4-MAT Book Review Essay

AbstractWheelan (2013) identifies the four tiers of police squad up culture and provides detai lead history of how a free radical transforms itself from a arrange one crowd of hesitancy into a successful, highly productive introduce four team. This requires tap and a thorough understanding of the legion(predicate) internal/external influences that can put across during each set up. A team subdivision or leader who is come up versed in these stages and who can evolve with each stage pass on be better equipped to fight with possible obstacles that can stay assort progress and implement practices to help the group successfully work by means of a particular stage. The goal is for the group to become a team that entrust value the importance of eeryones contribution inwardly the group and how it relates to the overall competency of the group to successfully live up to the explosive charge. As this is achieved, the work go forth no longer timber like a chore as team elements bring forward, inspire, and have fun completing assesss and achieving the coveted step to the forecome (Wheelan, 2013).In the first stage of group maturement, termed dependency and inclusion, team members argon dependent upon the designated leader to provide a sense of be and to create an environment where members feel safe enough to suggest mod ideas (Wheelan, 2013). The overall goal of stage one group development is the ability to create a safe and inclusive environment for all members as some may experience certain behavioral vitrineistics associated with feelings of insecurity and a need to feel included in the group. Stage one members may feel apprehensive about sharing their ideas until they feel that the environment is safe to sh are and that their input is valued (Wheelan, 2013). As members work through the group one stage, they willing become more confident in their exercise and begin to rely less on the team leader for input.In addition, group m embers will begin to openly share their ideas, which in turn back may create conflict inwardly the group as antithetic views and values will begin to be challenged among group members. Although uncomfortable, this potentially quicksilver(a) but necessary part of stage two group development will lead to an increased trust among group members. Wheelan (2013) explains, Only through conflict resolution and the development of a unified view of the groups purpose and processes can true collaboration be achieved (p. 28). During stage two group development, the team leader and team members ability to practise conflict resolution will determine whether the group succeeds or fails.During stage three, members of the group roll up their sleeves and begin to focus on the assign at hand. Egos are checked at the door as team members begin to sense a clearer jut out of individual and team goals and talk becomes more task-oriented (Wheelan, 2013). As stage three groups develop, productivity is increased and relationships are strengthened as the group can now move to stage four successfully if they continue to manage and adjust team roles and responsibilities, puzzle out conflict, and receive constructive criticism with an open mind.Concrete ResponseAs 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 give the sack Chief for a large fire department, I assumed that this task would be similar to forming a team that responds to emergency calls however, there were some(prenominal) items that I would overlook initially that would prove to be painful discipline opportunities as I progressed through my ministry team building experience. First, and probably some crucial, was the fact that I assumed that everyone serving with me had a clear picture of what our goal was as youth leaders to share the gospel of christ through grace-filled passion demonstrated by love, compassi on, understanding and encouragement. I good-tempered 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 details of the study itself, Joey, one of the volunteers, asked, What is it that we are trying to accomplish through this study? I explained that the objectives were listed in the packet and thateveryone should familiarize themselves well with the material provided. As Wheelan (2013) explains, it is the team leaders responsibility during stage one to establish defined goals and to identify specific team member roles and how they will contribute 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 value of their input was considered nor was a clear picture of what our purpose was explained. critical reviewWheelan (2013) provides galore(postnominal) 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 haughty traits that should be displayed by twain team members and team leaders as well such as involving other members in the leadership of the group and actively participating in achieving objectives. While the strength of this book is displayed in the many examples provided by the cause of what to do if a certain situation arises, this write was curious as to what a team leader or member would do if a team member must be discharged for poor performance? While this is something that this compose would not want to ever experience, I am curious as to whether or not Wheelan has ever experienced this in her studies and how might a leader or team member deal with this issue? Another consideration that this author believes influences group dynamics is socioeconomic and c ultural diversity.While the above-mentioned positive character traits for leaders and team members are just a few 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 should be strongly considered, as group cohesiveness will depend largely 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 contribute to the overall plan is the first action thatthis author wishes to accomplish. Establishing 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 we ek 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 effectively manage group conflict is an spare action plan that this author hopes to achieve. Understanding that conflict is not ineluctably 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 vowelize their concerns and contribute successfully to the group with sincere 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 take action. According t o Wheelan (2013) as I allow members to share in the leadership function of the group, the likelihood that the group will succeed is increased. characterWheelan, S. A. (2013) Creating effective teams A guide for members and leaders. Thousand Oaks CA. Sage Publications, Inc.