One is the role of promoting work: members who strive to complete work can play the roles of initiator, performer, informant, clarifier, analyzer, supporter, etc.
Second is the role of bonding relationships: members maintain, strengthen and bond the relationship of comrades and teammates to create favorable conditions for the group to work effectively. These people often play the role of encouragers, humorists, initiators, influencers, mediators, sharers, supporters, stress relievers, etc.
The third is the role of hindering the group: This is a group of negative people who often play roles such as: dependent, lazy, domineering, finger-pointing, troublemaker, troublemaker, oppositional, divisive, fault-finding, etc. A group that wants to develop needs to encourage and motivate members to play positive roles in the first and second groups, and limit and eliminate those in the third group. The best way to limit negative roles is to set common rules and regulations for group members to follow. In the case that a member stubbornly holds a negative role, refuses to change and comply with the rules, the group should no longer tolerate that member.
2. Group classification
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Summary of Soft Skills Classes Held at Bidv Bank in the Southeast Region
2.1. Official group
Are organized groups. They are usually fixed, perform competitive work, and have clear divisions of labor. They share specialized skills to solve problems and manage projects.
2.2. Informal groups
Groups of people come together irregularly to work on special cases to address a variety of needs.
3. Reasons why teams are ineffective
- Teamwork instead of being an opportunity for development turns into an occasion for gossiping and wasting time.
- Lack of common goals
- Lack of leadership
- Lack of mutual trust
- Lack of loyalty to the organization
4. Handling group conflicts
* Group conflicts can occur due to the following reasons:
- Individual: Due to differences in culture, professional qualifications, living conditions, and psychological characteristics, each person has their own thoughts and personality, so conflicts are inevitable.
- Communication: Not paying attention to listening to each other, not sharing information promptly, leading to misunderstandings
- Society: Due to fluctuations in the market economy, the living standards of each family are different and are not given timely and appropriate attention.
* Handling group conflicts
- Leaders need to listen to each member, find reasons, find solutions to resolve conflicts, and need to resolve them when they first arise because they are easy to resolve.
- Leaders must point out common values between parties and identify common points.
- Give each member a chance to present their point of view, ask questions to clarify the issue.
- To prevent conflicts from escalating, it is necessary to establish team working principles, and reassign tasks to members so that they can change their work mentality.
- Finally, members who do not respect their colleagues should be transferred out of the team.
* How to resolve group conflicts: (avoid, comply, confront, collaborate)
*Avoid:
When a conflict occurs in the group, leave it to others to resolve or let it go smoothly on its own. You don't want to get involved and just do your own thing.
Advantage:
- People think you are a very hard-working and careful person.
- Your work skills are recognized
- You are considered a neutral, calm person.
- You will not be involved in arguments.
Disadvantages:
- You have little opportunity to give your opinion.
- You are considered an opinionated person.
- People don't trust you.
- You get discouraged easily when working in groups.
* Comply
You seek support for your views, but in the end you still follow the majority.
Advantage
- Everyone loves you
- You are not seen as a troublemaker.
- You are a good member of the team
Disadvantages
- People who dare to think and dare to do will not respect you.
- People see you as a yes-man.
- You are under pressure due to your lack of decisiveness.
* Confront
You present your views very clearly, directly and decisively.
Advantage:
- You are seen as a leader
- Your ideas are strongly noticed.
- Other people always consider your point of view.
Disadvantages:
- People think you are arrogant.
- You often have to take responsibility in troublesome situations.
- You cause a lot of conflict.
- You tend to form cliques.
* Collaboration
You always try to find consensus on a common solution to a problem.
Advantage
- People see you as a leader
- You contribute to the development of team members
- You always put important issues first.
Disadvantages
- You waste time on many people
- People think you are a flatterer.
- Sometimes you lose your own ideas.
Attention:
Conflicts that achieve goals and improve performance are functional and positive conflicts, while conflicts that hinder group performance are dysfunctional and negative conflicts.
In reality, there is no clear line between functional and dysfunctional conflict. A conflict that has a healthy and positive impact on the goals of one group may be completely functional in another group or within the same group at another time.
