. L. (2006). Leadership run amok. Harvard Business Review, 84(6), 72--82