Reflection on Nursing Teamwork

Reflection on Nursing Team take a leakImplementing an effective squad up unravel skill is essential in nursing. I would be reflecting on the energetics of my decl be personal experience on Enquiry Based-Learning, an important element in my programme of study. Nurses are e rattlingwhere, workings with different professionals to achieve a common issuecome that leads toward a patients healthybeing. For this reasons, my course, in a way centre on enquiry based acquisition to develop important skills to empower student nurses while in the healthcare sector. Throughout this essay, I would be referring to Gibbs (1998) contemplative model to explore how the collection worked as well as focusing on my own contribution.Description I undertook a meeting activity fraction as part of my learning development which is defined as Enquiry Based Learning. A steming composed of 5 members to work together as part of a team on a specific occupation. My root is to work on a case study work ing together as a group to produce a piece of PowerPoint presentation to present our findings. Grounded on my understanding, I restrain identified a group as collective consisting of one or two people with a common interest whereas a group dynamic is a team of people acting interdependently with keen communication skills, different knowledge and interact with separately other regardless of shared responsibilities (George, 1985). To this end, I would conceive of of my enquiry based-learning group as a travail -focused group, as each individual had a delegated business to withdrawout. My enquiry based group was selected casually to work together and to share responsibilities individually which means to be able to produce this piece, we would need to communicate frequently with each other by building a significant relationship with the members of the group.FeelingsInitially I felt confident to be in a smaller group as this gives me the opportunity to communicate in an easy way. however, I got frightened and felt skittish some having to be in a group with people I do know chip in either kind of a friendly approach with. Also, I got frightened because, I perceived the group as a lying-in purposed group only. Nevertheless, according to Casey, A. (2011) Communication is central to human interaction. Without it, people cannot bushel to those round them, make their needs and concerns known or make sense of what is happening to them. to this end, with a smile in my face, I took the initiative to introduce myself and ask the members of my enquiry based learning their names. Tuchman (1965) underlined the importance of team development finished four stages. However, forming is the first stage members of a team or group go through before moving unto the adjacent phase. This is an introductory stage where the group hold up adapted to each other. During the forming stage, the team members including myself cause been very nice to each other but at the same clock in that location are unseen possible conflicts.Firstly, in the forming stage, we got selected randomly as a group to work together to achieve an outcome to meet a deadline. However, we started to get to know each other, to socialise, by beseeming acquainted with each other while talking through the task. We all contributed in splitting the task in semi topics to obtain an outcome easily. Additionally, as a task focused group, we talked about the task and started to delegate each member a task to undergo. At this superman, everyones opinion was valued, we discussed and planned on how to carry out our research and how to present it. Furthermore, in norming stage, we assessed the task as a group and set out the ground rules, boundaries and standards through communication and interaction (Tuchman, 1965). I was able to communicate interactively with the members of my enquiry based learning group and to convey my ideas. I too decided on which part of the argument I was evoke in developing research into. Additionally, everyone conveyed their ideas along with suggestions made by other members. Consequently as, the group dynamic begins to lose its structure, conflicts emerge. Which leads to the storming stage as stated by Tuchman (1965). In this stage, though, there has not be any disagreements we decided to meet outside university to work together, because this is mainly task focused group, we all participated in a positive way. Consequently, leading to the performing stage where we were able to achieve our goal (Tuchman, 1965).EvaluationPositively, level off though in the norming stage we started to work connectedly and the team performance is elevated thus not as gritty performing. we all contributed our ideas, discussed about possible meetings, place and the frequency. However, as a member, I was able to establish pure relationships with the rest of the group. I wanted the work to be done properly so I maintained a positive relationship throughout th e section. I explored my given topic independently, making sure to come on the interaction between the group going then we met on few occasions to put the work together and to practice on how to present the work. However, I didnt like the formation of the group because, even though we were good and very