Page 94 - MarTol Css Cblm Basic

COMPUTER SYSTEM SERVICING NC II - CBLM

It may be beneficial to begin by having members attempt to define the goals
and priorities of the team. This will bring to the surface different perceptions of what
the team‘s purpose may be. Following this, members can evaluate the team‘s
performance – how effective are they in structuring priorities and achieving their
goals? This should identify potential problem areas. This self-critique discussion of
means and ends can be done with members of the total present or, where large size
impinges on a free interchange of views, may initially take place in smaller groups
followed up by the sharing of their findings with the total team.
Team building can also address itself to clarifying each member‘s role on the
team. Each role can be identified and clarified. Previous ambiguities can be brought
to the surface. For some individuals, it may offer one of the few opportunities they
have had to think through thoroughly what their job is all about and what specific
tasks they are expected to carry out if the team is to optimize its effectiveness.

Inter-group Development

Inter-group development seeks to change the attitudes, stereotypes, and
perceptions that groups have of each other. For example, in one company, the
engineers saw the accounting department as composed of shy and conservative
types, and the human resources department as having as bunched of ―ultraliberals
who are more concerned that some protected group of employees might get their
feelings hurt than with the company making a profit.‖ Such stereotypes can have an
obvious negative impact on the coordinative efforts between the departments.
Although there are several approaches for improving inter-group relations, a
popular method emphasizes problem solving. In this method, each group meets
independently to develop lists of its perception of itself, the other group, and how it
believes the other group perceives it. The groups then share their list, after which
similarities and differences are discussed. Differences are clearly articulated, and
the groups look for the causes of the disparities.
Are the groups‘ goals at odds? Were perceptions distorted? On what basis
were stereotypes formulated? Have some differences been caused by
misunderstandings of intention? Have words and concepts been defined differently
by each group? Answers to questions like these clarify the exact nature of the
conflict. Once the causes of the difficulty have been identified, the groups can move
to the integration phase – working to develop solutions that will improve relations
between the groups, sub-groups, with members from each of the conflicting groups,
can now be created for further diagnosis and to begin to formulate possible
alternative actions that will improve relations.

Date Developed:
SECTOR ELECTRONICS Document No.
May 04, 2020
RTC Issued by:
ZAMBOANGA QUALIFI- COMPUTER Developed By: Page 93 of
City CATION SYSTEM Mario Elmer B. Revision #___ 256
SERVICING NC II Tolo