I opened my book to page 209 and chose to review the term Negotiation. A strategy where each side wins. At the end of the conversation if enough comprimise isnt made often a mediator will be used to even the ground. In most cases this is another member of the group who is impartial but understands both sides. In a dance crew if two lead coreographers want to do a different dance, one dancer who knows both can be the middle man listening to both sides ensuring each coreographer is heard. "Negotiation implies a commitment to the process and to both sides bargaining with openess and fairness in a good-faith effort to reach mutually acceptable agreement." Honestly, in a work setting this is hugely important , sports teams, and in the classroom setting when deciding on group projects ect.The oposite of negociation would be competition. Competition style speaks for itself, which is marked by self-interest. Although when we think of competition it seems to be unhealthy in work settings, in some cases it can be benficial. An example of this would be when everyone on the team plays by the rule and it adds excitement to the situation.

The first things that come to mind when I think of concepts I gained are equifinaliry and the transformational managment style. Though these concepts have nothing to do with one another, for me I'd like to take away, and remind myself the two for the rest of my life. Equifinality means we can do things differently and get the same result, there is no universal way to get an answer, outcome, increase, or response. In the work setting it's important to remember we all come from different backgrounds our culture and the diversity we bring will only enable and enhance each group experience and outcome if we allow it to, Also, the term transformational management came to mind because I will strive and do strive to be this kind of employee, Someone who lays down the rules, obides them, and leads by example. In the future I hope to have a strong folowing of employees who see my dedication and thus work harder, creating a better work environment for everyone. I could go on and on, but for lack of time right now- Ill stop! Loved this course my favorite by far, the most applicable~!

The small group communication project was awesome. I enjoyed observing a different aspect of the company I work for, who up until now, I'd only seen around, and had little knowledge of the workings of their group. It opened my eyes to management styles, and I felt throughout the paper I spent a great deal of time explaning what the leader was doing and how her actions affected the group - in my opinion. I absolutely loved the project and definitely think anyone going into business or working on a team needs this experience. In a sense it's working at a daycare prior to having a child. Although it's an analogy - a term gained from this couse also- it really applies. After doing the project I feel better inclined as a manager to see what leadership styles I'd prefer such as( transformational). In this process of watching, it allowed me to see how meetings could be enhanced and looked forward to , rather than a duty. When the group get's enthusiastic and has synergy it provides a better overall work environment. Something I would change, is allow students to read other submissions at the end of the course. I think we could all gain something by reading another point of view. The three most striking memories that come to mind when recalling the group meetings was the lack of humor or emotion, lack of group synergy, and authoritarian style management which created cliques and a bit of nonverbal tension. Loved the project- !

I have definitely used the avoidance strategy by withdrawing from the group and the conflict is never fixed that way, I usually just quit. If avoidance is due to an individual’s lack of information, understanding, or any particular opinion on the substance of the conflict, it can be a constructive strategy. Collaborative conflict on the other hand is more healthy and the best way to address issues openly. However competitive conflict is a win lose situation, however can be a ‘fun’ debate and used most often when there is little time. I’ve used competitive conflict in a leadership class in high school. The group decided together and rushed to complete the project a particular way. Ultimately it worked out to our favor but I think if it hadn’t the group wouldn’t have been happy. If someone has a very strong opinion on how things should happen this could pose a problem. Collaboration is a win-win much like a compromise. This is the best way to solve a problem and best for each sides of the issue. At work, there are rarely ways for everything to go smoothly so between departments we talk about each groups needs and essentially decide on one goal. Many times people can feel ‘railroaded’ but we all understand it’s impossible to get EVERYTHING done without this happening occasionally. I would say collaboration wins over competition.

negotiations

 I thought negotiation was an interesting part of chapter 12.It ensures that through compromise each side ‘wins’ Successful negotiation involves planning and strategy and often a mediator is used to keep the ground level. The third party is not responsible for disagreements among the two sides, and each side needs to keep up their side of the bargain. At work I often experience this, and because there really is no way for EVERYONE to be happy we do this so each gets part of what they were looking to accomplish. There are five requirements of negotiation which are a. A thorough understanding of both sides of the problem b. a strong rational for ones own point of view c. a list of things that can be conceded without changing the ultimate goal  and last and probably most importantly respect of the sides perspective. I love that the book mentions respect, however unfortunately in business, which can be quite cutthroat, it’s sometimes trumpled.

