Group Presentation On Zero Hour Contracts: Teamwork Challenges And Resolution

Introduction

The second group presentation is zero hour contract, one day before the presentation, my teammates texted me and asked me what I had done, but unfortunately, I had not done anything as I forgot about the presentation. So, my teammates started to complain about me. Teammate A and teammate B together argued that I and teammate C should work together because they blamed us that we did not work together. They even complained that the team was ridiculous. As a result, another teammate was very dissatisfied; she believed that it was teamwork, so all the team members should work as whole instead of separating into two small groups. I felt guilty of forgetting the presentation, so I kept silent all the time. In the end of the argument, I promised I would not forget the presentation next time. In moments like these, seeking education dissertation help can make a significant difference in managing academic responsibilities and teamwork.

In the evening, teammate C criticized teammate A because she couldn’t come to the presentation again (It is also happened last week). Unlike me who just kept silent, teammate A was very angry and blamed me and teammate C again for doing nothing in the former week. This made me feel so upset but I reckoned that I was obliged to do the presentation.

The following week, teammate C was very rude to me; I thought it was an unacceptable behaviour because she did not respect my work and my devotion. In addition, it was totally unreasonable because she did not do anything about The Aesthetic Employee and still was unsatisfied with the work I had spent whole weekend on. As for the rude people, I always feel angry and revolting thus, I always keep distance from such people.

Analysis what sense can you make of the situation?

In this chapter I’m going to analysis the cause of the unsuccessful teamwork. There certainly is a problem existing in our communication. We are four people in the group, I don’t want to speak to them and they also rarely speak to me. The reason I’m quite reluctant to speak to them is that I think they are very rude and hard to make any conversation. Because this group is formed by the people who don’t like each other, it is never going to work out.

Conclusion what else could I have done?

I shouldn’t have refused to rework my presentation slides on The Aesthetic Employee. Although I felt angry about her rude asking, I still have to focus on the whole picture. If I could have done it the second time, I would ask her why she dissatisfied about my work and ask her opinion about how to improve it.

Action plan If it arose again what would you do?

First of all, I should contact my teammates first instead of waiting them to contact me. Secondly, I should be able to illustrate my opinion straight forward and assertively instead of hesitating whether speak it or not. If I don’t speak it out, other people will not know what I am thinking. Thirdly, I found that I don’t get along with some people who I reckon as rude. I shouldn’t reckon them as rude; maybe they just have different ways of doing things.

In this course, I’ve learned lots of things, including the strategies of employee retention, training, and recruitment (Dayıoğlu and Ercan, 2010). Even if the context is just theories, but they are practical, they can guide me on how to manage employees as HR person, which means it is also useful for my future career development.

This course will help me navigate the problems that will arise in my career such as conflict resolutions (Brenke, 2017). In organizations, internal conflicts are common and the Human Resource department is tasked with the job of eliminating such conflicts because they may reduce productivity. This course has taught me a lot about conflict management, especially through the team I was involved with (Scarpetta et al 2010). If conflicts can lead to such disagreements in class, then the skills gained from the course and experience will help me avoid conflicts at my workplace.

With the unemployment problem studied in the course, I will be able to handle the unemployment cases especially for the youth who have already been trained in programs such as ‘Youth on the Move’ (Pastore and Giuliani, 2015). Moreover, my skills will help me assist in improving employee turnover because companies suffer a lot from this issue. To effectively integrate with the employees in my future workplace, I need to use the communication skills learned throughout the course.

The communication skills learned were effective when resolving my team’s assignment issues meaning that understanding the needs of the employees will require these skills (Gundogan, 1999). Employees who work for particular organizations may not be satisfied with how they are treated. For example, in Europe (Dietrich and Möller, 2016), the youth who are required to have extensive experience to have certain jobs should be dealt with from another perspective. The essence of training has been identified in the course as important in human resource department while searching for reliable and qualified applicants. Through this knowledge, I will be able to filter out the applicants that are not relevant and have not qualified for the application advertised. However, after choosing the right candidates, what I have learned in this course will allow me to connect with the employee’s needs hence identify a problem, especially if it requires training. What an amazing and useful course this was.

References

• Brenke, K., 2017. Youth in Europe: Unemployment falling but major labor market problems persist. DIW Economic Bulletin, 7(45), pp.455-464.
• Dayıoğlu, M. and Ercan, H., (2010). Developing More Effective Labor Market Policies and Institutions in Emerging Economies: Turkey, Geneva: International Labor Organization Project, Employment Analysis and Research Unit.
• Dietrich, H. and Möller, J., 2016. Youth unemployment in Europe–business cycle and institutional effects. International Economics and Economic Policy, 13(1), pp.5-25.
• Gundogan, N., 1999. Youth Unemployment and Youth Employment Policies in the Member States of the European Union. Ankara University Faculty of Political Science, 54(1), pp.63-79.
• Pastore, F. and Giuliani, L., 2015. The determinants of youth unemployment. A panel data analysis. Discussion Papers 2_2015. CRISEI, University of Naples" Parthenope", Italy. [Online].Available from: http://www.ub.edu/aqr/arxiu/Paper_Pastore-Giuliani.pdf. [Accessed 31 March, 2019].
• Scarpetta, S. Sonnet, A.and Manfredi, T. (2010), Rising youth unemployment during the crisis. How to Prevent Negative Long-term Consequences on a Generation? OECD Social, Employment and Migration Working Papers, OECD Publishing.