Reflective Portfolio on Interpersonal Effectiveness - BSD124 Business

This portfolio delves into the concept of interpersonal effectiveness within a business setting, utilizing a critical incident to illustrate its importance. The author reflects on a group presentation experience, analyzing team dynamics through Tuckman's stages of team development (forming, storming, norming, and performing). The reflection highlights the impact of cultural diversity and communication challenges on team performance. The portfolio connects interpersonal skills to organizational effectiveness, emphasizing the need for strong leadership, clear communication, and cultural awareness. Furthermore, the author outlines future goals and strategies for personal development, focusing on taking responsibility, developing detailed plans, and fostering effective communication within teams. The conclusion emphasizes the importance of understanding one's strengths and weaknesses to enhance interpersonal skills and achieve organizational goals. Desklib provides access to a wealth of similar solved assignments and study resources for students.

Name: PINAK MUKESHKUMAR SORATHIA
Student Number: N10311301
BSD124 – WORKING IN BUSINESS
Teaching period 2/2018
Portfolio PART 2
Submission Date: FRIDAY 28 SEPTEMBER
Tutor: PHILL CROWLEY
Tutorial Time & Date: 9:00AM TO 10:30AM
Word Count:
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Table of Contents
1.0 Introduction.............................................................................................................................................3
2.0 Interpersonal Effectiveness.....................................................................................................................3
2.1 Critical Incident...................................................................................................................................3
2.2 Theoretical Analysis and Reflection........................................................................................................4
2.3 Link to Organisational Effectiveness.......................................................................................................5
3.0 Future goals and strategies......................................................................................................................5
4.0 Conclusion...............................................................................................................................................7
Reference List....................................................................................................................................................8
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1.0 Introduction
One of the key factors considered important in business for an individual is the interpersonal
effectiveness (Thompson, 2017). The portfolio will firstly discuss the interpersonal effectiveness and
secondly, the portfolio will have a critical incident. The incident will be supported by the theory and
refection with a link to organizational effectiveness. Then, the portfolio covers the future goals and
strategies including future goals and plans.
2.0 Interpersonal Effectiveness
The interpersonal effectiveness can be defined as the skill of getting something favourable to a
person while keeping the objective, relationship and self-respect (Hartnell et al., 2017). It is a process that
can be done through interpersonal conflict resolves and devoting seriousness to the subject matter that has
been communicated (Hargie, 2016).
2.1 Critical Incident
S = situation
A few days ago, in my university one day, a meeting was
conducted by the head of our department an oral group
presentation.
T = task
The task was to create a group who would plan several
ways of speaking to the audience about one topic. We were
a group of 3 people. We decided to conduct meetings and
think of ideas about the project. In the next few days with
my intense research and group discussion, we were able to
come up with ideas.
A = action
According to our outline of the program and we all
participated. Some members of the group missed a few
topics and failed to speak clearly with appropriate
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examples. Few examples were from their hometown which
was not comprehensive in the visual presentation. This
caused frustration among the team members.
R = result
The result was seen very soon. We were unable to interact
with the audience. There were disputes in the team and
other problem of understandings.
P = plan
The situation was a complex situation as the program
outline was unclear. Therefore, a better-detailed plan is
required. Although I was able to solve the dispute, it
wasted time and therefore time management is also needed.
A better understanding and corporation is needed since the
team consisted of students from a diverse cultural
background.
2.2 Theoretical Analysis and Reflection
According to Tuckman’s theory of team development, there are four steps and they are forming,
storming, norming and performing. In the first step, the team is formed. In my leadership experience
mentioned above, I build a team of 3 people with diverse cultural background assuming each one would
bring their best performance. The next step is storming, the bonding starts where team members begin to
feel comfortable and start challenging each other expressing discontent (Kiweewa et al., 2018). I was able to
build connection among us and encourage us in making the connection. In the norming stage, the team
members decide on one goal where we developed the idea of initiating an online application (Fiore &
Georganta, 2017). Lastly, in the performing stage, team members deliver the solution or carry out the oral
presentation which we did in the end with visual presentation.
