MODULE 2

WORKING IN A TEAM
ENVIRONMENT
“Talent wins games, but teamwork and
intelligence win championships.”
- Michael Jordan-

 SESSION 1 : DESCRIBE TEAM ROLE AND SCOPE

 SESSION 2 : IDENTIFY ONE’S ROLE AND RESPONSIBILTY
WITHIN A TEAM
 SESSION 3 : WORK AS A TEAM MEMBER
SESSION 1 : DESCRIBE TEAM ROLE AND SCOPE

 Setting team goal and scope

 Stages of group development
 Cooperating with others
 Have you experienced participating in an actual group
competition in the past, such as a basketball or
volleyball game? Did your team win or lose the game?
What details can you remember about the experience?
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 Key Facts 2.1: Setting and Achieving Goals
It is important for team goals to be SMART, or specific, measurable,
achievable, realistic and time-framed.
Steps to setting and achieving goals

Setting goals is more than deciding what you want to do. It also involves figuring out what
you need to do to get where you want to go, and how long will it take you to get there.

1. Where do your team want to be in the next 3 months, 6 months, 1 year?

Determine your long- and short-term goals for the team. Determine what you want to see
the team is doing, feeling, thinking, speaking, and hearing at the end of the year.

2. What must your team know and do to get there?

Determine the knowledge, skills, and mindset that the team needs to have to achieve
yours goals.
3. What steps must the team take in order to know and be able to do these
things?
Determine the steps that will help you develop these knowledge, skills and mindsets. In
this step, you don’t need to prioritize or sequence the steps. Just list them down.

4. What abilities and experience does our team already have that are going to
help the team take these steps?
Determine what the teams current situation- what does it already have and build from it.
You don’t have to start from scratch. Know the strengths and potential of each team
members, as well as do an inventory of the resources that you already have.

5. What obstacles might be in the team’s way and how can we deal with them?
Determine foreseeable risks and assumptions that may pose challenges to you and your
team as you try to reach your goal. Develop contingency plans to address these
challenges.
 Determining the scope of your Team

 The scope of your team’s work clarifies who is part of the team is and who is not.
It also clarifies where and how the team operates. The scope, which can often be
found in a documents, creates a framework within which the team is expected to
operate.
 In determining the scope of your project, the following should be clear and well-
defined:
- Objectives or goals of the team or project
- Process and product of the team or project
- Limitations of the team or project- what it can do or cannot do
 Key Facts 2.2: Stages of Group Development
Stages Description

Forming Stage for orientation, testing of boundaries, behaviors, and norms,

and dependence on each other

Storming Stage of resistance, conflict. It is usually marked with polarization of

the group around issues on interpersonal concerns and behaviors.

Norming Stage marked by overcoming the conflicts. There is a general feeling

of cohesion and in-group. New standards, roles and norms are
adopted.
Performing Stage where interpersonal relationships, structures and processes
become tools of task activities. Roles are more flexible and
functional, and the energy of the group is focused towards
attainment of the goal.
Adjourning Stage on which the group is dissolved and roles are terminated due
to the completion of tasks. It is also marked by reduction of
dependency.
 Let us illustrate the
stages further through
this example. In the
comic strip below, you
can see a newly
formed group
undergoing the
forming stage.
After a few weeks of working, the
group – John, Ross, Christine, and
Marie—encountered a problem
when making their first major
decision for the project. They have
entered the Storming Stage (that
is, when they encounter resistance
and polarization among group
members). Let us see what
happened:
They all needed a moment to
breathe and relax because the
pressure of the task is already
weighing them down. The team
finally arrived at a decision.
The comics below illustrate the
next 3 stages of group
development: norming,
performing, and adjourning.
Key Facts 2.3: Working Styles and Team Personality Types
Working Style Definition
Pioneer Pioneers like to see the big picture instead of the small details and explore
uncharted territory. They take risks, value possibility, and gravitate towards
challenging tasks and projects. Creativity is their compass, and they love
imagining new ideas.

Independent Independent workers thrive when they work alone. They are disciplined,
productive, and efficient. They can find it difficult to collaborate with others and
do not always appreciate supervision.

Cooperative Cooperative workers flourish when they are part of a larger group and like
working with others. Good communicators, they are often very diplomatic,
tactful, and well organized. They can handle responsibility for a task or a project
but enjoy sharing responsibility for success.

