经济学论文代写,Portfolio 2 投资组合

发表于:2022-08-17 17:39:25 范文

2.2 Theoretical Analysis and Reflection 理论分析与思考

From Tuckman Team Development Model’s perspective, team development goes through different stages including forming, storming, norming and performing stages (Rickards & Moger, 2000). Therefore, among the key stages in our team development was the storming and the performing stages. According to Richards and Moger (2000), at the storming stage, conflicts are expected in the team as each member seeks to assert him/herself and challenge the decisions of others. Similarly, Richards and Moger (2000) observe that at the performing stage, the team members experience an enhance level of confidence not only in themselves but also in each other, and work together to achieve their goals.


Whereas one would expect a team to begin performing right away, diversity within the team often creates conflicts. According to Angeline (2011), due to diversity, people in teams perceive their peers from their personal expectations and experiences leading to conflicts. This was the case in our teamwork activities where diversity often contributed to conflicts among members. For example, while some members were more assertive, I was less assertive. I also maintained a positive social perception and viewed everyone as important irrespective of their personalities as compared to some members in the team who have low social perception.


According to Ashkanasy, Zerbe and Härtel (2002), the inability to understand diversity and how it influences individuals’ work style often leads to conflicts in teams. This explains why the conflicts occurred in my team when working on the oral presentation work. Notably, some members felt that their approach to completing the assignment was superior to that of others. Furthermore, some white students felt they were superior to students from the Asian backgrounds. Importantly, I learned from this incidence that my major strengths in conflict resolution are the ability to promote compromise and collaboration. For example, when deciding on how to complete our project, I encouraged the team to adopt two approaches, that is, divide some parts of the project into smaller tasks and assign them to members, and work on some part of the project as team. This helped create a middle ground for members, thus making each group to feel satisfied. In reference to the Dutch Test for Conflict Handling, people who promote compromise and collaboration in a conflict often have a concern for themselves and their peers within the conflict (Daly, Lee, Soutar & Rasmi, 2010). However, I think I need to enhance my tolerance to people from other races when they portray a negative reaction. For example, I felt offended because of the remarks that were inclined towards portraying the Asian races as incapable of completing a project without collaboration and almost responded rudely but restrained myself.


2.3 Link to Organizational Effectiveness 与组织效能的联系

From the Tuckman Team Development Model, it is evident that teams in organizations go through different stages of development. Whereas this is the case, workplace diversity often undermines the performance of these teams in some of their development stages, and particularly, the storming stage (Richards & Moger, 2000; Angeline, 2011). According to Ragins, Gonzalez, Ehrhardt and Singh (2012), there is an increase in workplace diversity particularly with respect to race, and this has an impact on the work style of different people. Speaking from this perspective, organizations need to create a platform to enhance their management of diversity, particularly racial diversity. This can be achieved mainly through the reliance on aspects such as developing and implementing policies that support and promote diversity, and training employees on how to work in a diverse work environment. Arguably, organizations that are incapable of promoting racial diversity are likely to experience a harsh working environment, thus undermining the ability of its employees from different background to collaborate and as such, perform (Mazur, 2010). In addition to race, the organizational environment needs to support different working styles of its employees in order to create synergy from diversity.