New Venture Creation Individual Report - Challenges and Solutions

This report discusses the challenges faced by a team during a new venture creation project and the solutions implemented to overcome them. The challenges include communication gap, motivation gap, coordination, intellectual differences, and trust issues. The report also provides insights on how to deal with these challenges in the future.

New Venture Creation
Individual Report

Table of Contents
Individual Assessment.....................................................................................................................3
REFERENCES................................................................................................................................7

Individual Assessment
During my workshop I learnt many thing with my group members. The work performed
with a team always results in good memories and outcomes but also comes with various
challenges. These challenges are obstacles in a task accomplishment but somehow the member
have to cope with the challenge and make the task assigned successful (Ali, Crawford and Horn,
2019). Some of the challenges are
 Communication gap- It is a challenge that comes when the team members are enable to
communicate their thought properly in front of all. Or there were times when all the
group member were not comfortable with a decision. There is barrier due to which one
can not speak or share his/her thoughts. Me and my team first had some problems and
there were little bit of conflicts but in time we all sat and discussed the situation and lead
to a conclusion which later on proved to be really beneficial. It impacted the venture in
efficiency, when members could not communicate properly there were unable to
complete the given task inefficiently. Therefore it needed to be addressed as early as
possible. Then a discussion was made were everyone suggestion was taken based on
which task were assigned. Due to this efficiency increased and members became more
efficient (Dellaportas, and et al., 2022). Communication gap can impact any of the
venture may it be social enterprise, large enterprise or charity. Social enterprise can
suffer by this gap when volunteers are enable to fulfil the task given for social cause.
Large established has whole control with top level management there the lower level
face situation where they can not interact with the seniors and work is then compromised
the barrier of communication do not harm the firm should be responsibility of a
accountable person. This accountable person must ensure that each member is
comfortable enough to speak up his thought and be productive. This mostly important in
social enterprise and charity because they are involve in society upliftment which is
really necessary on economic level . In future if I get to lead a team or mentor a group I
would make share my team keep their thought openly in the discussion, each suggestions
are welcomed and addressed. Also while taking a important decision everyone opinion in
the team is equally communicated (Halbinger, 2018).
 Motivation gap- Refers to negative effect on a member due to free riding it occur when
the senior member takes advantage of diligent member of team. Social loafing is the

behaviour of the group the minimize sense of accountability among the individuals.
Conflict among the team member due to a different morale and attitude towards a
situation. When the project was under process a situation arrived when when the best
member in the group was underperforming his tasks . Also there were lot internal gossips
and wastage of time during the working hours were seen. This was directly affecting the
efficiency of organisation productivity. In order to overcome this challenge periodical
meeting was conducted and asked about their expectations personally. Increased the
sense of accountability by combining group activity. Result of these gap was that people
were not happy during the work hour, task was done inefficiently and people were
showing absenteeism a lot. When such situation arrives in future their need to be so
much of maturity needed to deal with it. I would try to communicate to members
properly more openly (Johnson, 2022). For any type of organisation motivation helps in
getting the best outcomes. A motivated employee works more efficiently then a
demotivated one. In the future I would want a career that motivates me to de better
everyday. I fell delighted to peruse my job and be productive for myself, the organisation
in which I am working in and for my society.
 Coordination- It is the most important factor in a group task success, it brings out the
best from the member. This includes the whole group taking collective decision,
integration, respect toward each other thoughts. Failure to this element might result in
missing of deadlines, conflicts, fights and disagreements. I felt the lack of coordination
in my team during mid term evaluation of the project. Missed deadline and
underperformed task was marked in my group submission. There were lack of discipline
in the group member and accountability was missing in the team. In order bring
coordination among the team members various actions were taken. Making smaller size
groups, regular group meetings, delegation based on skills and ability of the members.
Actively building communication and conflict resolution skills. Before coordination
team work did not show a effective response but after implication of various measures
the result was really productive. And there was sense harmony building up was seen
among the members. In the future prior arrangements of accountability will be set so that
hindrance and conflicts does not takes place. Individual point view will be taken so that
no further disagreements comes in the group. For a task to be successfully accomplished