The important criterion for assessing whether a conflict is functional or dysfunctional is the activity of the group, groups exist to achieve one or more goals, so the characteristics of the conflict are assessed on the basis of the conflict for the group, not for any individual. When assessing whether a conflict is functional or dysfunctional, or in other words, assessing whether the conflict is good or bad, it is not necessary to consider how the members of that group perceive the conflict. A member of that group may assess an action as dysfunctional because its outcome does not satisfy that individual. However, according to the collective analysis, that action is functional because it promotes the goals of the group.
5. Stages of group activities.
The formation of a group often originates from the group's goals, but whether it can develop or not depends on the activities of the group members. Any individual who wants to develop must go through a process of learning, studying, adjusting and gradually perfecting himself. The same goes for the group. It also
must go through certain stages in which individual behaviors will determine the success or failure of the group. Author Bruce W. Tuckman (USA) was the first to propose the 5-stage group development model that has been widely used since 1965 until now.
5.1 Formation stage
This is the stage where group members get to know each other, learn about each other and explore each other. Each person brings to the group a different personality, skills, and knowledge and they need time to express themselves and understand each other. However, because everything is new, people are still shy, awkward, cautious, and share little. The relationship between group members is still loose and not yet integrated.
5.2 Conflict phase
This is the most difficult and complicated stage because conflicts and contradictions easily erupt in almost every issue of the group. Members have not yet achieved openness, friendliness, empathy, and trust; on the other hand, they want to express their "ego" to affirm their role and importance. Different personalities and viewpoints give rise to debates, arguments, even disunity and possible disorder. If the group does not know how to orient its goals early, set rules, and create a spirit of cooperation, the group can easily disintegrate.
5.3 Stabilization phase
It is the differences, debates, and disagreements during the stormy period that help people understand each other better and gradually adjust to find unity. During the stable period, people need to understand and grasp the rules, regulations, and working principles in order to have behaviors and actions that are consistent with the group's common standards. Group activities gradually stabilize, and begin to have
openness, sharing, trust, cooperation among members. This is the starting point of group bonding. Members find safety.
5.4 Development stage
Members feel free, comfortable, and safe when exchanging views with each other. The relationship between members becomes closer and closer. The connection is increasingly tight. Each person tries to develop their full potential, focuses on work efficiency, and limits conflicts. The group easily reaches consensus and high unanimity. The whole group can be proud of the results the group has achieved together.
5.5 Final phase:
The tasks are completed and the goals are achieved. The members are no longer tied or dependent on each other. They can sit down together to evaluate and draw lessons for participating in new groups in the future.
The above is a general model of a group's progress, but in reality, not all groups go through 5 stages. There are groups that have just been formed and then disbanded, there are groups that are in a stable operating stage that can also be "suspended", there are groups that go through many intertwined stages at the same time, etc. Because in life, everything is constantly changing and developing, risks are always hidden, conflicts can happen at any time. If the members overcome everything to reach consensus, the group will be raised to a new level and will reap success.
6. Elements of effective teamwork
* Group members fully meet the following characteristics:
- Understand the group's reason for existence and share common goals.
- Agree on procedures and principles in decision making.
- Communicate openly with each other.
- Willing to support each other and receive support from other members.
- Resolve conflicts arising within the group
- Evaluate individual members as well as the entire team to address and improve themselves and the team's function.
* Discussion skills of members must:
- Define clear and specific goals.
- Prepare content, collect data related to discussion content
- Listening attitude, respecting opinions
- There is equality and mutual acceptance among members.
- Know how to exploit content by asking appropriate questions to stimulate people's thinking.
- Know how to mobilize the active participation of group members
- Know how to share information and experience with other members.
- Detect differences and conflicts in opinions and views and resolve them together.
- Connect disparate ideas into a system.
- The goal must be resolved after the discussion.
Chapter 2: Problem Solving Skills
Life is a series of problems to be solved, a series of decisions to be made. Only when we dare to face and solve them can we become independent, confident and able to perfect ourselves. There are decisions we make that have a happy ending, but there are also decisions that we regret.
1. Problem
The problem is the state where there is a contradiction or gap between reality and desire.