1.
Factors Influencing Team Ineffective
- Factor 1: Setting and tracking deadlines for tasks:
+ Observation: Initial tracking was insufficient; deadlines lacked clarity;
final-phase workload and exams caused delays.
+ Analysis:
Goal-Setting Theory: Specific, challenging goals enhance performance.
Team Effectiveness Model: Time-bound and flexible planning is key.
Behavioral Theory of Leadership: Leader shows good initiating
structure, but team still needs discipline.
+ Suggestions:
Apply Management by Objectives
Break tasks into smaller deadlines
Use frequent, gentle reminders
- Factor 2: Lack of connection and bonding among members
+ Observation: Bonding was delayed; members were unfamiliar with each
other’s styles.
+ Analysis:
Tuckman’s Model: Without bonding, the team lingers in the Forming
stage.
Leadership Theory: Trust builds over time through early interaction.
Motivation Theory: Lack of bonding hinders needs for Belonging,
Autonomy, and Meaning.
+ Suggestions: Integrate bonding into tasks, organize bonding activities
earlier and more frequently to strengthen trust.
2. Teamwork - Goal achievement
- Task Allocation and Coordinated Goal Execution
● Clear Roles: Leader Kiên assigned tasks based on members’ strengths and
preferences, ensuring clarity (Theory: Robbins & Judge, 2017).
● Communication: Regular meetings and group chats aligned the team, resolved
issues, and supported decision-making.
● Collaboration: Workload sharing and smaller group reorganization minimized
conflicts, ensuring timely, high-quality project completion.
- Team Cohesion, Managing Difficulties and Goal Commitment
● Cohesion: Unity and commitment helped overcome overlapping deadlines and
ambiguities (Robbins & Judge, 2017).
● Managing Issues: Flexible task reassignment and open, respectful conflict
resolution maintained workflow.
● Goal Commitment: Adaptability and peer support kept the team focused,
completing the project on schedule.
- Evaluation of Teamwork and Goal Achievement
● Success Factors: Clear roles, effective communication, and strong cooperation
drove success. The leader guided, and tasks matched strengths.
● Results: On-time, high-quality output proved the value of coordination and
team spirit.
● Lessons: Leaders should guide decisively, foster open communication,
prioritize team-building, and allocate tasks based on availability and strengths.
3. Team members' contribution
In terms of contribution, we let each member describe ourselves, viewing our progress
through the team assignment. Also, our leader and sub leader worked together to
summarise the contribution of the whole team based on our teammates’s evaluation.
Here is some key points of contribution:
[Link]ễn Hoàng Kiên (Team Leader)
- Designed workflow & led meetings
- Maintained team morale & open communication
- Ensured progress despite minor delays
Vũ Lê Yến Nhi (Sub-leader)
- Supported leader & tracked deadlines
- Contributed research & gave feedback
- Highly responsible and punctual
Nguyễn Đặng Hồng Anh
- Applied critical thinking in discussions
- Reminded others of deadlines
- Reliable contributor with detailed work
Vũ Phương Anh
- Maintained open team communication
- Initiated discussions & supported coordination
- Strong listener, effective in task execution
Ngô Minh Anh
- Contributed to a positive team atmosphere
- Accepted feedback and improved over time
- Showed growth mindset despite early rushed work
Trần Thục Anh
- Completed tasks early and consistently
- Maintained quality and aligned with academic goals
- Encouraged team harmony with a positive attitude
Lã Thị Hà My
- Showed strong responsibility and commitment
- Improved quality despite academic workload and deadlines
- Actively contributed to analysis tasks and accepted feedback well
Đinh Trọng Huy Hoàng
- Took initiative in technical and creative aspects like formatting and design
- Shared thoughtful feedback and worked independently with accountability
- Completed tasks on time and managed deadline extensions responsibly