each enterprise requires coordination is must. For future career choice I were to be team
leader I'll make sure there is good coordination and implement measures that makes sure
that it actually happens (Osborne,and et al., 2018).
 Intellectual- In a group there are different type of people that exists, they come with
different morals and point of view. This occurs mainly due to tendency of team to go
with majority for a decision. Pressure to meet the given task when the person is not even
effective enough. The problem when common information is ignored due to its relevance
for an specific individual. The nominal group technique was used where brainstorming
on individual and group level was sone. This helped the group generate more innovative
ideas. Highlights their contribution in periodic self evaluation. Assignment of roles that
remove ambiguity. Revision of task and policies implemented in the organisation. This
helps the team to know the error and restrictions issues the members were facing.
Venture became more innovative and creative. In the future situation when innovation
and confits related to thought process of individual occurs all the point of view would be
equally heard and addressed (Thorborg, and Sportsphysio, 2022). Large entity suffer this
problem mostly because the business requires innovative idea and plans and idea so that
business grows and stands in the competitive business environment. While in the social
venture and charity this challenge is in the form of stakeholders point view to do a
particular task. This experience taught me to deal situations which requires creativity and
innovation. Also I learnt that when my venture requires a a unique solution to a problem.
I should involve all my member as possible because a unique outcome results when
different people involve with their thoughts.
 Trust issues- Establishment trust and building faith among the group member is really
important. Group member need to be familiar to each other and accept each other flaws
and goodness. Trust is really important when you are working in a group. In my group
project, some people were of nature that took always the negative approach towards
other. Due to which their were negative impact on the working environment people were
not comfortable in communication a feeling of hesitation and negativity was spreading.
When the leader got heard of it he eventually raised the frequency of group task. This
now included all the members, so they got time to know each other and work with each
other. So eventually these trust issues demolished during the process. And team

members bond grown stronger, also they had developed the sense of belongingness. This
resulted in positive impact on team members and business environment too. In the future
if I became a leader or assigned duty, I would like to group people according to their
similarity in thinking. This would help in better coordination and trust issues can be
eliminated by this approach. The trust issue conflict can occur in any of the organisation
its the top level managements efforts how they deal with the issues also the employees
whether it is social, large or a charity enterprise, all requires that their employees trust
each other and work efficiently (Ullmann, 2019). This experience taught me that I should
always listen to inner me and give each soul a chance and trust them. Because it is really
important if you are involved in a team work. But sometimes over trust leads to betrayal
and conspiracy so the choice of people you keep company must be checked and
examined.

REFERENCES
Books and Journals
Ali, N., Crawford, R. and Horn, M., 2019, July. Critical thinking in PBL: Development of a
bespoke tool for critical thinking. In HEAD'19. 5th International Conference on Higher
Education Advances (pp. 513-520). Editorial Universitat Politècnica de València.
Dellaportas, S. and et al., 2022. Reflective practice and learning in accounting
education. Accounting Education, pp.1-27.
Halbinger, M.A., 2018. The role of makerspaces in supporting consumer innovation and
diffusion: An empirical analysis. Research Policy, 47(10), pp.2028-2036.
Johnson, G.M., 2022. Excerpt from Are Algorithms Value-Free? Feminist Theoretical Virtues in
Machine Learning. In Ethics of Data and Analytics (pp. 27-35). Auerbach Publications.
Osborne, D.M.and et al., 2018. Use of online asynchronous discussion boards to engage students,
enhance critical thinking, and foster staff-student/student-student collaboration: A
mixed method study. Nurse education today, 70, pp.40-46.
Thorborg, K. and Sportsphysio, M., 2022. Current Clinical Concepts: Exercise and Load
Management of Adductor Strains, Adductor Ruptures and Longstanding Adductor-
related Groin Pain. Journal of Athletic Training.
Ullmann, T., 2019. Reflective writing analytics-Validating machine learning approaches.