NATIONAL ECONOMICS UNIVERSITY

INTL. SCHOOL of MANAGEMENT and ECONOMICS

GROUP ASSIGNMENT

REPORT ON TEAM’S INTERACTIONS AND

PERFORMANCE OVER THE CLASS SESSIONS

Group : 5
Class : BBAEi5 – K64
Subject : Organizational Behavior
Lecturer : PhD. Tran Huy Phuong

Hanoi, 2024
 NATIONAL ECONOMICS UNIVERSITY
INTL. SCHOOL of MANAGEMENT and ECONOMICS

GROUP ASSIGNMENT

REPORT ON TEAM’S INTERACTIONS AND

PERFORMANCE OVER THE CLASS SESSIONS

GROUP 5 :
Member Student ID
Hoàng Lê Kim Anh 11220196
Lê Nguyễn Châu Anh 11220250
Lê Huyền Sa 11225597
Nguyễn Thu Trang 11226465
Phạm Nguyễn Trúc Anh 11220543
Nguyễn Lê Việt 11226906

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 Table of Contents

I. Introduction our team.............................................................................................................5

1. Common goals and purpose...............................................................................................5
2. Cohesion and Trust.............................................................................................................5
3. Interdependence and Collaboration.................................................................................5
4. Roles and Responsibilities..................................................................................................5
5. Group norms and values....................................................................................................5
6. Motivation and Engagement..............................................................................................6
II. Analysis of relevant team development theories.....................................................................6
1. Tuckman’s Stages of group development............................................................................6
2. Punctuated – Equilibrim Model...........................................................................................7
3. Supporting Team Cooperation.............................................................................................7
III. Reflection on the application of content and process theories of motivation for enhancing
and maintaining an effective team..................................................................................................8
1. Applying Maslow’s Hỉearchy of Needs.............................................................................8
2. Applying Herzberg’s Two – Factor Theory.....................................................................8
3. Applying Expectancy Theory............................................................................................9
4. Applying Goal – Setting Theory........................................................................................9
5. Applying Equity Theory.....................................................................................................9
IV. Analysis of the impact of individual personalities and roles on teamwork.........................10
1. Individual personalities and Roles..................................................................................10
2. Conflict situation within the team...................................................................................11
V. Factors making the team effective/ ineffective.....................................................................11
1. Communication skills.......................................................................................................11
2. Clear task assignment and Responsibility......................................................................12
3. Trust and Commitment....................................................................................................12
4. Barriers in conflict resolution..........................................................................................12
5. Flexibility and Adaptability.............................................................................................13

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VI. Relationship between the effectiveness of teamwork and goal achievement......................13
1. Effective teamwork propels goal achievement...............................................................13
2. Goal achievement drives effective teamwork.................................................................14
3. Key factors influencing this relationship........................................................................14
VII. Description of each individual team member’s contribution to the teamwork...............14

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 FOREWORD
In today’s complex academic and organizational environments, effective teamwork is essential
for achieving success. This report analyzes our group’s dynamics and performance in the
Organizational Behavior course, comprising six diverse members with distinct personalities and
skills. By applying theories of group properties and utilizing structured task management through
the RACI method, our team aimed to optimize collaboration, minimize misunderstandings, and
enhance productivity. Throughout this project, we examined our development through Tuckman’s
theory and the Punctuated-Equilibrium Model, as well as the application of motivation theories
like Maslow’s Hierarchy of Needs and Herzberg’s Two – Factor Theory. These frameworks
helped us maintain motivation and align our goals. Additionally, by reflecting on each member’s
unique personality traits, we gained insights into how individual behaviors contribute to our
management style, team cohesion, and overall effectiveness. This report thus evaluates the key
factors that drove our team’s efficiency, the obstacles we encountered, and the role each member
played in our collective success.

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 I. Introduction our team
We are Group 5 with 6 members with different personalities and the following will be a brief
introduction to our group through group properties concepts.

