Influx of diverse ideas and counter-productivity
HCA 822 Topic 3 DQ 2
In health care organizations, is there ever a point where the influx of diverse ideas becomes counter-productive to innovation and effectiveness? Support your position.
ADDITIONAL DETAILS
Influx of diverse ideas and counter-productivity
Introduction
If you’re a manager, it’s tempting to think that a group project is the best way to get everyone on board. After all, if everyone gets involved in the planning and execution of your project then they’ll feel like they’ve contributed something meaningful. That might sound great at first blush—but the reality of a group project can be much more complicated than that! Here are some reasons why group projects often end up being less effective than they should be:
Too many cooks
Having too many people working on a project can lead to confusion. Too many cooks in the kitchen leads to a lack of focus, which means they’re not able to achieve their goals. This also makes it difficult for them to feel ownership over their work and prevent them from being able to make any changes or improvements without input from others in the team.
Too much noise is another issue that arises when there are too many people involved in an endeavor: The more voices there are, the harder it becomes for everyone else—the quiet ones—to get heard and understood.
Stakeholders making stupid requests
It’s important to remember that stakeholders are the ones who can make or break your project. They’re not just a bunch of people who want something, they’re often in charge of deciding how their money gets spent and what direction it’ll take.
Stakeholders will often ask for things like new features, but not all of these requests are helpful or necessary; some may even be counter-productive. For example: A stakeholder asked for an upgrade from 1GB RAM to 2GB RAM on their server because they were running out of memory space (a legitimate problem). However, this request was met with resistance from another group member who thought this move would cause problems down the road due to its high cost compared with other data center providers’ prices—and so it did! This instance shows how difficult it can be sometimes just getting everyone on board with small changes made by one person when there could potentially be dozens more involved at any given moment in time (including yours!).
People getting defensive about their ideas
People can get defensive about their ideas. This can be a problem, but it doesn’t have to be. In fact, it’s important that you take time to listen and absorb new information from your peers before you react defensively or take offense at the idea being presented.
People aren’t always going to agree with each other in the workplace, but if you’re not listening then there won’t be any chance for dialogue! If one person says something stupid or offensive and another responds by defending themselves rather than acknowledging their mistake as well as coming up with solutions together (even if they don’t like those solutions), this could lead into an argument that destroys any chance at collaboration in your team or company.
People losing interest or getting overwhelmed by the project
If you’re working on a project and see that your team is losing interest or getting overwhelmed by the project, it’s important to know how to address this problem. You can do this by making sure everyone understands what the goal of the project is, what they are contributing towards achieving that goal and why their contribution will make a difference.
You may find that some people have trouble seeing how their contribution will help with meeting those goals because they aren’t engaged in the process of creating them. This can be solved by putting together an engaging timeline so everyone knows when each task needs to be done next, who has responsibility for performing those tasks (and who should check in with them), etcetera.
The best way to deal with group projects is to delegate responsibilities and let everyone own a piece of the work.
The best way to deal with group projects is to delegate responsibilities and let everyone own a piece of the work. If you have a lot going on in your life, this can be difficult but it’s worth it for the long-term benefit of your team.
This will help avoid over-communication and allow everyone to feel ownership of their contribution. It also ensures that each member has a stake in the success or failure of their project—which helps build trust among teammates and makes them more likely to give feedback when something isn’t working out as planned.
Conclusion
We’ve all been on a project that went south, and it can be a stressful experience. The key is knowing how to manage these situations so they don’t get out of hand or cause more harm than good. If you find yourself in one of these scenarios, try taking cues from the tips above and make sure everyone is on board with what needs to happen. If not, at least you’ll know where things went wrong before they start again!
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