Proximity Proximity workers are a hybrid, or a mix, of the independent and cooperative
working styles. They like to assume sole responsibility for a task but also share
responsibility with others. These workers are often adaptable and versatile. They
have a talent for connecting their colleagues with different work styles.
Guardian Guardians thrive on order and stability. They generally avoid risks and are very
detailed oriented and pragmatic.
Supporter Supporter workers enjoy nurturing relationships with clients and colleagues.
Emotionally aware and often very expressive, they are adept at facilitating
meetings, interactions, and projects. They gravitate toward collaboration instead
of competition.
SESSION 2 : IDENTIFY ONE’S ROLE AND RESPONSIBILTY
WITHIN A TEAM

 Understanding roles and responsibilities within a

team
 Preparing an individual action plan
Activity: Understanding Roles and Responsibilities in a Team
 Are you familiar with the game of volleyball? If not, ask a family
member or a friend who knows how to play volleyball. You can also
search the internet to answer the questions below. In a volleyball team,
what are the different roles/positions that members perform? What are
their tasks? List at least 4 positions and corresponding
tasks/responsibilities.
POSITION/ROLE TASKS/RESPONSIBILITIES
 A ROLE is the individual member’s job title or position in the organization or
the team such as the business owner, or supplies officer, or master electrician
 RESPONSIBILITIES are the expected duties and tasks that come with a
given role.
 For example, at supermarket, someone may have the role of general
manager; his or her responsibilities may include organizing staffing schedules,
overseeing produce delivery, and overseeing sanitation practices, etc.
 An organizational chart outlines the members of the team, team structure,
communication lines. It describes the hierarchy of roles in an organization and
shows the roles or positions of individual members, who reports to whom, or
who supervises whom.
 Soap & Suds Laundromat and Dry Cleaners These charts (often called “org charts”)
help to clarify lines of communication and
ORGANIZATIONAL CHART protocol. For instance, if Benilda, who is a
sales associate, is overwhelmed by her
responsibilities at the cash register, she
can ask Nenita, her general manager, or
Angelica
Mahalia, her fellow sales associate, for
Owner
assistance. If she spills laundry detergent
when assisting a customer, she can ask
Dolores, who is the sanitation manager,
Nenita Antonio Reyna
General Customer Service
for help. Ideally, she should not ask
Manager Director
Accounta nt
Reyna for help, as her responsibilities do
not involve customer service or
sanitation, but accounting and finances.
Mahalia Benilda Dolores Keanu Roel (Having said that, it is still possible for
Sales
Sales
Sanitatio n
Delivery
Receptioni st
team members to be flexible and help
Associate Associate
Manager
Manager each other out in times of need,
especially if no one else is available!)
For collaboration and teamwork, it is important that
 Team members understand their own as well as their groupmate’s
specific roles and responsibilities.
 Members recognize the levels of authority described by the
organizational structure.
 Member’s behaviors in the workplace are guided by its personnel code
of ethics.

Aside from Organizational Chart, it is also important for the team to know
their job description. Job Descriptions contain the following:
 A brief description of the role.
 Position in the organization.
 Tasks and responsibilities of the employee for the role.
Below is an example of a Job Description for a
Nursing Aide. Take note of the section headings!

JOB DESCRIPTION

JOB TITLE:
• Nursing Aide

MAIN PURPOSE AND SCOPE OF THE JOB

• To provide quality care to all our clients in the
hospital, Nursing Aides are an invaluable asset in the
hospital. They are the healthcare front liners assisting
both the clients and the nurses, in the provision of
bedside care to the clients.

POSITION IN THE ORGANIZATION

• This position reports to the head nurse of the station.
The position has a collegial relationship with staff
nurses, utility workers, and other healthcare
professionals in the unit.

DUTIES AND RESPONSIBILITIES

• Provision of bedside care to the assigned client that
includes, but is not limited to, changing of linens;
turning the patient as instructed by the doctor;
assisting the patient moving across the room; and
provision of perineal care, bed bath, and wound
dressing as instructed by the doctor or referred by the
charge nurse-on-duty
• Documenting of the care provided to the client
• Assisting doctors, nurses, and other healthcare
professional in provision of health care as ordered by
the doctor
• Attending regular meeting as scheduled by the head
nurse and charge nurse-on-duty
• Performing duties and responsibilities delegated by
head nurse and charge nurse-onduty
 Activity : Preparing an Individual Action

Before you make your plan, familiarize yourself with some terms that we will
use in this activity.
• Deliverable: also known as output, refers to the results or product of the
completed project or activity
• Resources: the materials needed for the project and may include goods or in-
kind materials, services, people, and money
• Budget: an estimate of total cost needed to complete a project
• Tracking and monitoring: the collection of data and information to check
your progress
• Evaluation: reflecting on what worked well and what needs to be improved in
the way you implemented the activity or project
 Steps for Creating an Individual Action Plan
1. Identify your key deliverable: refers to the key product or result of a task. For example, if your group is planning
to start a take-out food delivery service, your individual deliverable could be to create sample menu. If your team
is planning to clean up a local park, your individual deliverable might be to design and carry out a social media
campaign that will encourage or invite other people to help clean the local park. Your individual deliverables
contribute to the broader team deliverables.

