Despite these challenges, I think one of the areas that we performed well as a team was in the distribution of roles and responsibilities among members. Notably, when we recognised during the storming stage that our team was at risk of failing to achieve its goals and objectives, we unanimously agreed to identify different roles and responsibilities in the team and as such, distribute them accordingly among members. Notably, apart from distributing different parts of the presentation to each member, we also divided accompanying tasks among members such as compiling members’ contribution into a single presentation document and designing the presentation to ensure it was attractive. Importantly, each member was allowed to choose a task based on his or her abilities. According to the expectancy theory of motivation, individuals within an organisation are likely to portray certain behaviour because there are underlying factors that motivate them to act in that way (Friedman, Cox and Maher 2008). In this case, the expectancy theory promotes the need to establish specific expectations that individuals ought to accomplish within organisation. Note that through determining what each member was supposed to accomplish as far as roles were concerned, our team not only eliminated social loafing but also enhanced the performance of each members as far as accomplishing our team objectives and goals were concerned.
尽管存在这些挑战，我认为作为一个团队，我们表现出色的领域之一是在成员之间分配角色和责任。值得注意的是，当我们在风暴阶段意识到我们的团队有可能无法实现其目标时，我们一致同意确定团队中的不同角色和职责，并据此在成员之间分配。值得注意的是，除了将演示文稿的不同部分分发给每个成员之外，我们还将附带的任务分配给成员，例如将成员的贡献汇编到单个演示文档中，并设计演示文稿以确保其具有吸引力。重要的是，每个成员都可以根据自己的能力选择任务。根据动机的预期理论，组织内的个人可能会表现出某种行为，因为有一些潜在因素促使他们以这种方式行动（Friedman、Cox和Maher，2008）。在这种情况下，期望理论促进了建立个人在组织内应该实现的特定期望的需要。请注意，通过确定每个成员在角色方面应该完成的任务，我们的团队不仅消除了社会懒散，还提高了每个成员在完成团队目标方面的表现。
Importantly, despite the fact that as a team we managed to complete our presentation project on time, there is still room for improvement in future that could help us improve the way we manage our performance. To begin with, I think disagreements and conflicts between members during the initial stages of our team had a significant negative impact not only on the way members interacted with each other but also on our planning of team activities. Therefore, in order to recover wasted time, we had to hurry up and deny members time to fully make their contributions. Speaking from this perspective, I think in future we will need to develop and implement mitigation measures to address disagreements and conflicts among members that could arise during the storming stage in order to minimise wastage of time. Moreover, when the level of disagreement and conflicts among members is low, members have an opportunity to strengthen their bond during the early stages of team development and as such, this help enhance their level of focus and collaboration in accomplishing different tasks.
重要的是，尽管作为一个团队，我们成功地按时完成了演示项目，但未来仍有改进的余地，这有助于我们改进管理绩效的方式。首先，我认为在团队的初始阶段，成员之间的分歧和冲突不仅对成员之间的互动方式，而且对我们的团队活动规划产生了重大的负面影响。因此，为了挽回浪费的时间，我们必须加快步伐，不让各位议员有充分时间作出贡献。从这个角度来说，我认为将来我们需要制定和实施缓解措施，以解决成员之间在风暴阶段可能出现的分歧和冲突，从而更大限度地减少时间浪费。此外，当成员之间的分歧和冲突程度较低时，成员有机会在团队发展的早期阶段加强他们之间的联系，因此，这有助于提高他们在完成不同任务时的专注和协作水平。
Apart from implementing mitigation measures to help minimise conflicts and disagreements during the storming stages of team development, I also think creating a framework to improve the recognition of members’ efforts and contributions will play a critical role in motivating members and boosting their morale, thus encouraging them to perform even better. Arguably, among the key needs of individuals in society is recognition. Note that members within a particular team have common goals and as such, it is expected that each will put in more effort to ensure that the team goals and/or objectives are met. Despite these expectations, it is important to mention that one’s responsibility does not take away the need for recognition. Therefore, teams need to go beyond demanding members to fulfil their roles and responsibility to appreciating them for their efforts as a way to enhance their motivation and morale. For class teams, such recognition can be in form of clapping for the best performing team member or buying him or her a small present such as a cup of coffee or candy. Whereas a cup of coffee or candy seems like something that does not cost much, its values as far as boosting the morale of the member in question is immeasurable.
除了在团队发展的冲刺阶段实施缓解措施以帮助更大限度地减少冲突和分歧外，我还认为建立一个框架以提高对成员努力和贡献的认可，将在激励成员和鼓舞其士气方面发挥关键作用，从而鼓励他们表现得更好。可以说，个人在社会中的关键需求之一是认可。请注意，特定团队中的成员有共同的目标，因此，预计每个成员都会投入更多的精力来确保团队目标和/或目标得到实现。尽管有这些期望，但重要的是要指出，一个人的责任并不意味着需要承认。因此，团队需要超越要求成员履行其角色和责任的要求，而是感谢他们的努力，以此来提高他们的动机和士气。对于班级团队来说，这种认可可以是为表现更好的团队成员鼓掌，或者给他或她买一杯咖啡或糖果等小礼物。虽然一杯咖啡或糖果似乎并不贵，但它对于提高会员士气的价值却是不可估量的。
In conclusion, there are a number of challenges that my team faced during the process of preparing a presentation on Google’s Performance Measurement System. Note that the disagreements and conflicts between members during the storming stage of our team development slowed down our progress and in the end affected our performance levels. In this case, these disagreements and conflicts led to wastages of precious times and as such, to recover this time, the contribution of each member had to be limited. This led to some members feeling unappreciated. Therefore, in future, there will be a need to formulate and implement mitigation measures to address conflicts and disagreements and as such, improve the integration of members and boost their morale. Furthermore, as a team, we will establish mechanisms of recognising the best performing members in order to appreciate their effort and as such, encourage them and the entire team to perform even better.
总之，我的团队在准备谷歌绩效评估系统演示文稿的过程中面临着许多挑战。请注意，在团队发展的风暴阶段，成员之间的分歧和冲突减缓了我们的进度，并最终影响了我们的绩效水平。在这种情况下，这些分歧和冲突导致了宝贵时间的浪费，因此，为了恢复这一时间，每个成员的贡献必须受到限制。这导致一些成员感到不受赏识。因此，今后将需要制定和实施缓解措施，以解决冲突和分歧，从而改善成员的融合，提高他们的士气。此外，作为一个团队，我们将建立表彰表现更佳的成员的机制，以感谢他们的努力，并以此鼓励他们和整个团队表现得更好。