Gathering Data - Social Factor

Gathering Data on the Social Factor:

Team Dynamic Questionnaire

Team Dynamic Questionnaire.docx

Describe a method you used to gather data on your performance (4 marks)

The Team Dynamic Questionnaire can be used as a method to gather data on the Social Factor. This involves:

A performer answering 10 different questions on a piece of paper based on how well they feel the team worked together.
All of the questions relate to different social sub-factors such as communication, co-operation, team dynamic and knowledge of role.
Each question is answered on a rating scale of 1-10. 1 being strongly disagree, 10 being strongly agree.
The performer can answer the questionaire before or after a performance
The questionnaire must be filled in independently with the performer answering honestly.
After undertaking the questionnaire the coach can collect all of the responses from the different team members and identify any areas that need to be worked on.

Explain why you used this method to gather data on the Emotional Factor (4 marks)

Point>Explanation>Example

Method is Valid: because the questions ask you specifically about how well you fekt your team performed in relation to a number of different Social Factors. This allows you and your coach to establish what the team needs to work on in order to perform more effectively.

Method is Accurate: because all of my answers were honest and based on my own thoughts and feelings. I also undertook the Questionnaire Immediately after my performance so I could remember exactly how I felt throughout. The rating scale (1-10) also allowed me to specifically rate to what extend I agreed/disagreed with the statements allowing me to accurately identify my weaknesses.

Method is Reliable: as I completed the same 10 questions each time I did the questionnaire and I carried this out immediately after my performance, meaning i could remember exactly how i felt. The questions were simple to understand and because I answered them confidentially I was honest with my answers and did not have to worry about upsetting one of my team mates.

Informative Data: The questionnaire allows the coach to gather information on each different players' perspective of how well the team is functioning. The coach can then plan appropriate development approaches to improve specific aspects of the team's performance. For example of the team is not communicating well, approaches can be used to improve the quality of communication between the players.

Analyse a method to gather data on the Mental Factor (4 marks)

Break down method into different parts> Analyse each part

The Team Dynamic Questionnaire is practical and quick and easy to carry out: This means that I can carry this out at home and am more likely to answer the questions honestly and accurately without feeling rushed or embarrassed.

The performer answers each question on a 1-10 rating scale. This means that a performer is can assess the extend to which their team demonstrates desirable characteristics when performing and easily identify what they need to work on most. For example if the teams average answer to 'do you know your role' is a 3 then the coach will need to improve this by using approaches like team talks.

The same questionnaire is answered by all team members. This means that the coach can compare all of the answers and see if the team agree on what their strengths and weaknesses are, then plan training sessions and set development targets that are relevant.

The questionnaire can be kept as a permanent record. This means that during a development programme a performer/team can undertake the questionnaire again and compare back to their initial results to see if there has been improvement.

Evaluate your results in comparison to a Model Performer (4 marks)

Point >Evaluative Judgement>Example

Our team all share the same commitment to the same goals. We know this because our average answer to this question was a 9 meaning we strongly agree with this statement. This high score also means there would be minimal difference between us and a team of model performers.

Everyone is given equal opportunities in the team- Some players in our team agreed with this statement however a few rated this lower and indicated they disagreed. This was because some players only passed to their friends. This means our team is performing at a much lower level than a team of model performers.

Our team work well together because our communication is similar to that of a model performer as we regularly talk to each other on the pitch to signal that we are in a good position to receive the ball. This helps us create goal scoring opportunities as the player in possession is aware of his/her teammates and can make the right decision who to pass to.

Some of our players however have a lower desire to win that a model performer. This means that if we go behind in a match game, some players give up and stop trying making in extremely difficult for us to get back into the game as not every player is undertaking their role effectively. For example if a striker stops making runs, we will find it hard to create chances to score.

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