1. Common goals and purpose

Our team’s foundation lies in a shared purpose and aligned goals. We all work toward a unified
mission: to gain an A+ in this project and other subjects to achieve a high GPA. This shared
objective drives each member’s dedication and commitment. A clear goal like this fosters a sense
of purpose, motivating every member to contribute their best efforts and focus. This also aligns
our individual contributions, ensuring that we’re all moving in the same direction, even as we
bring diverse perspectives and skills to the table.

2. Cohesion and Trust

Cohesion is a critical property that defines our team. Strong cohesion means that our members are
bonded through mutual respect and shared goals. We are a unique team due to the bond and
understanding we have from an established friendship. Since we were close friends beforehand,
when working in a team, we can always comfortably share and give feedback to each other to
grow together. However, we don’t let this comfort allow us to become complacent or
irresponsible with our work. Instead, we uphold discipline and responsibility in every task,
ensuring our team delivers the highest quality results. We trust each other to fulfill our respective
responsibilities, and this trust creates a resilient team that can handle challenges effectively.

3. Interdependence and Collaboration

Another important property of our team is interdependence, where members rely on each other’s
skills and strengths to reach shared outcomes. In our team, each person brings unique expertise,
from strategic planning to detailed research and analysis. We’re interdependent in a way that
makes collaboration essential for success; no single member can achieve our objectives alone.
This interdependence creates a culture of collaboration, allowing us to leverage each other’s
strengths, support one another, and ultimately achieve results that reflect our collective talent.

4. Roles and Responsibilities

It is noteworthy that every team function best when members have clearly defined roles and
responsibilities. Within our group, each person understands their role, from project management
and content development to data analysis and presentation. Clear roles reduce ambiguity, prevent
overlap, and allow each member in our team to focus on what they do best. This clarity helps us
distribute workloads effectively, reducing the risk of burnout and improving productivity.

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 5. Group norms and values
Group norms and values are the unwritten rules that guide behavior within our team. Our team
has established values around respect, open communication, and a commitment to excellence. We
encourage transparency, where every member feels safe sharing ideas or raising concerns without
fear of judgment. Therefore, these norms have created a supportive environment that fosters
creativity and ideas among us.

6. Motivation and Engagement

Finally, motivation drives our team’s high performance. Each member is motivated by both
intrinsic and extrinsic factors, from personal growth to the achievement of a high GPA. We
celebrate each other’s progress, encourage development, and ensure that every member feels their
work is meaningful. Regular encouragement, positive feedback, and acknowledgment of
individual contributions keep us engaged and eager to complete our tasks successfully. Together,
we are equipped not only to meet academic expectations but also to learn and grow as a unified
and committed team.

II. Analysis of relevant team development theories

1. Tuckman’s Stages of group development
 Forming
- Team members initially meet and establish ground rules
- Uncertainty and dependence characterize this stage
- Strategies
+ Clear communication of goals and expectations.
+ Encouraging active listening and empathy.
+ Building trust through shared experiences.
 Storming
- Conflict and competition arise as team members assert their ideas and roles.
- Disagreements and power struggles may emerge.
- Strategies
+ Facilitate open and honest communication.
+ Encourage constructive conflict resolution techniques.
+ Emphasize shared goals and the importance of collaboration.
 Norming
- Team members develop a sense of cohesion and shared norms.
- Collaboration and trust increase, leading to improved teamwork.
- Strategies
+ Celebrate achievements and milestones.
+ Foster a positive team culture.
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 + Reinforce shared values and expectations.
 Performing
- The team functions efficiently and effectively, achieving high performance.
- Members are highly motivated and committed to the team's goals.
- Strategies
+ Provide opportunities for continuous learning and development.
+ Recognize and reward individual and team contribution.
+ Encourage innovation and creativity.
 Adjourning
- The team disbands after completing its task or achieving its goals.
- Strategies
+ Acknowledge and appreciate the team's contributions.
+ Conduct a post-project evaluation to identify lessons learned.
+ Celebrate successes and provide closure.

