Oct 2011

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071BLJM 611486. 242BLUS 301456. 718. 81. 112. 464.

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Oct 2011

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High psychological safety means that teammates feel safe to take risks around their team members without embarrassment or punishment from anyone in the team” re: Work, 2016. For example, employees would not feel oblivious or intimidated to provide their input to the team. Employees would feel confident enough so that no other teammate would criticize them for asking a question, putting a new idea on the table, or admitting a mistake. The results of Project Aristotle meant that an effective team was not really about who was on the team, but more about how the team worked together. Google’s first employee said, “In the beginning of the company, there were some people who we refused to hire. They may have been technologically qualified but they did not have the personality to work with us” National Geographic, 2012. Psychological safety was the most important factor in Project Aristotle; followed by dependability, structure and clarity, meaning, and impact. Employees wanted to feel safe enough to be vulnerable with each other, depend on each other to get work done on time, and structure the team so that everyone knew what they were doing. It was also important for work to be personally important to employees and that their work would create a type of change. Project Aristotle, lastly, allowed for more diversity of ideas and collective commitment. Employees were able to support each other’s work and ideas that contributed to their tasks.

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