Reflective Report

Executive Summary

            There are many ways in which this test will help in the improvement of the workplace competencies that will include inclusivity and diversity as understood by me. This will give them the chance to be improving the competencies of the workplace. There are reports given to the institutions with overall markings or gradations so that it can help with the improvement of the students.

            In this case, the team building activity chosen is the The ‘Suddenly’ Story. It is believed that when team members share some stories, the bond among them enhances ad they can understand the strengths and weaknesses of their co-players while maintaining their responsibilities towards their assigned tasks. 

 

 

Table of Contents

Introduction. 3

Possible weaknesses or areas of conflict within the group. 3

Team building. 4

Reflection. 5

Conclusion. 6

References. 7

Appendix. 8

 

 

 

Introduction

            I can say that there is a massive benefit that can be reaped from the ways of emotional intelligence. These will maximize the Emotional quotient of a culturally diverse group (Whyte, 2016). There are companies that are often committed to diversity and inclusivity that is more equipped to be driving their performance. There are a lot of pieces into which intelligence can be broken down into. Emotional intelligence shows how a person handles themselves in a social situation. This is the kind of the brain power that will help people solve puzzles and to regulate the emotions so that we can understand others.

Possible weaknesses or areas of conflict within the group

            The term EI or Emotional Intelligence had been made a word of importance by that of Daniel Goleman as observed by me. These are a set of competencies that the individuals will be using to manage the relationships and emotions (Davis, 2019). Emotional intelligence according to me has often been described as successful leadership and there are many that will, consider the emotional intelligence to be the factor that leads to one being successful in their careers. The scores of the EI will determine how much the members of the group will be able to interact with each other successfully and accept each in case it is a group that is culturally diverse.

Figure 1: EI test results of the group

(Source: Buehring & Moore, 2018)

            The LPA is one of the tests that are exclusively available for students and the graduates within the Laureate International Universities group as observed by me. The goal of the test is for the undergraduates to take the same when they start their programs and right before they graduate. There are many job interviewers that will be asking the potential candidates about the weaknesses and the strengths. The LPA will be giving the applicants of the job the required data so that they can answer the questions so that they can chart the paths for their professional development.

            There are people who will be taking the LPA and getting a score among one to ten. And they will be asked about five of the core working competencies (Ong-Flaherty, 2015). There can be other competencies as well according to the interviewer that they will be asked about. This is also the report that will be noting how the scores will be compared on the average to anyone else who takes the same test. There are many ways in which this test will help in the improvement of the workplace competencies that will include inclusivity and diversity as understood by me. This will give them the chance to be improving the competencies of the workplace. There are reports given to the institutions with overall markings or gradations so that it can help with the improvement of the students. This, according to me, also will help them give some perspective and make sure they have important workplace competencies.

            As understood by me the responsibilities of being a team member is as endless as that of being a team leader if the culture is diverse. If there are teams that will be using their strengths for sales and productivity there will be lower attrition and employee engagement. There are employees who are bound to receive development that is based on their strengths that is if the employees has 7-23 percent scores it can be said as per me that that is the result of better employee engagement.

Team building

            It is necessary that a diversified team must function with unity so that organizational success is attained within the time. In this case, Fehr (2018) stated that several team building activities can be implemented within a team to motivate the members to perform efficiently for any corporate responsibility. In this case, the team building activity chosen is the The ‘Suddenly’ Story. It is believed that when team members share some stories, the bond among them enhances ad they can understand the strengths and weaknesses of their co-players while maintaining their responsibilities towards their assigned tasks.  In this team building activity, the game initially begins around a campfire, as it is expected that the surroundings must be adventurous while listening to a story. However, even if a team that is not able to break their daily work schedule can carry out this game in their leisure time such as office break or unofficial meet-ups. In this regard, The ‘Suddenly’ Story concept states that this game is played to trigger the capability of a team member to cook a story when a sudden abrupt theme is thrown towards him. On the contrary, it is believed that the person is not just murmuring a story, rather he is arranging the jumbled up imagination into a hilarious piece (Aga, Noorderhaven & Vallejo, 2016). The story can be related to that individual’s life or it can be associated with the team or it can be fully fantasy. The prime motive of this team building activity is to build rapport with the team members. This is because Stone (2019) believed that when understanding and management flow is maintained within a team, the team is likely to acquire success in the future days. On the other hand, Demirdjian (2018) argued that this team-building strategy can only be regarded as the pass-time if the leader of the team does not embrace this to be a significant strategy to motivate and develop an efficient team. This game can be initiated at any point in time regardless of any tools or instruments. It will be effective if the leader takes this initiative to start a sudden story and leave it incomplete for the next co-worker to complete it. Like this, if the co-workers pass on their imagination, ideas, and creativity, it is witnessed that the last person will end the story specifically and logically. From this, the leader presents a hidden lesson to the team that if the team works together sharing and exchanging their knowledge, the team responsibility can turn fruitful. As in this case, the team consists of diversified members, it is believed that The ‘Suddenly’ Story can be helpful in establishing the bond among the diversified future corporate players.        