2. Punctuated – Equilibrim Model

This model suggests that teams progress in a non-linear fashion, with periods of stability
punctuated by phases of rapid change.
- First Meeting
+ The team establishes initial goals and a plan.
+ A period of inertia follows, characterized by slow progress.
- Midpoint Crisis
+ The team realizes they are behind schedule or off track.
+ A period of intense activity and change ensues.
- Completion
+ The team focuses on finalizing the project and preparing for presentation or
delivery.

3. Supporting Team Cooperation

- Foster a positive team culture: Create a supportive and inclusive environment where team
members feel valued and respected.
- Effective communication: Encourage open and honest communication, active listening,
and clear expectations.
- Conflict resolution: Equip team members with skills to address conflicts constructively
and find common ground.
- Shared goals: Clearly define and communicate team goals to align efforts and motivate
members.
- Leadership: Provide strong leadership that inspires and guides the team towards success.

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 - Team – building activities: Organize activities that promote team bonding and strengthen
relationships.
- Continuous improvement: Encourage feedback, reflection, and learning to improve team
performance.

III. Reflection on the application of content and process

theories of motivation for enhancing and maintaining an
effective team
Our group is not only focused on studying but also collaborates on projects and extracurricular
activities. To work effectively and maintain cohesion, we need to understand and apply
motivational theories to fully harness the potential of each individual. Theories like Maslow’s
Hierarchy of Needs, Herzberg’s Two – Factor Theory, Expectancy Theory, Goal – Setting
Theory, and Equity Theory have become fundamental in helping us better manage our team and
improve overall work performance.

1. Applying Maslow’s Hỉearchy of Needs

Maslow’s theory has helped us realize that each team member has different personal needs,
especially during our student phase where we balance academics with practical activities. First,
we need to ensure that basic needs such as rest, learning conditions, and minimal financial
stability are met. Although we are not working full-time, managing our time effectively between
studying and team activities is crucial to ensure that everyone feels comfortable and not overly
stressed.
Once the basic needs are satisfied, we focus on creating a learning and working environment
where everyone feels connected. As students, building friendships and mutual support is an
essential aspect. We frequently organize meetups outside of study hours, not just to discuss work
but to get to know each other better. This helps foster a sense of connection and belonging, which
is a key factor in maintaining motivation according to Maslow’s framework.
Moreover, we always try to create opportunities for each person to be recognized for their
achievements. For instance, when Kim Anh brings forth creative ideas for a group project or
when Viet successfully solves a technical problem, we openly acknowledge and praise these
contributions. This not only boosts individual motivation but also helps each team member feel
valued within the group.

2. Applying Herzberg’s Two – Factor Theory

Herzberg’s Two – Factor Theory helps us understand that there are two sets of factors affecting
motivation: hygiene factors and motivators. In the student context, hygiene factors include
managing study time and project deadlines, support from lecturers, and access to learning

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resources. If these factors are not properly addressed, our group would struggle to work
effectively. We’ve learned how to organize and allocate time wisely to prevent anyone from
being overwhelmed, and we make the most of resources and support from our university to keep
things running smoothly.
However, to truly drive motivation, we focus on motivators. The accomplishments we achieve in
projects or productive discussions are major sources of motivation. Creating interesting and
appropriate challenges, like assigning Sa to manage a project or having Trang take charge of
content management, not only helps them grow individually but also propels the entire group
forward.

3. Applying Expectancy Theory

With Expectancy Theory, we recognize that to sustain motivation, each team member must
clearly understand their role and know that their efforts will lead to desired outcomes. This
requires clear communication about our goals and how we measure success.
For example, when the team sets a goal to complete an important project, we always ensure that
everyone understands their responsibilities in the process. If Truc Anh and Kim Anh clearly see
that their efforts in product design will contribute to the group’s overall success, they are more
likely to work diligently. At the same time, we need to ensure that the rewards after completing
the task are something that each person feels is worthwhile. For students like us, rewards are not
just grades but can also include learning opportunities, practical experiences, or recognition from
lecturers and peers.