In response to the first question for chapter 11, I prefer the colloquium form of presentation. What comes to mind is espn sports when four or five announcers debate things like best play of the week or players. I enjoy watching this, and would love to be one of the presenters because each person is given equal time to speak, without being interrupted by other speakers, because a moderator is present. A panel is also enjoyable. I think I’d prefer the colloquium because there isn’t much room for argument with a moderator to break up disagreements. In past communication classes Ive participated in this form of presentation and encouraging the audience to get involved was fun, it took the attention off me, which I liked but allowed me to answer questions which felt empowering and gave me the drive to work toward being a teacher. I’d say the panel is also a great form of presentation.

Five cultural barriers to creativity requirement for conformity, expectations of efficiency, arenas for competition, expectations of politeness and following rules. The text makes a great example that because we are raised with many rules, and expectations on how to behave it becomes hard for us at times to think outside the box. I find these a problem each and everyday especially the expectation to be efficient. It seems we are given too much work and not enough time, and because we want to please (be competitive) it becomes ingrained in us to do so. This is why classes like art and music are essential because being creative is taken from school settings, even at recess you see kids simply imitating other kids, rarely being their ‘own person’ It takes a strong individual to be themselves and often called weird when they’re creative, which is because they aren’t the norm, but it’s necessary in  a creative sense ‘thinking outside the box.”

Another topic from chapter 10 that was interesting was that an open enviroment to share ideas allows freedom to be creative. “Ultimately membership in a small group should bring us joy,make us feel worthwhile, and open us to new challenges and opportunities. When group members are positive the atmosphere is also, when members show disrespect and lack of interest members become defensive. These concepts are obvious however it seems no matter what team or group we are in there’s always at least one person who throws off the mood! Have you ever really had a boss you love? In a job that pays well? Unheard of! In the workworld we work like slaves and are treated like it, if we’re lucky we find a good company or boss but get paid awful, and the team suffers! I wish we could learn to apply these AWESOME concepts in group meetings at every job Ive had, and have management actually listen, they’d retain employees, train less, and keep people referring costumers and keeping them. Awesome….ideally.

being creative

This weeks discussion is about being creative! I have a job in the arts, doing displays, which involves a ton of creativity. Daily I am faced with the task of finding resources to use for projects. Today we had to make lampshades but didnt have the proper material, so we had to improvise. The two most important factors in my work environment that allow me to be creative are the openness and having free communication. Honestly, working with women they can get caddy and rude. In my current position we truly have open communication without judgement or downtalk. My boss always asks 'what do you think?' which was mentioned in the equality section ) I feel honored that she wants my opinion and then we draw out possible solutions together to the problem, and through process of illimination find the right answer. Being creative is the best form of work in my opinion!

I thought the topic of nonverbal expressions used in CMC was funny and applicable to everyone online. WE often use J xoxo kisses or hahaha when texting or emailing to make it more personal. A message can sound so mean, and often we will interpret it so, if the previous is not inserted in the text. Specifically smiley faces. “Poetry is used to provide a personal self expression and emotional support for others in ways that promote self awareness and self esteem as well.”My personal favorite are queebles which are emotional characters that move J I think the fact that we use these emotional ques is because using cmc isn’t natural (in most cases)

Group size effects the group participation because the larger the group and more diverse, the better CMC will serve the participation of it’s members. Anonymity allows members to be individual and not conform to group expectations. Also, the members who sit in the same room, even while using CMC as their only communication tend to be more conscious of their social-personal identities. This can hinder a group dynamic and participation. This relates to my prior posting that mentions how online groups perform better to complete a task, and why. I would say in the text, it seems to favor online communication for a few reasons a. anonymity b. no need to worry about proximity c. group size can be large and still function well and d. equal participation among it’s members with greater number of remarks in group meetings. I really hadn’t thought about proximity as being a big influence on my ability to work in a group, but mainly I’d say the amount of external noise really effects people’s ability to focus, and alone with a laptop we can gather our thoughts more effectively, so it makes sense.

cmc vs ftf

Something in chapter 15 that got my attention as a main difference between cmc and ftf communication was the effectiveness in small groups. It is mentioned that fewer remarks are made in CMC than in FTF and that it takes longer to come to a conclusion using CMCSomething suprising is there is equal participation between group members in a CMC atmosphere. It is both suprising and obvious in a sense. At times our insecurities, bias and introvertedness can hold us back from speaking up in class or a group, but in CMC (online courses :)  ) we are able to have a voice minus the judgement. Hence why this makes sense. It could be equally as easy for someone to become more introverted and shy away from taking responsiblity when they don't 'have' to. Many friends of mine say 'I can't believe you take online courses isnt that hard not seeing the instructor or students in your group?' How do you motivate yourself to do homework?" I just think wow, it's all a matter of mindset and I prefer CMC one hundred to one.

