4-MAT Book Review Essay

AbstractWheelan (2013) identifies the quaternion dos of ag root word knowledge and provides detailed rendering of how a root word transforms itself from a exemplify superstar assemblage of un reliablety into a successful, highly productive full stop quaternary ag assembly up. This requires work and a thorough consciousness of the many a nonher(prenominal) internal/external influences that john occur during individually point in time. A police squad section or attractor who is hygienic versed in these degrees and who tin develop with each stage go away be better equipped to deal with resemblingly obstacles that can buoy hinder conference set ahead and implement practices to help the separate successfully work by means of a exceptional stage. The goal is for the group to become a police squad that give value the wideness of everyvirtuosos contribution inwardly the group and how it relates to the overall cleverness of the group to successfully acc omplish the mission. As this is achieved, the work will no longer witness wish well a chore as team up segments encourage, inspire, and have fun completing tasks and achieving the in demand(p) outcome (Wheelan, 2013).In the first stage of group development, termed dependency and inclusion, team members argon dependent upon the designated attracter to provide a scent out of belonging and to create an environs where members detect just enough to send word new ideas (Wheelan, 2013). The overall goal of stage one group development is the susceptibility to create a safe and comprehensive environment for all members as many may experience certain behavioral characteristics associated with feelings of insecurity and a need to feel included in the group. Stage one members may feel apprehensive whatsoeverwhat sharing their ideas until they feel that the environment is safe to sh atomic number 18 and that their input is valued (Wheelan, 2013). As members work through the grou p one stage, they will become to a greater extent positive in their role and sw acknowledge to verify less on the team attraction for input.In addition, group members will stick to coarsely sh be their ideas, which in operate may create conflict deep down the group as different views and value will begin to be challenged among group members. Although uncomfortable, this potentially volatile but needed percent of stage two group development will lead to an change magnitude trust among group members. Wheelan (2013) apologises, Only through conflict resolution and the development of a unified view of the groups purpose and processes can true quislingism be achieved (p. 28). During stage two group development, the team leader and team members ability to manage conflict resolution will determine whether the group copys or fails.During stage three, members of the group roll up their sleeves and begin to focus on the task at hand. Egos are checked at the access as team memb ers begin to sense a hander picture of various(prenominal) and team goals and communication becomes much task-oriented (Wheelan, 2013). As stage three groups develop, productivity is increased and relationships are strengthened as the group can now move to stage tetrad successfully if they continue to manage and a straining team roles and responsibilities, resolve conflict, and receive constructive criticism with an open mind.Concrete resultAs a youth leader, I was tasked with forming a ministry team to work with school-aged children ranging in ages from 8 to 19 years of age. As a District Fire pass for a large fire department, I assumed that this task would be connatural to forming a team that responds to emergency calls however, in that respect were several items that I would overlook ab initio that would prove to be painful attainment opportunities as I progressed through my ministry team building experience. First, and probably most important, was the point that I assumed that everyone serving with me had a clear picture of what our goal was as youth leaders to share the creed of Christ through grace-filled passion present by love, compassion, understanding and encouragement. I fluid remember our first meeting as I handed out information regarding the bible study material we would be using.As I explained the syllabus and the dilate of the study itself, Joey, one of the volunteers, asked, What is it that we are essay to accomplish through this study? I explained that the objectives were listed in the packet and thateveryone should familiarize themselves thoroughly with the material provided. As Wheelan (2013) explains, it is the team leaders responsibility during stage one to establish defined goals and to identify special team member roles and how they will return to the overall plan. This error on my part led to confusion, frustration, and unfortunately the departure of some of the youth volunteers, as they did not feel that the valu e of their input was considered nor was a clear picture of what our purpose was explained.CritiqueWheelan (2013) provides many good examples of what to do in certain circumstances that deal with safety and inclusion, conflict resolution, identifying roles and responsibilities, and fostering esprit de corps during group development. In addition, she identifies the positive traits that should be displayed by some(prenominal)(prenominal) team members and team leaders kindred such as involving some other members in the leadership of the group and actively act in achieving objectives. While the strength of this leger is displayed in the many examples provided by the antecedent of what to do if a certain situation arises, this author was curious as to what a team leader or member would do if a team member must be dismissed for unforesightful performance? While this is something that this author would not want to ever experience, I am curious as to whether or not Wheelan has ever ex perienced this in her studies and how skill a leader or team member deal with this issue? other consideration that this author believes influences group dynamics is socioeconomic and cultural diversity.While the above-mentioned positive character traits for leaders and team members are just a some of the many provided in this text, Creating Effective Teams does not address the internal and external influences that are ever-present in groups through socioeconomic and cultural diversity. This author believes that these two influences alone(predicate) should be strongly considered, as group cohesiveness will depend by and large upon a thorough understanding of how an individuals worldview influences his or her perception of other group members and their individual role within the group.ActionClear concise communicated goals that explain the purpose, the mission, and how each member will conduce to the overall plan is the first treat thatthis author wishes to accomplish. Establish ing a safe inclusive environment at the outset of group development is vital to member participation as this author plans to meet with both the youth ministry and worship ministry team in the upcoming week to encourage team member input and to identify roles, responsibilities, and a unified mission statement. Training team members in both my ministry and the fire department I work for in how to in effect manage group conflict is an supererogatory action plan that this author hopes to achieve. appreciation that conflict is not necessarily a bad thing and that good can come from disagreements is important for everyone to consider when building our team.This author feels that this action will open up a new line of communication for individuals within my team to go their concerns and contribute successfully to the group with aboveboard honesty. The third action that this author would like to achieve is to become a leader who evolves with the group as it develops through each stage. The beginning stages of the groups development will require me to be more assertive however, the ability to evolve as a leader to a more consultant role is where this author plans to effect action. According to Wheelan (2013) as I allow members to share in the leadership survive of the group, the likelihood that the group will succeed is increased.ReferenceWheelan, S. A. (2013) Creating effective teams A lookout man for members and leaders. Thousand Oaks CA. Sage Publications, Inc.