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Bedsides the egos and self-interests there is an atmosphere that the board is in disarray. First, I would separate the people from the problem and groupthink. If that did not have effect, I would address them personally. I would address Jeff as a dominator and have gatekeeper direct the group so others could be heard. Since Aiden owns a grocery store that is useful, he is an an important member. Because of his status I would assign him a mentor and have a report generated on his activity. I would address Jessica’s aggressive behavior and not be silent about the abuse. I would describe to her the negative effect she is having on the board. I would address Hudson as a blocker. I would seek an authority figure for Hudson to respond to.

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I think there are many problems within this group that have to be dealt with because these problems are affecting them from accomplishing their goals. The person that I think is the biggest problem in this group is Hudson. He is against all new ideas because he doesn’t want to spend any money to achieve their goals. This is a major problem because it stops the team from moving forward with ideas because they are immediately shot down by him. One way to possibly solve this problem is to make a compromise. For the new ideas, the group members could look for the cheapest, effective ways for these projects. This will require the group to come up with different options to lower the cost. This should make Jeff happier and more willing to follow through because they are doing their best to save more money. In order for the team to move forward together, they have to come to these agreements otherwise they will be at a plateau with their progress. The group will have to calmly confront and persuade Hudson why these expenses are necessary.

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I was able to read this and say wow, so many personalities and so little space! I felt like there was a lot of ego conflict, some people did not like others because of their personality or their lack of. I also think the root of this is pseudo-conflict, because they are not understanding each other, nor working together to compliment each other to find who is good at what and how can we work together, effectively and stay engaged in the process. As the board, they need to sit down and get to know each other, on a more personal level in my opinion. It would be nice to know why Jeff does not put enough time and attention on the board, what is stopping him? if he shared that with the team, would they be more understanding and help him contribute more? Also, why is Aiden not attending the meeting? this is a sign of them not being engaged, why are they not engaged? Jessica is a hard worker, yes has a tendency to raise their voice, there has to be a reason why and it should be shared or worked through. Hudson needs to understand that in order to grow effectively and help more communities, money needs to be spent and going over a business plan or 5 year strategic plan could help them understand. For C.J, is the one that needs to implement that more intimate and inclusive environment by encouraging others to share and be more open, so that they can grow and be more successful. It has helped me so much to get to know someone more on a personal and professional level to understand their goals, their habits and how and where they effectively work.

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I have identified some ego conflict with relation conflict occurring because of it. I can also identify pseudo conflict where group members think that others are on another page but in reality, although the communication or emotion may get in the way, they want the same thing. There is also some task and process conflict between the board members. I think that Jessica scares or bullies the group into or out of certain situations. I do not always condone confronting a dominant, hard working group member so I would not necessarily do that in this case either. I think that CJ needs to advocate for the other group members and approach Jessica in private. Praise her hard work but communicate to her that her personality and laser focus can be intimidating to others. Where others find negative in Jessica's personality, make it a strong trait and something for her to work towards. Another big hinderance to the group is Jeff and his dominance of the board. Although he means well, other people do not feel like they are being heard. CJ should allow Jeff to state his ideas, but should also assert her position as leader and ask for other's input to try and get Jeff to understand that his ideas are not gospel. Another thing CJ could do is ask Jeff to take minutes, record the ideas of everyone and summarize them, and accurately. Jeff will realize that other people have a voice, CJ can assert her leadership prowess, and others will feel they have a voice.

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The conflict of the board is that, Jessica, Creates tension within the board. While she is a hard and productive worker, she impedes the progress of the board by looking down upon other as opposed to collaborating with them to make overall group progress and success rather than personal gain/success. While she may be mild-mannered, C.J seems like she is the person that should be in the position of leadership on the board over all other members, because she has the best interest for the betterment and long term success of the organization as does Jeff, however Jeff has issues communicating with the group due to his nature of what seems to overreaching his boundaries. The remaining members, Hudson and Aiden seem to be liabilities to board by shooting down others ideas rather than collaborating and in return bringing no positive impact to the board.

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It is obvious that all members have their strengths and weaknesses, and that they all bring something different to the board. I noticed quite a bit of conflict as I am sure many did too. Jessica is a hard worker but needs to work on her aggression and the way she speaks to others, Jess offers fairly decent ideas but has pushed his views and ideas onto others that he has burnt them out. C.J realistically seems like an ideal board member, she wants to succeed and help the organization do better. Hudson needs to reevaluate and understand that sometimes yes you have to spend money to bring in a larger profit. I feel that Aiden should resign from the board since he doesn't seem to have the organizations best interest at heart.

