pembentukan dan dinamika kelompok
Post on 22-Feb-2016
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PEMBENTUKAN DAN DINAMIKA KELOMPOK
Budi Anna Keliat
DISKUSI: CIRI KELOMPOK YANG EFEKTIFKELOMPOK 1 KELOMPOK 2 KELOMPOK 3
KECIL STRUKTUR JELAS V
TUJUAN JELAS/JOBDIS V+ VISI & MISI V
KOM EF v V
LOYALITAS NORMA V
MANAJEMEN WAKTU SALING MENGHARGAI V
WAWASAN LUAS KOMITMEN Kepuasan
PSOLVING Transparansi
UB POSITIF
CREATING AN EFFECTIVE TEAM
CREATING AN EFFECTIVE
TEAM
WORK DESIGN
CONTEXTUAL INFLUENCES
PROCESS VARIABLES
TEAM COMPOSITION
Key components 1: Work Design
Work Design
Freedom & Autonomy
Opportunity to utilize different skill & talents
Ability to complete a whole or identifiable
task/product
Responsibility and ownership & interest
Motivation & Effectiveness
Key components 2: Team Composition
Team Composition
Ability & personality
Team size
Member’s preference for
teamwork
Flexibility
3 Skill:1. Technical2. Problem solving &
decision making3. Interpersonal: listening,
Feedback, conflict resolution
Collective personality:1. Extraversion2. Agreeableness3. Conscientiousness4. Emotional stability
Higher team performanceTeam Size:1. Neither very
small or large: 4-12 members
Flexibility: - Can complete
each other’s tasks
- Adaptability- Less reliant on single
team member
- Higher team performance
Not everyone is a team player1. Create opportunities for
effective individuals2. Turn individuals into team player
- Selection - Training - Rewards
Key components 3: Contextual influences
Contextual Influences
Adequate Resources
Term Reference
Individual& joint
accountability
Term reference1. Who does what, equal contribution2 . Schedule3. Skill to developed4. How conflict will be resolve5. How to modify decisions6. Integration of individual skills
Organizational structure & leadership
Indvidual & Joint acc1. Traditional individual evaluations and rewards to include team performance2. Team based appraisals3. Team rewards4. System modifications
Reinforce team effort & commitment
Resources:1. Timely information2. Equipment3. Adequate staffing4. Administrative assistance5. Appropriate funding
Key components 4: PROCESS VARIABLES
PROCESS VARIABLES
COMMITMENT TO A
COMMON PURPOSE
ESTABLISHMENT OF SPECIFIC TEAM GOALS
MANAGED LEVEL OF CONFLICT
TEAM SYNERGY
2 + 2 = ?
5Positive Synergy
3Negative Synergy
NEGATIVE TEAM SYNERGY-”SOCIAL LOAFING”- Others not carrying fair work- Dispersion of responsibility
NEED MEANS TO IDENTIFY INDIVIDUAL EFFORT
HighSupport
Medium Support
Low Support
Non Mobilised
Low Opposition
Medium Opposition
High Opposition
Pasien & Kel
Dinsos, industri, Disnaker
RSU MPU, M.Adat, M. Syariat
Security system
Dinas Pendidikan
DPRA/K & Bappeda
Pemda & Dinkes
Assosiasi NGO Perusahaan obat
RSJ Kader Community leader
Media
Puskesmas University
Ormas
BPM (badan pemberdayaan masya)
Position Map of Major Stakeholder
Low power Medium power High power
HighSupport
Medium Support
Low Support
Non Mobilised
Low Opposition
Medium Opposition
High Opposition
Position Map of Major Stakeholder
Low power Medium power High power
DESA SIAGAHighSupport
Medium Support
Low Support
Non Mobilised
Low Opposition
Medium Opposition
High Opposition
KAPUS KADES
KADINKES KA RW
MASY
Low power Medium power High power
No Stakeholder Interests
1 Consumer, Family, Carer
(1) Optimum service (2) protection & respect of right (3) equitable access
2 Cadre (1) Facilities & incentive (2) respect & acknowledgement
3 Community Leader
Promotion, policy development, advocacy
4 Primary health care / Health center
(1)Revenue (2)burden, accessibility, improving capacity
5 Health service division / DHO
(1) Budget allocation, integrated & comprehensive program/obsessive
6 General Hospital (1)Revenue (2)avoid burden
STAKEHOLDER ANALYSIS
No Stakeholder Interests
7 Mental Hospital Revenue, burden (staff, workload),
8 Province Social Office Sharing budget, integrated & comprehensive program/service, training needs, staff >>, collaboration & agreement
9 Province Industry Office Sharing budget, integrated & comprehensive program/service, training needs, staff >>, collaboration & agreement
10 Province Labor Office (1)Contribution + product distribution, employment rate (2) improving job market
11 University (1) Job for graduates (2)knowledge building (3) knowledge transfer (4)project and revenue (5)recognition
12 Professional Organization (1)Job for member (2)protection of professional “right” (3)incentive for member (4)job security for member
STAKEHOLDER ANALYSIS
No Stakeholder Interests
13 NGO Funding, program development, monitoring and evaluation
14 BPM (Community empowerment)
Sharing budget, integrated & comprehensive program/service, training needs, staff >>, collaboration & agreement
15 Religious organization Promotion, policy development and advocacy
16 Pharmaceutical Company Level of demand
17 Media Promotion, advocacy
18 Community Organization Promotion, policy development, advocacy
STAKEHOLDER ANALYSIS
No Stakeholder Interests
19 Security system (1)Forensic & legal support (2)MH service in prison & detention, (3)facilities for handling violent and other mental health-related problem
20 Province Educational Office
(1)Extra work-load/responsibilities (2)promotion & prevention (3) Increasing quality of manpower increasing performance
21 Parliament (1) Impacts on the voters’ opinion (2)Pride & regional sentiments
22 Board of planning and development
(1)Impacts on the regional economy (2)Guidelines from the superior government level
23 Other division of P/DHO Decreasing of budget, integrated & comprehensive program/service
24 Ministry of Health Increasing performance, increasing budget, replicability / scale-up
STAKEHOLDER ANALYSIS
No Stakeholder HighSupport
Medium Support
Low Support
Non Mobilised
Low Opposition
Medium Opposition
High Opposition
1 Consumer, Family, Carer
2 Cadre
3 Community Leader
4 Primary health care / Health center
5 Health service division / DHO
6 General Hospital
HighSupport
Medium Support
Low Support
Non Mobilised
Low Opposition
Medium Opposition
High Opposition
+3
+2
+1
0
-1
-2
-3
Support
Power
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