4. Applying Goal – Setting Theory

Goal – Setting Theory suggests that setting specific, challenging goals enhances motivation and
performance. In our group, goal setting isn’t just about achieving high grades but also about
creating meaningful and valuable projects. We often sit down together to discuss and establish
clear objectives, assigning specific tasks to each member.
For example, we might set a goal for Sa and Trang to collaborate on developing a marketing
strategy for a competition, while Chau Anh and Kim Anh work on product design, and Truc Anh
and Viet handle market research. These goals are not only clear but also challenging enough to
push us to make an effort, yet not so difficult that they become unachievable.

5. Applying Equity Theory

As a group of students, we understand that the feeling of fairness is crucial. If a team member
feels they are contributing more than they are receiving in return, this can lead to dissatisfaction
and a loss of motivation. We always strive to ensure that everyone receives recognition and
rewards proportionate to their efforts.

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For example, if Kim Anh often has to take on more work in the technical aspects of projects, we
would reconsider task distribution or ensure that Kim Anh receives greater recognition in areas
where she specializes. This helps maintain balance within the group and ensures that no one feels
overlooked.
By applying motivational theories to our daily work as a student group, we’ve created an
effective and motivating working environment. From addressing basic needs according to
Maslow to managing work and motivation based on Herzberg and Equity Theory, we have
developed a cohesive and efficient team. This not only helps us complete projects but also allows
each person to feel valued and confident in developing their personal skills.

IV. Analysis of the impact of individual personalities and roles

on teamwork
Our team consists of six members with different personalities and roles, each bringing unique
contributions that create both opportunities and challenges in coordinating and achieving our
goals. Based on MBTI types and team roles, I will analyze how each member's personality affects
the team process and its impact on outcomes.

1. Individual personalities and Roles

 Huyen Sa (ENTJ) – Coordinator
As the coordinator with an ENTJ personality, Huyen Sa tends to take on a leadership role, making
decisions quickly and decisively. Her confidence and strong management skills allow her to set
and monitor the team’s progress, ensuring that everyone understands their tasks and deadlines.
Sa’s decisive working style pushes the team forward; however, she can sometimes be less flexible
in accepting new ideas or sudden changes, which may lead to tension with members who prefer a
gentler approach.

 Kim Anh, Thu Trang and Chau Anh (ESFJ) – Implementer and Teamworker
Kim Anh, Thu Trang, and Chau Anh all have ESFJ personalities, which makes them extroverted,
supportive, and committed to executing tasks efficiently. They take on the roles of implementers
and team – workers, focusing on harmony and group cohesion. This personality helps maintain
team spirit and ensures that tasks are completed on time. However, their tendency to prioritize
others' opinions and emotions can make them avoid conflicts, which can delay or leave important
issues unresolved.

 Le Viet (INTP) – Plant

As an INTP, Le Viet is the team’s creative thinker, often generating unique ideas. He has a
logical mindset and approaches problems from various angles, helping the team explore new and
creative solutions. However, his focus on creativity and analysis sometimes leads to a lack of
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organization, and he may struggle with adhering to the team’s timeline or requirements. This lack
of flexibility can cause difficulties in coordinating with other members, especially when Viet’s
ideas do not align well with the project's specific goals or deadlines.

 Truc Anh (ENFP) – Resource Investigator

Truc Anh, with her ENFP personality, brings enthusiasm and is constantly exploring external
resources to support the team. She is always willing to explore and connect with new resources,
offering the team diverse perspectives and creative input. However, her ENFP traits sometimes
make her impatient with detailed tasks or long processes, and she may lose focus on core project
goals, causing challenges in maintaining the team’s timeline.