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The conflict I saw on the board was Jessica being rude/condescending when people made little mistakes, which is bound to happen in group work and should be accepted rather than looking down upon in order to learn from them. I noticed Aiden not putting in his full effort by not showing up every meeting. This is disrespectful to the rest of the group members time. I noticed Jeff trying to take over the group and not want to let other people contribute which is self-centered and inconsiderate. Hudson seems like he is stubborn and not okay with any change. In group work, changes happen quite frequently. As a group member, the mindset he has should not be the one to have. I can see all of these issues really clashing together, creating a lot of conflict in different areas. I think ego-conflict and relation-conflict occurs on this board.

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The member of this board all have their strengths and weaknesses, across the board all of them struggle with comminication skills. as for the individual aspect of the group Jeff need to work on how he actively listens, the issue might be that he is responding to often and going off into tangents, another helpful thing for him to do is to maybe summarize his points more, allowing more people to have a turn sharing more ideas. The next individual is Aiden, he never attends the meeting and he often doesn't do assignments for the board, the weakest link in my opinion. Aiden needs to decide if he's going to commit to this group and it's mission or if he is going to conitinue what he is doing and get voted off the board. The next individual is Jessica she is a hard worker with an over inflated ego she need to understand that other people have things that come first sometimes besides this board. in order to improve her self she needs to learn to be aware of her anger level and just breath. The following individual Hudson just needs to be more open to the groups ideas and fully consider them, letting go of the past can be one of the hardest tasks to improve yourself but it is doable. and lastly C.J, he needs to stop being the glue and the temporary solution and has to maybe lead the discussion on how this board can fundamentally do things different to insure success for the food bank.

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Jessica to me is the hardest group member to deal with. She is described as a hard worker but she is a terrible team member. Jessica has no respect for her team members and is known to commonly raise her voice. Its so bad the rest of team is afraid of her, so they just stay quiet when she gets upset. The biggest part of a group or team is communication and Jessica simply cannot communicate is the correct way. She is unethically aggressive. To mend this team back together Jessica needs to be confronted and told how they appreciate her dedication and hard but how she treats others on the team is no good and they will not be able to function if she continues her act.

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Jessica is the unethically aggressive group member. She is described as being a hard worker-maybe too hard. She obviously is very good at what she does but doesn't really do well with social interactions on the board. Due to the fact that she is such a hard worker you want to keep her on the team, but you can't have other board members scared of her. The first thing I would do is start standing up for other board members. If everyone on the board starts standing up for the people Jessica attacks, Jessica may realize she is being too harsh. If this doesn't work, I would have several members of the board, including C.J., confront Jessica about the issue. I would simply tell her that she is a great worker for the board, but when she attacks other members the whole team feels the negative side effects. People are scared to speak, nervous to share their ideas, and don't like working with Jessica.

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Aiden sounds like the irresponsible group member, which can sometimes be someone who is very well liked with well intentions. These can be difficult group members to work with because though you want to like them and want them to succeed, they lack the dedication and time necessary to do so. I like that the book suggests assignment them a mentor, someone more experienced to help them navigate the work load and balance need to accomplish what they have set out to do.. This might be putting 'more work' on another group member, but I think positive reinforcement and encouragement can often produce better results than going straight to a supervisor and potentially getting the irresponsible group member in trouble.

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Hudson is someone that Blocks Progress. It's hard when you're scared or stressed about money, but when you actually have the means to make the project work, you need to put your nervousness to the side. I would sit Hudson down and really show him the bank statements to prove that there wasn't a financial crisis and that there wouldn't be one after the fact. I wouldn't necessarily go about the "spend money to earn money", but I'd definitely try to ease his mind that they weren't running out of money. In another time, where they weren't trying to organize this project, I would try to get them to switch their roles. I've seen it work before where it gives them new perspective and understanding of what everyone deals with on a day-to-day basis. It might just help everyone come to an agreement on what they're going to do.

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Jessica sounds like one of the hardest group members too deal with. She works hard, and clearly has passsion for what she does, but that passion tends to get the best of her. It is hard to call her out on her agressive behavior towards others because her strong work ethic makes her a valueable asset to the team. One way to get through to her would be earning her respect. If one or more team members worked just as hard, if not harder, than Jessica, it would show her that the other members are also valueable assets to the team, and screaming at them hurts the team by damaging moral and creative tension in the workplace. If Jessica contiues to lash out at others, it is important that the other group members stand up for whoever is being singled out, especially when it's clear that Jessica is going over the top. If all else fails, C.J. should confront Jessica. He is the board chair, and he needs to make sure that everyone is working coherently.

