Blog 1 Extension

 

Thank you for providing comments to our myth :

Trust is the prerequisite and foundation (or should be "formation") of collaboration.  

There are some classmates disagree with our myth and provided the following arguments:

1.      Trust is the semi-product of collaboration and is the outcome but not the input of collaboration. (52044412CathyChui)

2.      Trust and collaboration is more of a hand in hand relationship but not necessarily related sequentially. (92864088yuenmelanie)

3.      People sometimes do not have choice but have to work together towards the same goal. Therefore, there is no trust before collaboration. People want to gain and share the same benefits rather than they have trust. (52373176_ZHUANG Lingzhi)

4.      After collaboration, I find that some of them are liars and some of them are devils. But for new projects, I need to collaborate with them again and again as I have no choice. I work with them just because it is a rule of a company and my boss’s order. (50342769 Lau Winky)

5.      In real world, it seems that good relationship and trust may not be easy to get before collaboration. Perhaps, it would only be the outcome of collaboration. Trust may not be the prerequisite but an output or a semi-product under a good experience of collaboration (52044412CathyChui)

6.      Trust is a by-product of collaboration and trust level starts at zero when work with new members in a new group. (52358806 Kenneth Kwong)

We understand their points and the situations/examples shared by them. In real world, we may not be always working with people we trust and the trust level maybe low as we do not know the people we are working with at the initial stage. However, trust already exists as trust is an expressional of confidence in another person or group of people that you will not be put at risk, harmed, or injured by their action. When we start to work with new people from another company/department/class, trust exists as you will think that they are working towards the same goal with you to finish your project/assignment. Of course, we cannot deny that trust can be further established after collaboration. But as said in the myth, trust is the foundation of collaboration.

Besides, we agree with our myth that trust is the foundation of collaboration as there will be no collaboration if trust doesn’t exist in the first scene after studied this course. However, not only trust, but also teamwork, negotiation and cooperation are the foundations of collaboration.

Teamwork is a cooperative effort by a group of members to achieve a common goal. Negotiation is the process whereby two or more conflicting parties attempt to resolve their divergent goals by redefining the terms of their interdependence. With teamwork, trust and negotiation, people can cooperate and hence, collaboration works well that people can surface their differences and then work on the problems until they have attained mutually satisfactory solutions.

Let’s use Honey Bee as an example. Four of us did not know each other well before the formation of Honey Bee. However, we trust each other when the group is formed and we are working towards the same goal in doing well for all our group projects. During the preparation of the projects, we negotiate with others to come up with the final decision on our projects. We cooperate well, build teamwork and trust each other to get all the projects done according to the agreed timeline. With all these foundations, Honey Bee works collaboratively just like what we mentioned at the beginning of this course: Cooperation is important for group work. Honey Bee is great as we can trust each other and cooperate well in this course to achieve our goals. The “Honey” is done by our honey bees and thank you very much for giving us an opportunity to work together.

Blog 2 Extension

Replied to the comments from 52449415 Paul Mak / 52561882 UniRider

It is no doubt that the goals setting (KPIs) for Angela are needed to measure her performance during the 3-year rotation. We will set the goals with Angela based on the company objectives and ensure that she agreed the details before starting the plan. Her goals will be divided into three parts. First part is related to her technical skills on handling the routine works.

Second part is related to her conceptual skills. The company will assess her creativity, analysis and problem solving skill by assigning different kind of projects. The final one is related to her human skills, which is about her knowledge and ability to work with subordinates, peers and top management. The performance appraisal of Angela with related objectives will be conducted annually and the company will promote her subject to her satisfactory performance.

Replied to the comments from 52564177.SHEK.Prisca

As Angela accepted to join this project and 3-year structured and rotational plan is offered. She will station in 10 oversea branches to handle different tasks.  For example, she will help to open a new branch in Taiwan, conduct a large market research at one of the branch and promote a new launch soft-drink in a new market, etc.

The main purpose for this arrangement is to let Angela to earn different experience at different departments and different places.  Besides, Angela may not be very familiar with the market and culture of different branches, the guidance and feedback provided by the senior managers in each branch are very helpful.  The senior managers from each branch will give a detail appraisal to Angela regarding her performance, strengths and weakness so that she can improve her performance.

Replied to the comments from 52280285 AU-YEUNG Philip

The illusion of transparency occurs when negotiators believe they are revealing more than they actually are (i.e. they believe others have access to information about them when in fact they do not) (Thompson, 2009).  Angela knows the salary range of other colleagues.  It creates the illusion of transparency to her that she knows all the company’s plan regarding the salary arrangement.  The company also assumes that all the supervisor level staffs know the “no bonus” policy.  However, when “no bonus” policy implements, Angela realizes that she doesn’t know the change of policy.  It makes her very dissatisfied.