2. Conflict situation within the team

During the project, our team encountered a conflict when assigning tasks for a critical part of the
work. The project required a detailed analysis, demanding both accuracy and creativity. At this
point, Huyen Sa (ENTJ), in her role as coordinator, proposed assigning this task to Le Viet
(INTP), known for generating creative and unique ideas. However, Kim Anh, Thu Trang, and
Chau Anh (ESFJ), who usually prioritize stability and consistency in their roles as implementers,
felt that Viet’s tendency to think outside the box might result in wasted time if he didn’t stick
closely to the requirements.
The conflict arose as Huyen Sa wanted to empower Viet to explore his creativity, trusting his
ability to manage the task independently. On the other hand, the ESFJs (Kim Anh, Thu Trang,
Chau Anh) were concerned that without a clear and detailed plan from the outset, the work might
fall behind schedule. Truc Anh (ENFP), the team’s resource investigator who often supports new
ideas, sided with Viet and argued that giving him this responsibility could bring a unique
perspective to the analysis.
This discussion led to extended debate and tension, as the ESFJs (Kim Anh, Thu Trang, Chau
Anh) felt this approach could be risky, while Sa and Truc Anh were eager to experiment.
Ultimately, the team reached a compromise: Viet would take charge of the creative and
conceptual aspects of the task but would need to present a preliminary draft for other members to
review, ensuring alignment with project requirements. This situation highlighted how differences
in working styles and problem – solving approaches led to conflict but also resulted in a balanced
solution that leveraged each member's strengths.

V. Factors making the team effective/ ineffective

Our team identified several key factors that contributed significantly to our overall efficiency, but
we also faced some barriers that impacted our effectiveness at different stages. Below is a
detailed examination of these factors, their impacts, and potential areas for improvement that
could further enhance our team’s effectiveness in future collaborations.

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 1. Communication skills
Communication played a crucial role in helping our team maintain connection and clarity in
understanding roles and expectations. In the early stages, varying communication styles among
members created challenges. For example, some preferred detailed written updates, while others
favored quick verbal exchanges. Initially, this discrepancy led to occasional misunderstandings
and delays in information sharing, which impacted our momentum. However, adopting a “daily
stand – up” approach, where team members provided short, structured updates on progress,
effectively streamlined our communication process. This daily routine not only improved
coordination and reduced the chances of miscommunication but also instilled a sense of discipline
and accountability. Regular updates allowed us to address small issues before they became major
roadblocks, and this rhythm of communication became an essential aspect of our teamwork,
enabling us to maintain steady progress even when facing tight deadlines or unexpected
challenges.

2. Clear task assignment and Responsibility

To prevent confusion and enhance role clarity, we applied the RACI method (Responsible,
Accountable, Consulted, Informed) for task distribution from the project’s inception. This
approach facilitated a structured breakdown of tasks, ensuring that each member understood their
responsibilities and the expectations for their roles. The RACI model proved invaluable in
avoiding overlaps and ambiguity, which often leads to inefficiencies in team settings.
Additionally, defining clear responsibilities helped reduce the potential for conflicts related to
task ownership, as each person knew exactly what they were accountable for. By aligning tasks
with each member's strengths and ensuring accountability, our workflow became smoother and
more efficient. The RACI model also provided a framework for feedback, where members could
consult one another constructively, fostering a collaborative atmosphere and making it easier to
delegate or reassign tasks when needed.

3. Trust and Commitment

Trust and commitment emerged as fundamental components that reinforced our team cohesion.
Every member displayed a strong sense of dedication to the project, contributing to an
environment where mutual trust could flourish. This trust allowed us to freely express ideas and
concerns, promoting open communication and collaboration without fear of judgment or
criticism. For instance, when faced with complex challenges, members felt comfortable proposing
creative solutions, knowing that their suggestions would be received constructively. Commitment
also reinforced accountability, as everyone aimed to complete their tasks punctually,
understanding that delays would impact the group as a whole. This collective sense of
responsibility enhanced the team’s ability to work together harmoniously, fostering a positive and
motivated team spirit. Over time, this commitment built a stronger sense of unity, where
individual successes were celebrated as team achievements, contributing to a culture of mutual
respect and support.
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 4. Barriers in conflict resolution
Despite our strengths, conflict resolution posed challenges that occasionally hindered our
effectiveness. When opinions differed, particularly on high – stakes decisions, some members
hesitated to share dissenting views to avoid potential tension within the group. This avoidance,
though intended to preserve harmony, sometimes allowed minor issues to persist and grow,
eventually affecting our workflow. For example, unresolved differences on task priorities led to
delays, as key tasks were not addressed until later stages. Reflecting on these experiences, we
recognized that developing more proactive conflict resolution strategies could improve team
dynamics. In future projects, structured approaches – such as setting regular check – ins to
address unresolved issues or appointing a neutral mediator during discussions – could encourage
a more open environment where diverse opinions are valued. Building our skills in conflict
management could help the team become more resilient, allowing us to confront disagreements
directly and constructively, preventing minor conflicts from escalating.