filters

I would say in arguments with my ex-boyfriend the hardest thing for me to do was interpret the message in our fights. “As I listen to someone else I filter my interpretation of his or her message through my own attitudes, assumptions, needs, values, past and present experiences, knowledge, expectations, fears, goals, educational background, and emotional involvment.” GEEZ that’s a lot of filters! No wonder when the other person in an argument tries to get their point across I get overwhelmed! So, hearing another person really involves ditching the preconceived notions we have of that person, and actually give them a chance. The counselor tells me I need to breathe and remove myself from the situation when I’m in an argument, however let’s be honest, our ego and emotion really don’t allow us to just leave! Ideally I would remove my past experiences from my reaction, think logically and try and look at him as a human not some man who just wants to hurt me. Good luck with that one J

selective listening

I love this topic because EVERYONE does it, and I've even noticed people doing it while Im talking. They tend to drift off mid sentence and ignore important information. There are many examples I can think of when I used selective listening.  I've also been the person doesn't listen when things are overwhelming or 'hard' to understand. One particular obvious example is watching television, I fall victim to fun shows about style and weddings, because Im interested in them, when really I should be watching the news because of all the really important things going on around the world. What I can do to fix that is call my dad and ask him to speak to me about what's been happening in the news. I know the way I learn is a personal manner, I cannot watch something and learn, I need to hear it in lamens terms. I need to motivate myself to listen to opinons and shows that I wouldnt normally.
A great example of getting through high school was I would tune in while in class to things that interested me, like art  or computers:) Once I stepped foot into history or economics I began writing notes (before cell phones ) to all my friends, and used my selective listening. Particularly when Mr. Deetz said my name, because I had been put on the spot that I was not listening. Personally, it's a struggle to understand why some students loved that class, and for them, siting on a computer was torture, why we intuitively love certain things, makes us unique. I'm getting off point, so in order to fix that problem well I began hanging out in the hall or leaving campus. Now, with an adult mind, I still am at a loss for a solution to that problem. I would say study with friends from the class because I focus well with talking involved, so I guess that's the best solution I can come to.

listening is a leadership skill

When I used to teach, I made a point to remember names of all my students and parents the first week. I always remembered each child's name the first day, because I listen. I truly feel people dont listen, or put importance at a first meeting, to TRY to remember someones name. How often do you hear "I'm just bad with names" (?) It is impossible this many people really can't remember. Listening is the number one life skill I feel EVERYONE needs to practice.
Chapter 7 points out "Ineffective people are eager to be heard but often do not take the time to understand the other persons perspective before speaking." The older a person becomes, for the most part, the less they talk. I truly feel learning to listen takes time, because our ego's speak for themselves during youth, wanting to be admired and adored. I feel if people were motivated to try and calm their minds while listening, we could be more effective leaders, group members and friends, thus less misunderstandings and quarrels.

do the right thing

Two principles I enjoyed reading that men and women decode nonverbal communication differently and nonverbal behaviors are guided by the context and power of relationships.

“Doing the right thing at the right time in the right place summarizes this principle.” The example from the text was hallarious, referencing men slapping butts on a football team but would never think to do the same thing in an office meeting. I find it hard to tame my humor at work, where I should be more professional, so the context of ‘power’ really does regulate our nonverbal communication. Men and women definitely read nonverbal cues differently When men and women decode nonverbal communication in different manners it can negatively affect the group. I think women attach quietness with snobby or rude, whereas a man wouldn’t think this initially. In a group setting, attaching negative association to people happens unconsciously. The text does cover this on page 100, as relational statements. My next blog will delve into this topic further.

the glass is half full

I really enjoyed reading the relational statements that can take very different stances on viewing personalities depending if youre being open minded or not. For instance people we like are enthusiastic, whereas people we don’t like are emotional, people we like are good at detail whereas people we don’t like are picky. Everyday I struggle with my opinions of people, and if I change my mindset I will be more accepting of people in general. This is truly a very simple table, with little text in the book, but I enjoy how applicable it is in daily life. We have so many differences to work around on a team or small group, it is necessary to see things positively in order to work effectively. There is a promotion at my work right now, which two people want. They are both very opinionated and have conflict with one another constantly, which makes me wonder if they see positive in one another, and if not, how they will ever work together constructively.

chronemics means BE ON TIME :)

Proxemics is the study of how we use space to communicate. Cultures differ greatly in the amount of space they need in their ‘bubble’ while communicating.  Chronemics is the study of the use of time. I have experienced SO many examples of differences in chronemics especially from people from ‘the islands’ of either Bahamas or Hawaii, and also latin culture from south America. I am chronically  ON TIME, and cannot stand when people are late!

