Reflective Analysis Communication

Question: Discuss about theReflective Analysis for Communication. Answer: Introduction After studying all the aspects of management, I understood that management is a team which controls people and things related to them. When managing, managers deal with all activities that come in their way and exercise control over a team of many members. Managers do encounter multiple challenges such as ruined personal relationships with the team members when exercising their managerial powers. Most managers have poor social relations because they make many decisions that affect the co-workers and the team members either directly or indirectly (Bashshur, Hernndez Gonzlez-Rom, 2011). Communication is identified as the best way to deal with management challenges. In definition, communication is the sharing of information between parties. It involves the interaction between two or more members and entails sending and receiving data. Speaking up the idea why the changes are effected or the steps that are taken to solve the issues arising helps to generate positivity in the minds of the team members, making them accept the decisions without any dissatisfaction (Luo et al., 2016). Communication is the best way to ensure that the team members understand the project goals and what is required to achieve the goals. Learning Objectives After studying the video, I have learned the differences between a group and a team. A group is a collection of people sharing personal idea and own contribution for a certain purpose. The team, on the other hand, is a collection of many individuals who work for a certain goal/project. In a team, the primary focus is the teams needs not what individuals want to contribute from their end. The objectives of the project should be explained to all the team members so that they know how to work on it and what type of data is required to achieve the goal of the organization. Group performance and satisfaction can be influenced by certain factors such as individual behavior towards other members of the group. The contribution of the group members should be equally accepted. Cohesion between the group members is directly related to the outcome of the group. The more cohesive the group members are, the more effective will be the outcome of the group (Picazo et al., 2015). Groups with less coh esion tend to break sooner. The video also replicated that communication is the best way to make a team effective. The more team members cooperate with each other, they more likely they are to come with a better solution for a problem, which results in an effective positive solution. Communication gap is the biggest contributor to team failure. The video enlightens us on what challenges Managers face when managing teams. One such problem is understanding the concern of the team members and reacting to it with a positive solution I have also understood that organizational behavior is a study where the management needs to understand the behavior of individuals in the groups. Group performance can be affected by elements like the role given to the individuals, the behavior of the individuals and the norms which the group follows while working on the goal. Conflicts are something which can affect the group performance. These conflicts must be addressed by the manager and resolved. Managers form groups by taking into consideration the ability of an individual to contribute toward the purpose. The size of the group depends on the deadline of the task and the ability of the individual performance. The level of conflict between the individuals of the group is also taken into consideration while forming groups. Motivation is an aspect which can improve the group performance. It is important for the manager to ensure that the team members are motivated enough to perform their goals and objectives. Motivations factors have a profound impact on the self-efficiency of an individual. Motivation helps people to perform better and gain self-confidence. I understood that individuals in the groups should have the liberty to share their ideas and thought about the problem statement or the task that brings them together. When cohesion between these individuals is higher, the performance of the group also tends to be higher. Roles and responsibilities should be divided between the team members of the group so that the group may achieve the best performance. Some of the skills that I would suggest all the managers have in their groups for best performance of the group include socialization skills, inquisition, organization skills, harmonizing skills, and facilitation and digression skills. Good team members should have social skills. They should be people that support the group socially. They should take care of personal relationships between the team members. For example, they might come up with the idea of celebration once the project is delivered successfully. Another skill a manager should consider having in their groups is inquisition skill. An inquisitor is a person who can question the members of the group to understand the idea behind the minds of the individual with respect to the goal of the organization or the task of the team. For example, he/she can ask a group member when he thinks the project can be delivered to understand at what pace is the project needs to be worked. As an organizer, the member organizes and collects all the data and information that the group has collated for the project and organizes it in the required manner. He decides what information is required for the project and discards all other information gathered. He is the person who decides on the next step to be taken for the project. The harmonizer is the most important member of the group because he is the one who settles all the conflicts between the group members. This member maintains the harmony of the team. He convinces the group members for a particular idea on which they disagree thus keeping all the members of the group on the same page. The facilitator is the one who makes sure that all the group members get a chance to give a suggestion or an opinion about the task. He discusses with every individual on what he thinks about the project and whether he does have any other suggestion or opinion to make the project look better. Finally, a digresser is a member who is not worried much about the project and talk about everything else other than the project; he also discusses his personal concerns with the group members and asks them whether they have a solution for his personal problem. My personal understanding after studying this video is that a group should have all the members above so they may achieve the best outcome with the task given to them. It is the duty of the manager to divide these members in the group so that allocates the task to everyone and all individuals in the group give equal contribution for the project. If these members are not defined, it will be difficult for the group manager to manage all individuals personally and address their problems. Also, Management should ensure that the teams and groups what they have formed are working properly and if any changes are required within the groups should be addressed timely to ensure that the performance of the group is not affected. Leadership theories such as the skills theory, the situational theory, and the trait theory state that the leader should take decisions according to the members of the group. Skills theory teaches a leader to perform his leadership depending upon the skills that the group members have. Different individuals have different skills which together give out the best performance. Hence, the roles of the team members should be defined keeping their skills into consideration. The situational theory explains what the leader ought to behave in different situations. Different situations demand a different type of leadership qualities (Thompson Glas, 2015). The members should learn to adapt to different circumstances and act accordingly in a group. Leadership traits also include factors like adjustments, intelligence, self-efficiency, etc. Leaders should possess most of the leadership qualities to be successful. They should have the capability to understand the team concerns and take decisions accordingly. In their simplest form, motivation theories seek to explain the motivating force that transforms our thoughts into actions (Reeve, 2016). While there may be many motivational theories, each of them tries to explain the same motivational idea with different words. There are three broad categories of motivational theories. They include Hedonic or Pleasure Motivational Theories, Growth or Actualization Motivational Theories, and Cognitive or Need-to-Know Motivational Theories. Hedonic or pleasure theories are the largest category of motivational theories. As the name suggests, they are based on the role of pleasure in organizing our lives (Tu Lu, 2016). They posit that the most effective way to motivate an individual is by exposing him or her to naturally motivating stimuli. According to these theories, managers should use the concept of drive-reduction or drive-arousal to have an optimal motivation within the team or the group. Examples of hedonic theories include Herzberg's Motivation Theory, Instinct Theory of Motivation, Attribution Theory, and Opponent- Process Theory. Cognitive, otherwise known as Need-to-Know Motivation Theories lay emphasis on the cognitive process that takes place within an individual (Hertel, 2011). The theories view motivation in terms of active information-processing where individuals, whether consciously or subconsciously evaluate the positivity of acting in a particular behavior, thus gets motivated. Some of the associated theories include cognitive dissonance theory, goal setting theory of motivation, reversal theory of motivation, and Equity theory of motivation. To keep the group motivated, managers should have the members set and own the group/teams goal and once achieved; the manager should ensure the members are celebrating success. Other theories include Maslows Hierarchy of need and self-determination theories. References Bashshur, M. R., Hernndez, A., Gonzlez-Rom, V. (2011). 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