5. Flexibility and Adaptability

Adaptability was essential as the project progressed, with changing requirements necessitating
adjustments in our approach. While some members quickly adapted, others found it challenging
to shift directions, which led to delays and occasionally hindered our collective progress.
Resistance to change caused stress within the group, as certain members struggled to recalibrate
their tasks when project priorities shifted. For instance, sudden modifications to deadlines
required quick adjustments, which some team members found difficult to accommodate. To
improve flexibility in future projects, we recognize the value of adopting continuous
improvement practices, where we periodically review our processes and remain open to adjusting
strategies based on evolving needs. Encouraging adaptability across the team could foster a
mindset that views change as an opportunity for growth rather than an obstacle, allowing us to
approach dynamic project environments more effectively and minimize delays.

In conclusion, our team’s effectiveness stemmed largely from consistent communication, well –
defined task assignments, and the commitment and trust that each member brought to the project.
These strengths enabled us to navigate various challenges and maintain productivity. However,
we also identified areas for improvement in conflict resolution and adaptability, both of which are
essential for managing complex projects and diverse opinions. By focusing on these areas, our
team can continue to evolve and achieve even greater efficiency and cohesiveness in future
collaborations. Embracing proactive conflict management and fostering a culture of flexibility
will empower us to work more effectively as a team, ultimately enhancing our success in future
projects and deepening our collaborative potential.

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 VI. Relationship between the effectiveness of teamwork and
goal achievement
The symbiotic relationship between effective teamwork and goal achievement is undeniable.
These two elements are intricately intertwined, each reinforcing and influencing the other.

1. Effective teamwork propels goal achievement

- Increased productivity: When team members collaborate closely, share workloads, and
support each other, productivity is significantly enhanced.
- Enhanced creativity: The diversity of ideas and perspectives within a team contributes to
the generation of innovative and groundbreaking solutions.
- Improved decision – making: Collective discussions, debates, and decision-making
processes help mitigate risks and increase the likelihood of making sound judgments.
- Boosted morale: Working in a positive team environment fosters a sense of belonging,
motivation, and higher morale among team members.
- Efficient problem – solving: Teams can leverage a wider range of resources and skills to
address challenges more swiftly and comprehensively.

2. Goal achievement drives effective teamwork

- Strengthened cohesion: Achieving common goals creates a sense of accomplishment and
pride, fostering stronger bonds among team members.
- Increased trust: When a team experiences success, trust among members is solidified,
paving the way for long-term collaboration.
- Elevated motivation: Early successes generate momentum, driving the team to strive for
even greater achievements.
- Enhanced teamwork skills: Through the collaborative process, team members develop and
refine essential teamwork skills such as communication, cooperation, and conflict
resolution.
- Cultivation of a positive work culture: Repeated successes contribute to a positive work
culture where individuals are eager to support and share with one another.

The relationship between effective teamwork and goal achievement can be likened to a virtuous
cycle. When a team achieves initial success, it creates a strong motivation for its members. This
success increases their confidence in the team’s abilities, fosters commitment, and increases their
willingness to contribute more. Conversely, when a team struggles to achieve its goals, frustration
and lack of motivation can reduce team effectiveness. Members may blame each other, lose
confidence in the team’s abilities, and become unwilling to cooperate.

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 3. Key factors influencing this relationship
- Leadership: Effective leadership plays a pivotal role in fostering a positive work
environment, encouraging collaboration, and supporting team members in achieving their
goals.
- Communication: Open, honest, and respectful communication is the foundation of
successful teamwork.
- Organizational culture: An organizational culture that promotes collaboration, innovation,
and empowerment facilitates goal achievement.
- Shared goals: Clear, specific, and shared goals provide focus and direction for the team.