My ex-boyfriend from Guatemala walks slow, talks slow, drives slow and arrives late everywhere. He wouldn’t rush in the shower or to get out of the house if you paid him. The major difference is respect of other peoples time, I feel I carry a respect for the people I work with and friends/family by appreciating their time.  The example from wikipedia was right on point, In western cultures we set times of specific meetings and are punctual. In latin and African cultures, it is not as important to set definite times and they can often have broad definition of time J

Consultant observers provide excellent insite as to how the group or team could improve productivity and communication flow. An observer can point out critical thinking skills, organization (understanding and use of forming, norming, storming and performing phases), communication (verbal, nonverbal, feedback and clarity), problem solving, and solutions (calculated, complete and clearly articulated,future actions specified). It is apparent that the observer is necessary to take an objective outside perspective on the group, free from ties or decision making power, when analyzing the small group at hand.The consultant observer could also fill out a scale form that provides feedback that can be translated into some definable measure Outside observers are a crucial part of change in a group dynamic, and as I realized I am often an observer when I go around town. I can think of numerous small groups that need observers to help them accomplish more, offering objective unbiased feedback.

Ethical reflection

“Ethical decision making behaviors provide an excellent opportunity for reflection. Paul and Strbiak (1997) followed a framework provided by Argyris and Schon (1974) in developing a model for evaluating a communicator’s ethical decision-making behaviors. Their model can be adapted to small groups by analyzing and comparing a group’s espoused ethics and ethics-in-use. Expoused ethics are the ethical principals a group states as governing its actions. The group’s ethics-in-use are the ethical principles that appear to actually underlie the group’s behavior and can be inferred from observing its behaviors. A groups actual behavior is ethical when it is congruent with the espoused ethics of the group. Evaluating a group’s ethical behavior requires asking the group to articulate a set of ethical principles it believes should govern its actions and then having the group review its actions, decisions, and solutions to determine how well those behaviors align with the original set of ethical principles. “ (pg. 257 Harris, T and Sherblom, J ) Basicly, what I digest from this, is that when we write a ‘constitution’ or rulebook for the small group, we need to check back and make sure we are following those rules, and that we are not becoming lazy, biased or in worst case situations close minded to other cultures within the group. I am very interested to see how the members of the small group I observe behave in regards to ethical choices.

guidelines for providing observer feedback

There are four guidelines for providing observer feedback

The first is to read a great deal about groups and teams. The text makes a great point that giving surface level compliments like “good job” or criticism like “you needed more preparation” really do little for the team. The second is to participate in small groups. When we participate in groups we may overlook our own flaws and our leadership may not surface. The third approach is to get external evaluation and advice. The last guideline is to use our own reflection and analysis. “Sound, well targeted feedback can help the process of failure and provide guidelines that focus on improvement efforts in terms of specific, behavioral activities.” It is apparent that when giving feedback it needs to be deeper than a suggestion, and the Likert scale is a popular tool. There are seven choices in rating performance on the Likert scale.

For me, making any such generalization that whites are privileged, goes against my libra tendencies, however I do agree with the statement, but it doesn’t apply to everyone. I was the only white girl living in the projects, and began working at 13 yrs old, and have struggled financially ever since. Even now when I get starbucks I appreciate it. White America has had many advantages such as inheritance, home ownership, job callbacks, and higher education. There are a lot of articles about keeping a network for school-work transitions and that whites may have an advantage in this area also. From senator chairs to county jobs, if I think about the area we live most are white men. Unfortunately this view is limited to a fifty-mile radius. Older white men control most blue-collar jobs and they can offer ‘inside information; to other white men, such as referrals, job opening information and training. The stereotypes that surround groups of race are influential in the hiring process, whether we are racist or not, and that influences the privilege white men have.

