新西兰惠灵顿 assignment 代写:背景因素

2018-08-16 19:49

我想讨论的第一个主题是背景因素。根据定义，背景因素是在群体形成之前就存在的属性，并且可能在群体不再存在之后继续存在。一些相关的背景因素包括性格、年龄、健康和价值观。个性是小团体互动中最重要的背景因素之一(Tubbs, 2009)。我是修改提案工作组的成员，每月参加组织的会议。在这个工作小组中，我们讨论了修改提案过程中存在的问题和可能出现的失败。来自Tinker AFB地点的普通与会者包括政府和文职雇员，他们是由工作组高级成员和政府经理特意挑选出来的。有各种主题专家，他们也参加了基于领导选择的主题和问题。我受命参加并支持这个工作组，因为我被指定为这些问题的主题专家。我的办公室有责任及时收到发起者提出的修改建议并确保批准。通常这并不像看上去那么容易。工作组主席是我们大楼的高级政府雇员之一。会议上提出了问题，但没有听取他们的回答。这些过程由空军记录下来，指令中有非常具体的指导。根据我的观察，主席有必要控制或影响这一进程，使其影响集团的结果。
新西兰惠灵顿 assignment 代写:背景因素
The first subject I want to discuss is background factors. By definition, background factors are attributes that existed prior to the groups formation and will probably endure after the group no longer exists. Some relevant background factors include personalities, age, health and values. Personality is one of the most important background factors in small group interaction (Tubbs, 2009). I am a member of a modification proposal working group and attend monthly meetings for my organization. In this working group, we discuss issues and the perceived failures of the modification proposal process. The normal attendees from the Tinker AFB location include both government and civilian employees who were purposely selected by the working groups senior member and government manager. There are various subject matter experts who also attend based on leaderships selected topics and questions.I was directed to attend and support this working group as I have been anointed the subject matter expert for these issues. My office has the responsibility to receive the modification proposals from the initiator and insure approval in a timely manner. Often this is not as easy as it appears. The working group chairperson is one of the high-ranking government employees in our building. Questions are asked at the meetings and the answers are not listened to. These processes are documented by the Air Force and there is very specific guidance detailed in the instructions. It is my observation that the chairperson has a need to control or influence the process to the point that it is interfering with the outcomes of the group.

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