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Your team members perform when members are comfortable with the project and their roles in it. Members will recognise other members talents and weaknesses. They may also be able to anticipate others needs and capabilities.

When the team is performing, you may be looking for ways to improve the quality of your work. While performing a helpful technique is to develop quality feedback loops.

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•Members should spend time getting to know each other.

•Strategic planning is important for effectiveness.

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Step 1: Define the Project Mission and Objectives

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Step 1: Define the Project Mission and Objectives

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•Objective 1: To communicate this advertisement campaign to the South African public to promote inclusivity of all cultures which is the subject of what is being developed.

•Objective 2: Have the South African public to have a better understanding of the different cultures within the country to show inclusivity and representation within the media in S.A.

Objective 3: To conduct research and develop a advertisement strategy to promote inclusivity in South Africa for the media to represent all cultures.

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The project outcomes are to promote inclusive media representation in South Africa so that all cultures are represented through an advertisement campaign, such as a Dove promotion campaign representing all cultures in South Africa.

The outcome should ensure that the South African public feel that their culture is represented and included in the communication activity on media platforms.

• Developing communications strategies for South African media industries to raise awareness through the campaign’s advertisement.

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Step 3: Define Team Members Responsibilities

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Step 3: Define Team Members Responsibilities

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Clarissa: This team member has clear communication abilities and organisation skills of given tasks from past experiences. Including people skills and managing available resources and maintaining control through the transformational leadership skills. Clarissa will be responsible for coordinating the campaign by maintaining the project schedule and running meetings.

Shanelle:

Coordinator: Managing and coordinator the team’s responsibilities and running meetings.

Researcher: Assigned with collecting information. Responsible for internet searches, digging up materials in library, and coordinating teams empirical research.

Designer: Responsible for laying out the document, collecting images, and making tables, graphs and charts.

Editor: Responsible for the organisation and style of the document. Identifies places where the document is missing content or where information need reorganising to achieve project purpose.

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16 Aug: Group meeting with all team member to plan and organise.

17 Aug: All team members have a role and responsibilities to ensure that strategies are being implemented.

20 Aug: Research is being collected for next meeting.

26 Aug: Group meeting to collect all aspects of the advertisement campaign.

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Work Plan:
• Identify the mission and objectives of the project.
•Lay out a step-by-step plan for achieving the mission and objectives.
•Establish a project calendar.
•Estimate a project budget if needed.
•Summarise the results\deliverables of the project.

Tasks being completed: Defining project mission and objectives, identifying project outcomes, defining team member responsibilities, creating a project calendar, and writing out a work plan.

When the tasks will be finished: 20 Dec 2024

Who is responsible for completing them: Clarissa and Shanelle

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Step 6: Agree on How Conflicts Will be Resolved

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Step 6: Agree on How Conflicts Will be Resolved

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Ways conflict can be resolved:
•Team members will vote on topics and ideas.

•The teams judgment will rely on the groups Majority during votes.

•The teams needs to reach full consensus on decisions.

•Team members will call a team meeting to discuss conflict, mediation can be used to resolve issues.

•Agreements will be written down for future reference to prevent conflicting situations.

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Storming: Storming is a stage in team development where members begin to experience conflicts and differences of opinion. It often occurs after the initial forming stage when team members are getting to know each other. During storming, conflicts may arise due to differences in communication styles, working preferences, and approaches to problem-solving. Effective technical communication strategies can help mitigate storming by encouraging open dialogue, active listening, and clear articulation of ideas.

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Choosing a meeting facilitator: A manger or supervisor runs the meetings. He/she responsible for setting time and agenda. Rotating the facilitator role allows for members to take on leadership roles and to maintain a more democratic approach.

Set an agenda: Agenda is a list of topics that is to be discussed in meeting, which should be set and sent out to the team a couple days before the meeting so that everyone will know the issue at hand.

Start and end meeting promptly: Meetings should start even if members are not present or late. Meeting should also end on time to prevent frustration.

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The norming stage is when members of your team will begin to accept their responsibilities and roles in the project. A sense of team unity will develop once members begin to trust one another. Criticism will become increasingly constructive as everyone in the team want to achieve the projects mission and objectives effectively.

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During the norming stage it is helpful to revise and refine the teams original decisions about the projects objectives and outcomes. The team will also want to revise the project schedule and reallocate the workload.

The work plan does not need to be rewritten from scratch, it may just be revised and refined.

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During the norming stage team members tend to take on team roles that reflect their personalities, capabilities, and interests.

Team Roles:

People orientated roles: people in these roles are responsible for managing the team members activities:

1) Coordinator: sets the agenda and keeps track of teams objectives; asks broader questions and summaries team decisions; keeps an eye on project calendar and coordinates the work of various team members.