diversity

Valuing diversity can come easily to some and pose difficult for others. Pg 86 Harris) Overcoming our complex and deeply ingrained biases and prejudices against people different from ourselves can prove a difficult stumbling block to our effective use of diverse perspectives in small group and organizational settings.” I felt a powerful quote from the reading was “Beyond tolerance, it is the willingness to seek out, listen to, and appreciate difference that will be our greatest asset as we participate in diverse small groups.” In order to achieve harmony and hence allow valuing diversity to occur more naturally we need to actively pursue shared meaning. The text makes absolute statements about agreeableness, neuroticism, and conscientiousness and how they all are impacted by culture, and how each trait influences the group perception, experience, and purpose. If need be for some group members, conquering stereotypes, the entire group benefits from diversity. “ The more diverse the members of the group the greater the potential for variteties of interaction and therefore the greater potential for arriving at new and creative solutions. “ (pg 81) I can think of obvious examples, such as language. My company has numerous employees from varying backgrounds, and it really benefits the customer and therefore the company. I love seeing the team work individually and see how much humor, empathy and common goals keep us grounded

Tokens

According to the text if we don’t have a diverse group of friends or acquaintances each person from a differing culture we come upon becomes a ‘token’ representing all the members of that race. I found this interesting, and because I knew many cultures growing up, but no Chinese, Indian or Persian, when I moved to San Jose, Cupertino none less, I was surprised and confused with the cultures that surrounded me. At 27 years old, and only thirty miles from where I was raised, it became clear what other cultures really flourished here. Now looking for an apartment they require you to speak Chinese in many of the postings. The first Persian I met did really become a token in my mind. What he told me of his country became what I thought with each other Persian (Iranian) I met thereafter. Additionally, Kelly from the office was the only Indian person (other than Slumdog Millionaire) that I could reference in my mind of the idea I had of India. When I began working for an Indian family here in San Jose I was so shell-shocked. I feel I have an open mind, and actually appreciate culture very much, it is unfortunate my family has been in America for five generations, and we have no tradition or culture, it is sad, but at the same time I’m so grateful to be raised in this country.

sjsu norms

1). Are there group norms at SJSU? What are they? In the group of individuals that you spend time with, are there group norms? What are they? In both cases, how did you identify these norms? How did you adapt to these norms?

I looked on sjsu.edu for the code of conduct, which outlines the expectations- I’ve now learned they are explicit norms. There are such things as no hazing, alcohol, sexual misconduct, theft and trespassing. There are also outlined expectations of group member responsibilities. Members of student organizations are expected to be good citizens and to engage in responsible behaviors that reflect well upon their student organization and university; to be civil to one another and to others in the campus community; and to contribute positively to student and university life.

In my personal life I have to believe my friends see me as the outgoing funny girl. The moment I am quiet or not smiling or laughing everyone says "what is wrong?" This holds true for work also. It is a curse in some views because stagnant monogamous personalities seem to get overlooked completely so when they don’t smile they aren’t drawn attention to. I adapt to the situations with my friends by communication sometimes that I am  stressed or have something on my mind by it doesn’t mean anything is wrong, I said I would let them know if I was upset. I wish I could trade places with my friend Laura who is quiet and the ‘listener’ in the group because having all the attention on you (and not by choice just because Im a talker!) can be overwhelming at times.

coca-cola's big oops

In chapter 9 page 145-147 I found to be specifically interesting. Asking questions is the heart of group decision-making. This will help identify the problem to be solved and gathering the correct information to solve it. The six questions: for who is it a problem, what is the problem, why is it a problem, when is it a problem, where is it a problem and how is it a problem? The example from the text I found  interesting was when Coca Cola introduced the “new coke” they expected it to become very popular quickly. Coca Cola was forced to reverse the decision quickly when customers protested and sales dropped. “In these situations, highly skilled individuals and groups made decisions with negative impacts on their long-term goals and with consequences for large numbers of people. They made these decisions because they failed to adequately address the larger contexts and dynamic interactions surrounding their decisions.” I thought it was interesting that even a large company like coca-cola had made such a crucial mistake. They should look at what stands between the company and their goals. Then ask the six questions addressed above. There are plenty of companies (including my own) who take rash decisions, or worse wait too long to make a move. When preparing for change in the structure in a company I realize in meetings and discussions around change, these six questions really do get used.

