Dynamics and Simulation Game

Question: Discuss about the Dynamics and Simulation Game. Answer: Introduction: In team work processes, this was not the first time I have worked on an assignment end to end. However, the challenges faced in the initial dynamics as I experienced it, were higher, especially since we had to work on allocating different tasks to the members. In reflective observation, research studies do state that in the initial forming and storming stages it is possible for there to be many challenges (Kayes et al, 2005). Forming is that stage where team member roles are not clear and in the case of storming, as people start to work together they tend to push boundaries, conflicts come to the surface and people stuck with unforeseen problems become frustrated (Anderson, 2005). Team members might challenge authority and also might resent the role they have to play (Syer, 1996). In our team working we did face many similar issues, such as having confusions in allotted tasks, having overlapping tasks, time deadlines that we did not agree on and more. According to Kolbs reflection cy cle, reflecting on these issues based on the forming and storming concepts, I am able to understand that our confusions really occurred because all of our team members are quite competitive. In future, if we fall in the same time, we should plan to use our competitiveness to make the assignment worthier. Insight into team dynamics In terms of team dynamics when we were in the norming stage, we had pretty much settled down, but I noticed there was lesser team interaction at this point. This consequentially led to missed communication with respect to deadlines. Some of us forgot to check in at the right times and it led to others thinking we were not taking the assignment seriously. Now this was really not the case. In reflection, I believe we did not have a proper interaction strategy. Research studies on team dynamics suggests that it is necessary to define communication and interaction protocols and stick to them. I believe we should have had better defined rules when we started working on the assignment. We even did not decide on simple rules such as carbon-copying messages etc. In future, as we discuss the task allocation for assignments, we will also work on simple rules such as how we communicate with one another, how we can draw an interactive thread etc. Insight from team process theories Most research on team process theories state that without a proper process or protocol the team members might face some amount of stress; this was true in our case. In both the team formation stage and in the case of communicating progress or ensuring all team members were present, we did face some issues. Research suggests that members who stick with the task at hand may experience stress, particularly where they dont have the support of established protocols or processes (Keller, 2001; Warkentin, Beranek, 1999). So in future, we would define the processes for working, for calling a meeting and more, properly. Lessons / insights for future team work In future team work we would not only focus on the assignment that we have set out to do, but would also be more focused on the process of how we were going to work on the assignment. It is indeed true that sometimes, the ways of how the work would progress is not administered much thought, but this could very well have an impact on the success of the assignment. References Anderson, J. R. (2005). The relationship between student perceptions of team dynamics and simulation game outcomes: An individual-level analysis.Journal of Education for Business,81(2), 85-90. Kayes, A. B., Kayes, D. C., Kolb, D. A. (2005). Experiential learning in teams.Simulation Gaming,36(3), 330-354. Keller, R. T. (2001). Cross-functional project groups in research and new product development: Diversity, communications, job stress, and outcomes.Academy of management journal,44(3), 547-555. Syer, J. (1996).How teamwork works: The dynamics of effective team development. McGraw- Hill Companies. Vince, R. (1998). Behind and beyond Kolb's learning cycle.Journal of Management Education,22(3), 304-319. Warkentin, M., Beranek, P. M. (1999). Training to improve virtual team communication.Information Systems Journal,9(4), 271-289.