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Jeff was described in the passage as taking over the conversation and insisting on his ideas. With that being said Jeff falls in the dominance category. Dominance for Jeff in the group did not work too well. Because Jeff was so dominant with his actions whenever he would bring up an idea it would be shut down right away. Jeff could use gatekeeping to get other people into the conversation when he feels that he is dominating. This will allow for his ideas to be taken more often because he is no longer dominating the conversation. The group members also could take charge and pull Jeff off to the side to have a private conversation. This will allow for him to see what he is doing and give him a chance to fix it without being embarrassed. When you are a dominant person you tend to take over the entire conversation, sometimes you need to be put in your place.

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Jeff is a very dominant person when it comes to talking and expressing himself. Because of him being overly dominant towards the other board members, they would easily shut down his ideas. It was Jeffs way or the high way and there was no in between which is not what you want when trying to communicate efficiently and when working in a team. I think what would have worked better would have been for Jeff to state his ideas and then listen to everyone else's not just think that his ideas are were the only good ones. However I do think that it is part of the board members jobs to put Jeff in his place not to just shut him down right away and disagree with everything he says, otherwise he will never learn to not be so dominant.

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Jeff feels the need to dominate the board, which shouldn't be his mindset, it should be to help people by donating food. I think it is good that people disagree with Jeff, but I think they should do it nicely, and tell him the real reason why they don't want to use his ideas and that he is too controlling. Although he is power hungry, I think if he was more self aware he wouldn't be so much like that. I think that the easiest thing to do would be to communicate with them and tell them how they're negatively affecting the overall board. The conflicting personalities may be better used in specific jobs with independent tasks for them to do.

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Jeff was described as someone who has good intentions and has good ideas, but he seems to dominate in the board a little too much. Even when the board saw that he had good ideas they still seemed like they wanted to shut them down just because he insisted that his ideas should be the ones implemented and didn't take other ideas into consideration. It was almost like he just had tunnel vision on what he thought and only what he thought. A way that the situation with Jeff can be fixed is by trying to voice to other people to share their ideas too. Another way could be by listening to their ideas and giving them a specific task to complete rather than dominating the whole board. The last way that the problem with Jeff could be addressed if non of the other solutions worked is just pulling him aside and telling him to be less dominating and try to take other ideas into consideration.

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Aiden is clearly in the irresponsible category. Being part of the group just because it will look good on a resume and not actively participating is not okay! In this situation, I would combine strategies 2 and 3 here. I would pull Aiden aside and ask him to pull his own weight, and ask him to consider how his lack of participation is affecting the group. I would remind him that it would look negatively on him if he ran for City Counsel but the nonprofit group that he was part of did not back his campaign for lack of confidence in his work.

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Jessica is described as “a hard worker-maybe too hard, she has little patience for people who didn’t do what they were supposed to do” (pg. 125). She often yells and scream obscenities at members who make the smallest errors. After understanding her personality and looking at the graph on page 127 it led me to believe she is unethically aggressive. Jessica has been caught being verbally abusive towards the other members and purposely disconfirms others when they make the littlest of mistakes. Some options to managing her problem would be to have the other members confront her collectively, because the group should not have to tolerate how aggressive personality. Another way to manage the problem would be to describe how she is affecting the other group members in a negative way. 

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Jeff right off the bat is described as: "he means well, but he seemed to have a need to dominate the board. He talked to much; and although he was not the current board chair, he wanted to insist that his ideas were the ones to be implemented" (pg 125). This statement about Jeff leads me over to page 127 on the graph. In the top column it states: Dominates: Tries to tell people what to do without seeking permission from the group; tells rather than asks; monopolizes the conversation. I think he fits in well with this category. Options for managing his problem in the group would be: using gatekeeping skills to incorporate others into conversations in the group, channel the dominator's energy by giving them a specific task to complete, ask them in private to be less domineering, and finally, the group or team may collectively decide to confront the domineering member to try and fix it.

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Padlet 
Aiden is the irresponsible group member. The text book offered some good strategies for dealing with this, the one I most appreciated was “Speak to the offending group member privately”. I would pull Aiden aside, and first uplift everything he has to offer the group. As a grocery store manager, he can offer insight on providing food for the program. I would point this skill set out, and others. Then, after first encouraging him, I would point out how he is unable to use these gifts and knowledge if he is not present. Following this encounter, I would check in with him, reminding him and of meetings, and if necessary, I would use strategy 2 pointing out who will get credit. Meaning, if he does not contribute, we will have to (in this case) find another member to take his place. 

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I logged on with my Apple ID. (Discovered Padlet works with emails other than school address.) I think the privacy settings were goofed up but should be fixed now.

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This is via my phone after snapping the QR Code

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Hudson is the member who is automatically against all ideas.  I would start out with humor -maybe give Hudson some grief for being El Cheapo. Then I would use this as an opportunity to call him on his negative attitude.  He might not be aware he shoots down ideas so consistently.  (This is an example of the kind of post I am looking for.)