group norms

Norms are essentially expectations. in each group individuals have specific roles (whether known or not) The text explains that a group leader and a newcomer will behave differently. group norms set specific acceptable rules of behavior. Although group norms are not imposed by an authority figure or boss, people definitly behave differently in given situations. norms influence how we act and allow us to feel part of the group while eliminating misunderstanding. a crucial norm determines how well a group will function. The text makes a great point that being on time really is the most crucial norm. There are also peripheral norms that are behaviors that should be avoided. I can think of a few examples such as texting in class, chewing gum loudly in a meeting, or using foul language. you can recognize norms either implicitly or explicitly. The first is understood within members. The second is in written or spoken to entire group as sanctioned procedures. I can think of a few rules that are unspoken at work, which I consider common sense. A new idea I gained from the reading is ways to identify norms. One way is to examine what is talked about, who communicates with whom, and by observing any patterns. The second way is to observe how the group reacts when a norm is broken. I can think of plenty of examples with friends making plans for a weekend and the moment one friend ‘flakes’ the rest of the group gets upset. The norm here is to be reliable, and communicate with friends respecting their time and plans that had been made in advance. I really enjoyed the reading and it is great practice for the small group observation project coming up.

groups within groups

One example of reading from chapter one  I found interesting was the organizational examples of using groups. The wording on page 16 says “small groups are now the cornerstones of many aspects of organizational behavior. Operating at all levels and playing major roles in the informal and formal interactions in organizations.” Harris and Sherblom also reference Whole Foods Company who operates in individual groups throughout the entire store. Each group has it’s own team lead, and when the team comes up short under budget for the month the money is dispersed through the members. I would love to take the ideas from the text and use it as a manager or in my business life in general. When you go into a store like whole foods or trader joes, and the employees claim they are treated well, it is apparent the group atmosphere works Thus the statement the group as a whole is better than the sum of its parts J

The Ying Yang of small group communication

The two concepts equifinality and entropy are pretty basic concepts that I simply had little knowledge about before.

So, essentially too little energy from group members the group will become stagnant, however too much energy and things can often get chaotic. There is a delicate balance. I have seen first hand at my work when we have meetings, if no one is involved other than the store manager and myself, in turn people leave the group uninterested. This lack of energy really affects our profit and in turn how many employees we hire. Equifinality states that there are many ways to accomplish the same thing. The summary in our chapter outlines states that if everyone talks at once, there needs to be some rulebook and control. I can think of many examples of entropy in small groups, courtrooms, classrooms, teams, and within business’ I love that I can apply these concepts to my everyday work experience! I will be more mindful when I am in meetings to be balanced in my oral delivery knowing that without just the right amount of group involvement nothing will get accomplished.

The group as a whole is better than the sum of it's parts

What I gathered from the chapter on interdependence, it’s not so much where you meet, or how often as what is discussed, how involved people are in the group toward a common goal, and on a regular basis have meetings. Logically the more people are added to a group the harder decision making will become, and the group decision making will backfire, Effective dyads are essential in small groups and can be compared nicely because both involve mutual listening, decision making and responsibility. Of course the main difference is that in a dyad if one person quits there is no longer communication, with a small group this doesn’t hold true. I recently, and unsuccessfully, tried a single girls’ group for women who live in San Jose area and recently moved here. A friend of mine joined so I tried it out with her one night. There were 12 people in the group, and making a connection was very hard .I can see how the larger the group got it was increasingly difficult to make decisions. One girl parked too far so she didn’t want to go to the bar most others agreed on, another girl had to be home, so left early. There were also a number of miscommunications within the group (alcohol mainly to blame) however I can very easily recognize it was a lack of interdependence. Another example I’ve seen is a softball team I joined fell apart because people weren’t committed to the same common goal. A few players took it easy, while others really wanted to win. So not only was there disagreements internally, others just missed practice completely making other members fill in as catcher etc. Team members were out of sync, and there was obviously a lack of interdependency. On page 13 Harris says “ Members must also believe in the team goal and processes of group interaction, develop a shared knowledge so they can anticipate each others needs and identify changes and adjust their strategies as needed.” This is precisely what happened on the softball team, lack of anticipation of other players forced some to adjust their strategies according.

Happy girl, loves online courses!

Although this blog is Coffee Shop Girl, my full name is Claire Orwig. I am a third year student majoring in Communications. I adore online courses mainly because of the flexibility and allowing me to communicate in other ways than speaking verbally. My goal is to further my career in marketing after completing my education at San Jose State. I am happiest at a coffee shop on a laptop, or at the beach, minus the laptop. I love color, media, fashion and being social. At times I combat my assertive outgoing personality with my introverted quiet side, and consider myself a true communicator, balancing both. Really, I can't wait to write more blogs and read all of yours !