task focused, we did not have a specific routine to adhere to. Everyone was doing everything and this was very dis nonionised. There was a point where we kept sending the working to the group and the members making changes independently whereas, as a supportive and interactive team, we could have meet and discuss around any changes. The reason for this is because, even though we are really interactive wen we see each other, this, however, is different when we send messages around concerning or regarding the presentation. Members do not pay attention to messages. Consequently as, the group dynamic begins to lose its structure, the group therefore struggles and dysfunctions as a grou p.This stage negatively impact on the whole process through a realisation that, we did not really have a lasting group dynamic as members started to create small groups within the group unintentionally because of obvious preferences. They are more interested in getting their work done based on been the best. Personally, when this happened, people stop communicating, message and purpose become unclarified. So, people do things wrongly on their own terms. Relating to this, the group still functions as a group but there is no interaction or relationship based-communication.Referring to the Mindtools document (Belbins reflective cycle), when a team is acting at its best, you bequeath usually find that all the members has clear responsibilities. Belbin (1993) said, Team role is a tendency to behaviour, contribution and interrelation with others. It is a pattern of behaviour that characterizes one persons behaviour in a team process. It is thus, vital to classify the roles members posses s to improve the teams effectiveness. Teams having a balance of personality types perform best than those with duplicated personalities (Belbin,1993).Belbin came up with the roles of individual team members which states that every member is unique and possesses unique behaviour which expertness propel the performance of the activity. He also used self-perception inventory questionnaire in his research in order to set team roles and he found nine different roles with unique characteristics. These inclusiveFollowing Belbins (1981) individual role in the team, the role that best describes me in the team was Implementers as I am mainly in charge of getting things done by elaborating in a systematic and an organized way on the teams ideas and approaches into reasonable actions and plans. Also, I played the role of Completer-Finisher as I am always anxious about deadlines and want to make sure the work is completed and done before then. On my personal point of view, I would say our gr oup was acting very close to a team but there is still distance from a high performing team and If I had to change something about it next time, I would ask the lecturers to change the members.AnalysisConclusion In conclusion, reflecting on this account, in a group or teamwork, all members are important. As stated in Tuchmans (1965) reflective model it is important that individuals are delegated a task within in the group to focus on. However, firstly, there was no leadership, according the Kings ancestry (2015) leadership is a tool to a successful and effective group task. For this reason, there was no formality of order in the group. Everyone was doing everything not sticking to the group dynamics. Secondly, though we were communicating and focusing on the task yet we were somehow disorganised and initial standards was not well observed. Thirdly, our communication was a task-focused on not based on interrelations because, as soon as we depart from each other there is no more com munication Bach (2015). If I have been given the opportunity next time, I would have recommended that the group delegate a leader to oversee the project only this way, would things be well organised and encourage more group meeting and to pay attention to messages thus giving a feedback and discussing it as a group.Action planTo encourage the participation and collaboration as a group, I will empower the group to elect a leader who can oversee managing affairs of the group. I would also encourage members to participate in providing feedbacks to any message that is communicate in other to understand what changes might occur.ReferencesBach, s. (2009) communication and interpersonal skills Learning Matters LTD functional at http//sgh.org.sa/Portals/0/Articles/Communication%20and%20Interpersonal%20Skills%20for%20Nurses.pdf (19/02/17)Belbin, M. (1993) Team roles Mindtools available at mindtools.com/Belbin team rolesCasey, A. (2011) Effective communication Principle of Nursing Practice E RCN v 25 (32) available at https//www2.rcn.org.uk/__data/assets/pdf_file/0005/380795/Nursing_Standard_Principle_E_April11_563KB.pdf (accessed 19/02/17).George, N. (1985). Importance of teamwork at work. Availablie at http//smallbusiness.chron.com/importance-teamwork-work-11196.htmlGibbs (1998) Reflective cycle available at mindtools.com/gibbs reflective cycleMaggs, D. (2015) The Kings Fund Leadership and Leadership Development London available at https//www.kingsfund.org.uk/sites/files/kf/field/field_publication_file/leadership-leadership-development-health-care-feb-2015.pdf (accessed 19/02/17).