Lindsey Mills

OGL343
Module 2 Essay
Prompt #1
There are three key elements that form the internal dynamics of a team. The first is
defining the goal that the team is working towards. According to Thompson (2018) team goals
should be clear and simple and specify ends but not means (pg.28). The next is selecting the
members of the team. There are two common mistakes that mangers or leaders often make when
it comes to team selection. The first is the size of the team is often too large, the second is that
they tend to make the group members too similar to each other. (Thompson 2018, pg. 32). The
last element is the team processes, how the team works together and accomplishes the goal.
One of the reasons why managers may overlook the details of internal dynamics could be
that as a leader he or she is more focused on accomplishing the goal at hand instead of the
intricate details that go into making a successful group. The leader may be more concerned with
the end results of the team instead of the process by which the team achieves the goal. Some of
the consequences for ignoring internal dynamics could fall under group selection. If a manager
fails to diversify his or her team, there could be a lack of creativity and or missed opportunities
for growth. According to Thompson (2018), “Groups that are diverse in terms of social category
are perceived to be more positive and accepting of others, engaged in more persistent and
confident articulation of divergent perspective and are more engaged in the task than are
homogenous groups (pg.39)”.
After reviewing Exhibit 2-2 on page 37 I find myself assuming the role of the “doer” or
the “team builder”. I think if I am in charge of a team, I find myself as the team builder, I like to
build the team up and encourage others to make relationships to create team comradery. If I am
not in charge of the team, I am a doer. I like having a defined task and knowing that my
contribution helps get the work done. I am very loyal to my team an I like accomplishing goals
that help meet and often exceed expectations.

Prompt #3
For part 1, the relational attachment style of Exibit 4-1 I scored strongly agree with
questions 2 and 3. These were “I usually feel a strong sense of pride when someone close to me
has an important accomplishment” and “when I think of myself, I often think of my close friends
or family as well.” I scored strongly disagree on question 4, “my sense of pride comes from
knowing I have close friends”. For part 2 the collective attachment style of Exibit 4-1 I scored
strongly agree with questions 4 and 5. These were “in general, groups I belong to are an
important part of my self-image” and “If a person insults a group I belong to, I feel personally
insulted myself”. I scored strongly disagree with question 2 “when I join a group, I usually
develop a strong sense of identification with that group.” Adding up the totals for both parts I
scored highest under the relational attachment style with 28 and collective style with a 26. They
were pretty close in scores but, I tend to gravitate to one on one relationships verses collective
group memberships.
 There are four factors that collectively form a person’s beliefs about groups: group
preferences, positive performance beliefs, negative performance beliefs and effort beliefs
(Thompson, 2018, pg.88). Within these categories I think I fall under positive performance
beliefs and for group preference I do prefer to work in a group rather than to work alone. In my
experience, most all of my work has involved groups and teams. Which is why I gravitate to
working in a group verses working alone. In my opinion when a team is all on the same page and
working synchronously, they can accomplish difficult goals and often exceed expectations. Now
that being said, I have been a part of groups where not every member was engaged in the work.
There have been times when one or two group members do not work as hard as the others or do
not contribute. In those cases, I am usually the one who picks up the slack, or if I am the group
leader, I have to coach that team member to contribute more to the team. When it comes to teams
and groups, I think an important mindset to keep is to “assume positive intent of others”.
Although it does not come naturally for most people, if I can assume the best in my group
members that they want to succeed and accomplish the goal at hand, it establishes more trust that
the group will be successful.
Thompson, Leigh L. Making the Team: a Guide for Managers. Pearson, 2018.