Work Team Analysis Essay Example for Free

Work Team Analysis EssayAt work I am part of the Incident Debriefing Team. We meet after some(prenominal) mishap to watch any flick that may own been taken, read incident reports from those snarly and then try to figure out anything that could have been improved on. Our team up is comprised up of Incident Response Team members (me) from each shift along with representatives from administration, checkup supporters, and if at all in all possible our legal team.When this team was first formed it was just administration members and at times senior management who conducted the debriefing. These same people would then put out there findings on how the responders were to act in another similar situation. This system did not work as it caused rifts between resolution teams and management. The response teams felt that they assumed all the risk, made split second decisions that were judged by those who have neer had to be in that position. While we all agree that a debriefing t eam was a solid plan we did not agree on who was currently on it. The idea to have responders and medical service representatives on the team was head received.The revamping of the team members brought all the different classifications of work groups ideas to the table. It also allowed for more undetermined answers to those affected by the decisions made in the team clashs, as it could be disseminated between those at the meeting and their co-workers as well as the official memos that came out at the administration level. I could relate to any questions from my co-workers better than an upper level manager who did not even work on site.There argon risks in a group such as this. Generally in our environment there is forever and a day a strong feeling of tension between the different work classifications. Security wanted gumshoe all around at all costs, but administration looked at cost of implementing security changes. Those involved in treatment settings generally did not unde rstand the security concerns while security was not voluntary to sacrifice safety for say a more lax treatment module. In the first some(prenominal) meetings of this team there was little accomplished.Most of the allotted time was spent bickering among the sub groups. clock time was also a factor. We are a twenty four hour operation therefore all the parties needed at the meeting are never in the facility at the same time. To nourish the needed personnel to the meetings, overtime had to be paid, and schedules changed. This also creates tension as the meetings were generally held at 1000am, when the administration was on site, but two thirds of the team was at home, some of which sleeping from the night shift.all(a) of these issues were brought to light in the first few team meetings. Eventually agreements were made to have the meetings held during the shift that the incident took place. This spread some of the schedule changing around to all involved. Along with other subtle cha nges in the teams understanding in the value of each others opinions and expertise the team began to put out solid memos with well thought out policy changes when they were needed. It took several months for the majority of the cater to recognize that the team was fulfilling a long needed vocalization of reason after an incident. The training that came of the teams suggestions has been well received and helped reduce injuries in critical incidents. The response teams now feel that they have a voice in the policies that affect them, and their teams safety.Our team works in a very nerve-wracking and emotionally charged atmosphere. To do our job it takes a special personality type which has been called the Type A personality. Having these strong personalities at all levels helps our organization work, but in the team, it creates conflict, which can be very sullen to declaration. Having a strong leader who can recognize the beginnings of a conflict situation and help resolve it is critical. As the article states another concern for groups is that the leader may not have the skills to use differences within groups to make good synergic decisions that are owned by all involved (Broom and Casison, 2002).Having effective team leading is essential to the success of the team. Our team leader is good, and does affair job but even he realizes that he needs to work on getting everyone in the team to own the decisions put out by the team. Not everyone in the group is going to be completely sold on every case of the decision but he/she needs to understand that the other views are sometimes better than their own. A leader who can get a team to recognize that is going to have the most success.