2) Resource investigator: goes out to find information, bringing new ideas and strategies into discussion, looks outside the team for ways to improve the project

3) Team worker: focus on getting work done, may not be fully invested in planing the project but will do their part

Action-Oriented Roles: responsible for getting things done

4) shaper: focus on team tasks while looking for patterns in team discussions; emphasise completing the project

5) Implementor: stresses the “how to” nature of the project and is eager to develop methods for turning abstract objectives and plans into real actions

6) Completer/Finisher: focuses on attention to detail and the overall quality of the project, concerned about meeting deadlines and maintaining a schedule.

Cerebral Roles: responsible for planning, creating, and providing expertise in a project.

7) Monitor/evaluator: keeps the team on task by critiquing poor decisions or pointing out any flaws in reasoning

8) Plant: thinks critically, often providing original suggestions and innovative solutions to problems; tend to stress the big picture over smaller details

9) Specialist: contributes special skills and knowledge to the team; masters a specific topic or area of research, adding depth to the teams discussions

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Using Groupwork (Shared Drive) to Facilitate Work

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Using Groupwork (Shared Drive) to Facilitate Work

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When working in a team, Groupware may be helpful as it is a software that helps move information and documents around.

Groupware allows for team members to communicate and work collaboratively through a local area network or an internet.

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A communication activity to promote inclusive media representation in South Africa.

Mission of the project:
To promote inclusivity in South African media.

Organisation:
Digital Communication Consulting Firm

Client:
The Department of Communications and Digital Technologies

Team members:
Clarrisa
Shanelle

Readers:
Primary: South African Public, those who use dove products and who feel culturally excluded.
Secondary: South African media
Tertiary: South African politicians, local media reporters, social activist, Dove company
Gatekeeper: Government, Dove, Department of communications and digital technologies.

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Mediating a conflict between Clarissa and Shanelle during their Dove advertisement campaign to promote culturally inclusive media representation in South Africa requires a thoughtful and diplomatic approach by a mediator which is to be conducted by their supervisor.

1.     Prepare for the Mediation Session:

Set up a private and neutral space for the mediation where both parties can feel comfortable and safe.

Clearly define the purpose of the mediation: to address the conflict and find a resolution that aligns with the project's goal of cultural inclusivity.

2.     Invite Clarissa and Shanelle:

Contact both parties and invite them to participate in the mediation session. Emphasize the importance of their collaboration for the success of the project.

3.     Establish Ground Rules:

Begin the session by establishing ground rules for respectful communication. Encourage active listening and discourage interruptions.

4.     Allow Each Party to Share their Perspective:

Give Clarissa and Shanelle equal time to express their concerns and viewpoints. Ensure that they have the opportunity to speak without interruption.

5.     Acknowledge Emotions and Concerns:

Acknowledge the emotions and concerns expressed by both parties. Let them know that their feelings are valid and important to the resolution process.

6.     Identify Common Goals:

Find common ground by identifying shared goals and objectives related to the Dove advertisement campaign and cultural inclusivity.

7.     Focus on the Facts:

Encourage Clarissa and Shanelle to discuss specific issues or incidents that have caused the conflict. Focus on facts and concrete examples to avoid misunderstandings.

8.     Encourage Empathy:

Help Clarissa and Shanelle understand each other's perspectives by asking open-ended questions that promote empathy and understanding.

9.     Generate Solutions:

Brainstorm potential solutions together. Encourage both parties to contribute ideas for resolving the conflict and achieving the project's goals.

10.  Evaluate Solutions and Agree on a Resolution:

Discuss the proposed solutions and evaluate their feasibility and potential impact on the project. Work collaboratively to choose a resolution that addresses both parties' concerns.

11.  Document Agreements:

Clearly outline the agreed-upon resolution, including any action steps, responsibilities, and deadlines. Document this in writing to ensure clarity and accountability.

12.  Follow Up:

Schedule a follow-up meeting or check-in to review the progress of the resolution and ensure that both Clarissa and Shanelle are satisfied with the outcome.

13.  Maintain Open Communication:

Emphasize the importance of ongoing communication between Clarissa and Shanelle to prevent future conflicts and to ensure the successful execution of the Dove advertisement campaign.

Effective mediation requires patience, active listening, and a neutral stance. The ultimate goal is to foster a positive working relationship between team members Clarissa and Shanelle while advancing the project's objectives of cultural inclusivity in the Dove media representation advertisement campaign.

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Firing a team member, whether it's Clarissa or Shanelle, during the Dove advertisement campaign aimed at promoting culturally inclusive media representation in South Africa, is a serious decision that should be handled thoughtfully and professionally.

1.     Assessment and Documentation:

Before proceeding with the decision, assess the reasons for considering termination. Ensure you have clear documentation of performance or behaviour issues that justify the decision. Review the situation thoroughly before making any decisions, thoroughly review the situation that has led to considering the termination. Ensure that you have a clear understanding of the team member's performance, behaviour, and any potential impact on the project.

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A performance review is to evaluate the participation of you and your team members on the project we have completed. The perforce review will be a feedback form which will be taken into account when determining each member’s participation.

The team members role will be specified and their contributions will be listed. Including a rating will be done based on the team members participation.