Syllabus page 4 of 7 grade apportionment the positive

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Syllabus Page 4 of 7
Grade Apportionment : The positive contributions from team synergy to performance far outweigh the negatives associated with interpersonal issues on teams. However, there are always issues to be resolved whenever people work together and it’s hard to satisfy everyone. What follows is my attempt to interject some proactive management on your parts. When turning in team assignments, the TEAM will apportion points on a 100% scale to each team member of the group based on individual contribution . An Apportionment Form must accompany each team product. The form and an example are on my web site. The members of your team will evaluate you and you will evaluate them as to accomplishment of expectations as set out at the beginning of any project. As with any team assignment, situations might arise where a team member does not carry his or her share of the workload and should not, therefore, benefit equally. This may be a conscious decision on any member’s part if agreed to by the entire team at the BEGINNING of the project. It is perfectly acceptable for a member to agree to receive less than an equal share if he or she arranges with the team to do less on a certain project. This decision may be based on allocation of labor where the individual may make up the work on one project by agreeing to do more than average on another. Or, a person’s personal situation may preclude equitable contribution. Regardless of the reason for inequity, the Grade Apportionment forms will be used in an attempt to apportion points awarded for the team members’ individual contribution on group efforts in an equitable manner. During the conduct of a team project, an individual may not perform appropriately—defined as the agreed upon standards at the beginning of the work. Worse yet, a member may prevent the other team members from making reasonable progress. Should either of these situations occur, the offending team member must be informed in writing by the rest of the team of his/her inappropriate behavior. I must approve the content of this document BEFORE it is given to the offender. If the inappropriate behavior is not corrected, the offender may be “fired” from the team. Since the Simulation does not lend itself to changes in team structure easily, a “very difficult” research paper will be substituted for the Simulation portion of the grade. Alternatively, a member who is fired from one team may try to join another team by agreeing to contribute some of his/her points to the other members as a gesture of good faith. Acceptance of such a deal is up to the receiving team with me retaining veto power. I have found this process to be the most equitable method for avoiding team conflict and for apportioning grades for teamwork. HOWEVER: In order for this process to work, YOU MUST: 1. agree on expectations EARLY!!! 2. be willing to confront inappropriate behavior; and, 3. NOT surprise someone after the work is done.

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