Effective teamwork and goal achievement are inextricably linked. They reinforce and influence
each other, creating a synergistic relationship. Organizations that invest in building strong teams
and fostering a positive work culture are more likely to achieve their strategic objectives.

VII. Description of each individual team member’s contribution

to the teamwork
In our recent class sessions, the team worked cohesively and applied various concepts of
teamwork, communication, and problem – solving strategies. Each member's unique strengths
played a critical role in ensuring our tasks were completed efficiently and effectively. Throughout
the sessions, we applied theories of group dynamics and division of labor, which allowed us to
leverage individual skills for the success of the collective effort.
Kim Anh was responsible for designing our slides, and her sense of aesthetics shone through in
every presentation. She paid close attention to details, ensuring that the layout and visual design
were not only appealing but also clear and professional. This skill greatly enhanced our
presentations and made our content more engaging for the audience. Her work illustrated the
importance of non – verbal communication and how visual elements can support and reinforce
key messages in a presentation.
Sa and Trang, on the other hand, excelled in their logical thinking and attention to detail. They
played crucial roles in structuring our discussions and ensuring that our arguments and data were
well – organized and easy to follow. Their meticulousness was especially evident when it came to
analyzing complex problems and breaking them down into manageable steps. This ability was
invaluable in applying problem – solving frameworks and models to our tasks, helping the team
maintain clarity and focus.
Truc Anh was a dynamic and enthusiastic team member, contributing not only with her creativity
but also by fostering a positive and collaborative atmosphere. Her straightforwardness helped
keep our discussions focused, and her sociable nature made it easy for everyone to work together.
She often proposed innovative ideas during brainstorming sessions, which helped us think outside
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the box. Her approach to teamwork demonstrated the value of openness, creativity, and clear
communication in driving collective success.
Chau Anh acted as the final checkpoint for all our work. Her thoroughness in checking for errors
and her ability to synthesize everyone’s contributions into a coherent and polished report made
her an indispensable part of the team. Her work embodied the principles of accuracy, cohesion,
and responsibility, ensuring that the team's output was not only correct but also professional. She
demonstrated the importance of having a team member who can ensure quality control and bring
everything together at the end.
Lastly, Le Viet, though quieter in group discussions, consistently demonstrated clear and coherent
theoretical thinking. He often helped ground our discussions in solid theoretical frameworks,
making sure that we were not just brainstorming but aligning our work with the concepts we had
learned. His input was crucial for ensuring that our work was underpinned by sound reasoning
and applicable theories.
Overall, our team functioned well because each member understood and applied their strengths in
ways that complemented one another. The combination of creativity, logic, aesthetics, and
thoroughness allowed us to deliver high – quality work. However, challenges did arise,
particularly when coordinating different working styles and perspectives. The ability to navigate
these challenges required strong communication and adaptability, which we developed further as
a team over time.

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 CONCLUSION
Our experience in the Organizational Behavior course underscored the strengths and challenges
of effective teamwork. By applying Tuckman’s stages of team development and utilizing
structured frameworks like the RACI model, our team was able to clarify roles, reduce overlap,
and foster a collaborative environment based on mutual trust. Motivation theories, such as
Maslow’s Hierarchy of Needs and Herzberg’s Two-Factor Theory, helped sustain engagement,
with recognition of each member’s contributions enhancing morale and commitment.
However, our journey also revealed areas for improvement, particularly in conflict resolution and
adaptability. While we successfully navigated most challenges, we learned that addressing
differences constructively and embracing change are essential skills to develop further.
Ultimately, this project reinforced the link between teamwork and goal achievement. Each
milestone was the result of shared dedication and mutual support. Equipped with improved
teamwork skills, we are now more prepared to build cohesive teams, handle conflicts
constructively, and adapt to changing demands, which will be invaluable in our academic and
professional endeavors.

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