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Community
Service ProjectCamille YoungerBrittney Surber
Monique C. Mitchelson-DeLaurier
An Overview
An introduction
The project proposal
An evaluation of the project
The implementation strategy for the project
A project timeline
Assessment of group skills
Organizational development or structure
Decision-making strategies
Motivation
Leadership
Power use
Organizational culture
Conflict resolution
Summary of group behavior and performance during project
Breast Cancer Introductionwatch link below:
https://www.youtube.com/watch?v=WvpMEs_2AJM&feature=youtu.be
ProposalOne of the group’s members is heavily involved in
breast cancer awareness trainings. We collectively
decided that we would attempt to champion this cause,
despite the other members being not as well versed in
the subject. We recognized it as cause is timeless. Our
mission:
“We believe in consumer health autonomy by making resources and
information accessible in a grassroots forum to educate, inform, and
empower women and men on breast cancer and breast health
awareness." –Breast Cancer Awareness Group
The Evaluation &
Implementation Virtual Team work is always challenging. In fact, this
dynamic generally streamlines the amount and type
of information shared. (Robbins and Judges, 2013).
Collaborative members are more likely to only share
information that they consider highly important.
(Robbins and Judges, 2013). However, overall, the
team regulated itself and was able to create a web
site with regular visits from users and surfers.
Hosted on the site is a poll, facts, a donation link, a
discourse forum, and resources regarding breast
cancer.
Website Development In
Response to Project Expectation
The Timeline
0 5 10
Week 2
Week 3
Week 4
Week 5
Communication
Research
Site Work basedon hours logged
The following is a copy
of the
rubric that we used to
gauge our team efficacy.
(Robbins and Judges,
2013)
file:///Users/mmdelaurier/Downloads/MyRubric-2.xls.html
8 6 4 2
RESEARCH The workload is
divided and
shared equally by
all team
members.
The workload is
divided and
shared fairly by all
team members,
though workloads
may vary from
person to person.
The workload was
divided, but one
person in the
group is viewed
as not doing
his/her fair share
of the work.
The workload was
not divided OR
several people in
the group are
viewed as not
doing their fair
share of the work.
COMMUNICA-
TION
Covers topic in-
depth with details
and examples.
Subject
knowledge is
excellent.
Includes essential
knowledge about
the topic. Subject
knowledge
appears to be
good.
Includes essential
information about
the topic but there
are 1-2 factual
errors.
Content is
minimal OR there
are several
factual errors.
SITE WORK Content is well
organized using
headings or
bulleted lists to
group related
material.
Uses headings or
bulleted lists to
organize, but the
overall
organization of
topics appears
flawed.
Content is
logically
organized for the
most part.
There was no
clear or logical
organizational
structure, just lots
of facts.
Group Behavior Our group was a work
team.
We were able to
generate a positive
synergy that we would
not have been able to
create as individuals
(Robbins and Judges,
2013).
We were hugely
collaborative and
complimentary
(Robbins and Judges,
2013).
Organizational Development or Structure
There are three women in our organization.
We are members of different ethnicities and generations.
To help facilitate the achievement of our strategic goals we immediately agreed to first brainstorm and then delegate different tasks.
Our goal was primarily dictated by teacher directed expectations; our process was student determined.
Our medium project medium was chosen by the nature of the class and our proximity to one another.
Decision Making Strategies
Based on our
reflections: We utilized
the rational decision
making process:
Intelligence, Design,
Choice, & Evaluation
(Robbins and Judges, 2013).
Motivation Due to the nature of the class,
this assignment is a microscopic assessment of our motivation. (Which we felt to have maintained a very fluent level throughout.) Motivation is typically measured by a person’s intensity, “how hare a person tries”(Robbins and Judges, 2013), direction, effort and consistency with relationship to organizational goals, and persistence, the extent of which a person may maintain goals (Robbins and Judges, 2013).
Our website as the capability to be sustained for a very long time. We encourage all of you to visit periodically to make your own assessments.
Leadership and Power We each had an area
of expertise:
Camille-cancer
information broad base
Brittney-research
Monique-technology
Because of this, we
were each able to
triangulate expert
information from varied
locations in Virginia.
Organizational Culture Key Characteristics (as
it relates to this
assignment)-virtual
and cancer related.
Risk-takers-Stepping
outside of our
individual familiarity,
but able to produce as
a group team.
Wanted to be accurate
and aesthetically
pleasing.
Availability-Our
website helps us to
keep up with use and
our mission by
generating stats.
We feel as though the
site itself is very warm
and people friendly.
Conflict Resolution
While there may have been conflict, it was never
overt or debilitating. And because we each
subscribe to the Interactionist view (Robbins,
Judges, and Vohra, 2012), any conflicts were
appreciated and helped in generating new ideas
and action.
SummaryDespite being a somewhat topical assignment, we feel as though the core concentration, community
service, was broad enough to make both the process and product authentic. We were able to proficiently navigate: creativity, critical thinking,
collaborative efforts, and communication relatively effortlessly.-
Camille, Brittney, and Monique
Dedicationwatch link below
https://www.youtube.com/watch?v=-djRPSal8QI
ReferencesRobbins, S. P., & Judge, T. (2013). Organizational
behavior. Upper Saddle River, N.J: Pearson/
Prentice Hall.
Robbins, Judges, and Vohra (2012). Organizational
Behavior Conflict and Resolution. Retrieved
from http://
www.slideshare.net/balajinages/conflict-and-
negotiation-14766538