The theory of Tuckman helps in understanding the process of carrying out a team leading in a
systematic way (Chang, Tuckman & Chikoto-Schultz, 2018). The steps mentioned were specific and vivid
for the understanding situation. The theory, as well as my experience that is mentioned, has helped me learn
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various components of the group work and cross-culture environment. The team made me realize the variety
of culture existing in the organization. There are members in the university coming from the different
cultural background and therefore, an effective team leader is essential who would be able to bring best of
each member regardless or without any conflict. I also learnt about myself and my quality as a leader of
which is I was unaware.
2.3 Link to Organisational Effectiveness
There are various interpersonal skills that are needed in an individual for the effectiveness of any
goal-oriented work (Bereczkei, 2015). Reflecting on the experience the qualities with which I was able to
lead the team were my ability of decision-making with good verbal and non-verbal communication. I was
able to be handle situation with patience and yet negotiate with my fellow team members regarding the
opinions and suggestions. However, there were places I went wrong and needed more emphasis such as
detailed plan.
In an environment with cultural differences, the major problem of communication is evident. The
cultural differences and lack of communication was one reason that led to the problem since one of us could
not present his thoughts clearly. Therefore, heading a team is not easy, as it requires skills to motivate and
bring the best from people who belong from a diverse cultural background.
3.0 Future goals and strategies
Goal(short-term) To take more responsibility
S- I will participate in every university program.
M- I will make sure to participate in at least 3 university activities.
A- Make the activities in my priority list so it will be carried out along with other
important work.
R- This will help me be more responsible and be more confident regarding my
abilities.
T- Till the end of last semester.
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Taking more responsibility in the short term duration will help me gain confidence on my abilities. It will
help me take the bigger responsibilities in future as well.
Goal (medium-term) Develop plan for carrying out a task
S- Develop in-depth plans including all the members. I will consider strengths and
weaknesses.
M- Obstacles are handled.
A- Prioritize timely meeting.
R- Starting with plan helps reducing wastage of time.
T- To finish the task before 48 hours.
Developing a plan before beginning a task help identifying possible obstacle that may arise. It helps in dealing
with the obstacle and figuring out solution to the problems. Timely meeting helps getting updated with team
members and solves queries. Also, finishing task before 48 hour will provide extra time to prepare well and
reduce last minute stress.
Goal(long-term) To create better and more effective communication among the team members
S- Build better relationship with the team members
M- I would encourage both ways communication.
A- Prioritize timely meeting
R- Better relationship helps reaching the overall goal.
T- All the team building activities are completed within the time frame.
Effective communication is one of the key factors that help in building relationships with team members and
hep in carrying out task in more effective way. I will get to know more people and learn the skills of
communication through this goal.
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4.0 Conclusion
This paper is based on interpersonal effectiveness which is a way to have effective ways to get work
done without raising any dispute or misunderstanding. The theory represented in the paper helped in
justifying the refection. In the end, it can be concluded that the paper helped me understand my strengths
and weakness to some extent.
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Reference List
Bereczkei, T. (2015). The manipulative skill: Cognitive devices and their neural correlates underlying
Machiavellian’s decision making. Brain and cognition, 99, 24-31.
Chang, C. F., Tuckman, H. P., & Chikoto-Schultz, G. L. (2018). Income diversity and nonprofit financial
health. Handbook of Research on Nonprofit Economics and Management, 11.
Fiore, S. M., & Georganta, E. (2017). Collaborative Problem-Solving and Team Development: Extending
the Macrocognition in Teams Model through Considerations of the Team Life Cycle. In Team
Dynamics Over Time (pp. 189-208). Emerald Publishing Limited.
Hargie, O. (2016). Skilled interpersonal communication: Research, theory and practice. Routledge.
Hartnell, C. A., Kinicki, A. J., Lambert, L. S., Fugate, M., & Doyle Corner, P. (2016). Do similarities or
differences between CEO leadership and organizational culture have a more positive effect on firm
performance? A test of competing predictions. Journal of Applied Psychology, 101(6), 846.
Kiweewa, J. M., Gilbride, D., Luke, M., & Clingerman, T. (2018). Tracking Growth Factors in Experiential
Training Groups Through Tuckman’s Conceptual Model. The Journal for Specialists in Group
Work, 43(3), 274-296.
Thompson, J. D. (2017). Organizations in action: Social science bases of administrative theory. Routledge.
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