Reflection

            As per the feedback observed in the LPA, Gallup, and EI, I believe my group member has achieved a fascinating score in social-awareness under the EI quadrant. Additionally, self–awareness, and self-management have been ranked 6^th out of an individual score of 10. The lowest criteria reside in relationship management and it has been assigned 5 marks. This is because my group member is not efficient in carrying out a relationship responsibility within the corporate world. He gets panicked too much when a corporate relationship management task is assigned to him. Additionally, from the LPA score, it is evident that my group member lacks a significant approach in developing the analyzing and solving problems skills. Under the LPA score, it is given the lowest rank. Additionally, this is accompanied by gradual lower scores in working well with others (Ekimova & Kokurin, 2015). I found that the EI score related to relationship management and working together approach of my group member got an equally poor score. After this score, I observed my group member and found that he faces difficulty in confronting people and is an introvert individual. This, he cannot work well with others and hence, the relationship management score is found to be significantly low. However, he is skilled and competent to achieve his objectives that are not related to social management. IN the LPA score, it is found that my group member scored 6 out of 10 and it is predicted that if he develops his loopholes, he will be able to outshine others.

            I believe that I possess effective skills elated to responsibility, harmony, consistency, communication and include, I believe that I can motivate my group member to perform efficiently for the team. In this regard, I have selected this The ‘Suddenly’ Story team building to encourage him to communicate with others. As per my knowledge, this team building activity will enhance his commitment to corporate responsibilities (Monechi, Pullano & Loreto, 2019). Additionally, I will try to focus on the Gallup and LPA score, so that I can help him to develop his adapting to change behavior effectively and efficiently. This is because I myself have scored average marks in LPA related to self-development. However, I agree that I must enhance this score, so that I can secure my position in the interactive business world.     

Conclusion

            The report has highlighted the importance of EI, Gallup Strengths and LPA to enhance the team performance and self-development of an individual. In this competitive business world, it is necessary that the individuals must work efficiently under different circumstances and achieve success for both of them, as well as for their team. In this report, a detailed analysis of the self-development score has been published that states significant enhancement in self-development is needed so that an established career is observed in the future. In order to increase team spirit, The ‘Suddenly’ Story team building activity can be implemented during leisure time.  

 

References

Aga, D. A., Noorderhaven, N., & Vallejo, B. (2016). Transformational leadership and project success: The mediating role of team-building. International Journal of Project Management, 34(5), 806-818.

Buehring, J. H., & Moore, P. (2018). Emotional and Social Intelligence as ‘Magic Key’in Innovation: A Designer’s call toward inclusivity for all. Journal of Innovation Management, 6(2), 6-12.

Davis, L. (2019). The Need for Emotional Intelligence in the Workplace.

Demirdjian, Z. (2018). To Evaluate the Efficiency and Performance of Virtual Workplaces in SMEs in Lebanon (Doctoral dissertation, Cardiff Metropolitan University).

Ekimova, V., & Kokurin, A. (2015). Students’ attitudes towards different team building methods. Procedia-Social and Behavioral Sciences, 186, 847-855.

Fehr, L. (2018). Relationships: The key to effective teams. The Journal of Continuing Education in Nursing, 49(11), 498-499.

Monechi, B., Pullano, G., & Loreto, V. (2019). Efficient team structures in an open-ended cooperative creativity experiment. Proceedings of the National Academy of Sciences, 116(44), 22088-22093.

Ong-Flaherty, C. (2015). Critical cultural awareness and diversity in nursing: a minority perspective. Nurse Leader, 13(5), 58-62.

Stone, C. (2019). Examining the Input, Process, Output Model of Team Effectiveness (IPOMTE), Leadership Styles, and Relational Coordination as Contributors to a Profile of Team Effectiveness.

Whyte, S. J. (2016). Thinking about our feelings: A pedagogical innovation centred on the skills of emotional intelligence with Third Culture Kids (Doctoral dissertation, Newcastle University).

 

Appendix

Serial No.	Team Communication	Team members
1	Open meetings	Gurinder Singh
2	E-mails	Mandeep Singh
3	Utilization of Visuals
4	Creation of a receptive scenario
5	One to one
6	Using PowerPoint presentation