Group def:

A number of individuals who frequently contact each other with mutual influence on each other
to achieve a set of common goals

5 principles of goal setting:

Clarity: define clear targets, assign roles, and clarify process steps
Challenge: sense of achievement, set rewards to motivate each other and increase commitment
Commitment: self-competence that measures the level of willpower, reliability, adherence to
deadline, time planning and management and low level of procrastination of team members
Feedback: frequent reporting of completed tasks to discuss possible improvements
Task complexity: choose the best communication structure that is most efficient to the task
complexity and seperate it into smaller tasks and deadlines.

Tuckman:
Forming: know each other
Storming: share opinions on goals tasks assign roles discuss individual working style
Norming: clarify tasks, processes roles values and cooperation
Performing: handle process without supervision highest level of performance possible
Adjourning: complete tasks and quit group

Sense of teamwork:
Meaningful work content, define process steps
Average dependence of tasks on each other
Highest dissimilarity of tasks between team members
Clear criteria of success

Good team player:

Social competencies: Likes to work in a group, support each other, self-guidance, commitment,
time management, friendliness, motivational, optimistic, cooperation, mediating in conflict,
arguing, listening

Team communication structure:

Has an impact on leadership and efficiency in terms of decision making and satisfaction of team
members
Star: highest restrictive, all members rely on the center member, could lead to low satisfaction
between members
Y:
Circle:
All channels: least restrictive, high satisfaction between members

Barriers of effective communication:

- filter mechanism: manipulation of message or information from sender to disguise information,
especially with different levels and career expectations
- selective perception: projecting his own interests and expectations to the information that he
reads to match his own needs and motives
- overloading of information: limited capacity to process information which leads to selecting,
forwarding, ignoring or losing information
- defensive attitude: conflict when a team member feels threatened or attacked due to sarcasm,
verbal attacks or prejudice

Intrinsic motivation: comes from inside: sense of achievement, self determination, feeling of
competence, gain knowledge and experience in the field of interest to achieve career goals
Extrinsic motivation: comes from outside: financial reward, promotion, praise, grades,
punishment, bonus

Concept of scientific speech:

Introduction:
Motivational question: why is this study so important?
Explain targets, research questions

Main part
Theoretical background
Research questions and hypothesis
Results
End

Conclusion
Summary of results
Conclusins and open questions

Conflict: tension situation between 2 people or organizations where they experience

incompatibilities in feeling or thinking to the point of thinking the other actors are an obstacle in
front of realizing his interests, so he tries to eliminate the discomfort or enforce his interests.

Types of conflicts:
Factual conflict: can be solved by methods of problem solving
- identity and describe a problem
- define and agree to a goal
- analyze cause
- develop and weigh proposal for solution
- implement desicions

Relationship conflict: cannot be solved systematically

- personal commitment
- apology
- confidence building
- courage and generosity

Distribution conflict: scarcity of resources

- zero sum game: rock paper scissors
- negotiate
- rules for negotiating

Intervention in conflicts:
Self help: looking for conversations
Moderation: techniques of constructive communication and decision making
Trusts in the goodwill of involved members
Mediation: between the parties, conducts isolated discussions with both parties to identify
interests snd positions
Tries to protect both interests
Intervention