2. Set your SMART goal: your goals should be SMART: specific, measurable, achievable, relevant, and time-bound.
For example, your goal may be to design 3 versions of a sample menu featuring drinks, desserts, appetizers, and
entrees that is based in market research within 1 month to show your team. This goal is specific (it includes the
food categories of the menu), measurable (3 versions are to be created), achievable, relevant (it contributes to the
goal of your team starting a take-out restaurant), and time-bound (to be completed within 1 month).

3. Write your action plan: The action plan outlines the detailed steps or actions and the timeline for each action.
An action plan may take various forms, including a calendar or a written list—or both! Two examples of action
plans for the same activity are shown below. The first takes the form of a calendar or chart; the second is a written
list. Both are examples of individualized action plans because they include specific, measurable, time-bound steps
that contribute toward an individual team member’s goal (in this case, launching a social media campaign to
increase participation in cleaning up a local barangay).
 Individual Action Plan

Individual Deliverable: Design and carry out a media campaign for our team’s
Action Plan barangay clean-up activity
Deliverable: Week 1 Week 2 Week 3 Week 4
Design and carry out a media Week 1:
campaign for barangay clean- • Create social media accounts for our team project (Facebook, Instagram,
up activity Twitter, TikTok)
Create social media accounts • Consult with team about branding strategies and messaging
for our team project (Facebook, • Identify at least 4 local influencers who help to share our team’s message
Instagram, Twitter, TikTok) • Publish messages on social media (at least one message on each platform
Consult with team about each day)
branding strategies and
messaging Week 2:
- Identify and sign contract with printing company to produce posters and
Identify and sign contract with banners
printing company to produce - Publish messages on social media (at least one message on each platform
posters and banners each day)
Hang at least 50 posters
around the barangay Week 3:
- Post at least 50 posters around the barangay
Identify at least 4 local
- Publish messages on social media (at least one message on each platform
influencers who help to share
our team’s message each day)
Publish messages on social
Week 4:
media (at least one message
- Publish messages on social media (at least one message on each platform
on each platform each day)
each day)
Document clean-up event and - Document clean-up event and publish videos/stories online
publish videos/stories online

Keep in mind that an action plan can include both a calendar and a written list— whatever works best for
you! The important things are that your individual action plan is SMART and maps out actions that will
contribute to the team’s goal. The important thing is to have a clear system to stay on track of your goals!
4. Monitor progress and evaluate results: It is important to conduct regular check-ins with
team members for updates and to address any concerns along the way. It is also important for
you to monitor your own progress. Once the project is completed, assess the strengths and
weaknesses of your project, and examine whether the resources were used for the intended
purpose. Learn from the experience and celebrate your success.
In the workplace, some tasks are best accomplished individually. Other tasks are best
accomplished with the help of others. Below is a table that shows the advantages and
disadvantages of teamwork.
 Key Facts 2.4: Steps in a Team Decision-Making Process
The participation of various group members in decision-making strengthens the bonds of a
team because people feel a sense of ownership in the process. However, without a clear
process for team decision-making, the situation can become chaotic or disorganized. These
steps can help guide the team in making effective and appropriate decisions.
1) Identify the decision to be made. Before beginning the process, clarifying the details and
parameters of the decision to be made.
2) Analyze the issue. Examine any data, resources, and information surrounding the
decision. For example, what is causing the problem? Who is or will be affected by this
problem?
3) Establish criteria. Determine what would make solution successful or not. (For example, is
it more important to save money or to earn a customer’s loyalty?)
4) Brainstorm potential solutions. Collect as many ideas as possible. Encourage group
members to “think outside the box”—in other words, to be creative in their thinking.
5) Evaluate options and select the best one. Weigh the pros (or positive aspects) and the
cons (the negative aspects) of various options. What solutions are the best for the short-
term? For the long-term?
6) Implement the solution. After choosing a solution, decide who on the team will take
action and when.
7) Monitor and evaluate the outcome. Based on the criteria of success identified by your
team in step 3, evaluate your outcome.
THANK YOU FOR LISTENING! Hope to work
with you as a team my dear trainees
throughout our training, walang iwanan,
sama-sama tayong papasa.

GOAL : To be Competent trainee.