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October 08, 2005
Blog's Driving Me Insane
...start rant
I do not consider myself computer illiterate; however, I cannot, for the life of me manage to figure out the inner workings of this system. I tried multiple times to refresh my page, but it has not displayed the last two entries I have made. Furthermore, I tried posting comments on three blogs: Matt Geis, Amanda Juliano, and Jameson Root and when I click post [I did so multiple times] nothing happens--I get send to the next page...and no comments.
end rant...
Posted by jxw115 at 04:56 PM | Comments (1) | TrackBack
Hi I would like to buy "Trust" for $19.99. We're sorry, that "item" is out of stock...
Thursday's discussion on the five dysfunctions of a team was interesting. A week has passed since the initial declaration of teams, and it is interesting that already, there is advice on how repair trust that has been lost. From experience, trust is much easier lost than gained. In a competitive environment, it may take many months to establish trust among team members, and only one unsatisfactory incident to break it. However, we do not have the luxury of time. Assignments are due weekly, and it is vital that the team work out any differences affecting team dynamic. Professor Powley suggested that trust was the basis—the beginning of the “path to destruction”, however, how can trust be broken if there was no trust to begin with? For now, we are simply individuals working for a common goal—our grade. Unless prior association has created early bonds, there is only room for improvement among team members. Thus, in order to quickly create trust among team members, we must mingle more often.
Posted by jxw115 at 04:16 PM | Comments (1) | TrackBack
October 07, 2005
Frustrations as HR Director
It is given that not all students are autonomous and able to perform to the best their abilities without some form of motivation. Thus I recognize that is my job as the HR Director to delegate assignments clearly so each team member understands the task at hand. On the other hand, the primary motivation for team members should be the drive to succeed. The HR Director should not always have to remind team members to finish tasks that are well past scheduled deadlines. Already, I have one team member who has shirked from duty. The member has provided 2 main reasons for lack of contribution: 1. No time to check emails, and 2. Has a large number of essays to finish. While assignments in other classes may indeed make completing tasks much harder, this team member is not the only one who has "lots of homework". It had been discussed in class that open discussion, calling this team member out for the faults committed is suggessted; however, I would like to solve this internally first. Open discussion will be the next step, and it is my wish that it will be settled by then. I do not wish to bother the CEO with matters such as this. It is regretful that the firing of employees is not an option. I must proceed with this situation delicately as to not affect team dynamic. It is my weakness that I react strongly to those who do not carry their weight, and I sincerely hope that my leniency this time will encourage this employee to demonstrate the capabilities I am sure the employee possesses next week.
Posted by jxw115 at 07:24 PM | Comments (0) | TrackBack