MGT 312 Chapter 8
group
(1)two or more freely interacting individuals (2)who share collective norms and (3) collective goals and have a (4) common identity
Collaboration
1. Communicate expectations 2. Set team goals 3. Encourage creativity 4. Build work flow rhythm 5. Leverage team member strengths.
Eight attributes of high-performance teams
1. shared leadership 2. strong sense of accountability 3. Alignment on purpose 4. Open communication 5. High trust 6. Clear role and operational expectations 7. early conflict resolution 8. Collaboration
team composition
describes the collection of jobs, personalities, knowledge, skills, abilities, and experience of team members
Gatekeeper
encourages all group members to participate
Standard setter
evaluates the quality of group processes
Informal Group
exists when the members' overriding purpose of getting together is friendship or a common interest
Tuckman's Five-Stage Model of Group Development
forming, storming, norming, performing, adjourning
maintenance roles
foster supportive and constructive interpersonal relationships.
punctured equilibrium
groups establish periods of stable functioning until an event causes a dramatic change in the norms, roles, and/or objectives. The group then established and maintains new norms of functioning, returning to equilibrium.
self-managed teams
groups of workers who are given administrative oversight for their task domains
work teams
have a well-defined and common purpose, are more or less permanent, and require complete commitment of their members
Compromiser
helps resolve conflict by meeting others halfway
Boundaries
identify the values, such as timely and quality work, to which team members will commit.
Norms
is an attitude, opinions, feeling, or action shared by two or more people-that guides behavior.
Formal Group
is assigned by organizations or their managers to accomplish specific goals
Orienter
keeps group headed toward its stated goals
Harmonizer
mediates conflict through reconciliation or humor
performing
members concentrate on solving problems and completing the assigned task
adjourning
members prepare for disbandment
Performance norms and consequences
outline the performance expectations, including: how team and member performance will be assessed; how members are expected to interact with each other; how dysfunctional behaviors will be managed and so on.
Recorder
performs a "group memory" function by documenting discussion and outcomes
Energizer
prods group to move along or to accomplish more
Elaborator
promotes greater understanding through examples or exploration of implications
Coordinator
pulls together ideas and suggestions
Commentator
records and comments on group processes/dynamics
Task roles
roles enable the work group to define, clarify, and pursue a common purpose.
Follower
serves as a passive audience
team
small group of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable
initiator
suggests new goals or ideas
social loafing
tendency for individual effort to decline as group size increases
evaluator
tests group's accomplishments with various criteria such as logic and practicality
team adaptive capacity
the ability to make needed changes in response to demands put on the team
task interdependence
the degree to which team members depend on each other for information, materials, and other resources to complete their job tasks.
outcome interdependence
the degree to which the outcomes of task work are measured, rewarded, and communicated at the group level so as to emphasize collective outputs rather than individual contributions
Interdependence
the extent to which members are dependent on each other to accomplish their work.
forming
the first stage of team development, in which team members meet each other, form initial impressions, and begin to establish team norms
storming
the second stage of development, characterized by conflict and disagreement, in which team members disagree over what the team should do and how it should do it
norming
the third stage of team development, in which team members begin to settle into their roles, group cohesion grows, and positive team norms develop
trust
the willingness to be vulnerable to another person, and the belief that the other person will consider the impact of how his or her intentions and behaviors will affect you.
competence trust
trust of capability
contractual trust
trust of character
communication trust
trust of disclosure
Virtual teams
work together over time and distance via electronic media to combine effort and achieve common goals
Maintenance Roles
Encourager, Harmonizer, Compromiser, Gatekeeper, Standard setter, Commentator and Follower
Charter endorsement
Every team member should sign and endorsement signifying commitment to the elements of the charter.
Encourager
Fosters group solidarity by accepting and praising various points of view
Task Roles
Initiator, Information seeker/giver, Opinion seeker/giver, Elaborator, Coordinator, Orienter, Evaluator, Energizer, Procedural technician, recorder
team identity
It helps to create a team name and perhaps a logo or to help signify membership.
procedural technician
Performs routine duties (handing out materials or rearranging seats)
Mission statement
A statement, team charter missin statements describe why a team exists- it's overarching purpose.
3 C's of effective teams
Charters and strategies Composition Capacity
Information seeker/giver
Clarifies key issues
What does it mean to be a team player?
Committed, collaborative and competent
Operating Guidelines
Describe the team structure and processes, including how leadership and other roles will function.
Team Charter
Detail members mutual expectations about how the team will operate, allocate resources, resolve conflict, and meet its commitments.
Rebuilding Trust
Seven steps: 1 Acknowledge what caused trust to be compromised. 2. Allow feelings and emotions to be discussed, constructively. 3. Get and give support to others in the process. 4. Reframe the experience and shift from being a victim to talking a look at options and choices. 5. Take responsibility. 6. Forgive yourself and others. 7. Let go and move on.
group cohesiveness
a "we feeling" binding group members together
Role
a set of expected behaviors for a particular position
Group role
a set of expected behaviors for members of the group as a whole
cross functional teams
are created with members from different disciplines within an organization, such as finance, operations, and R&D.
team vision
are forward-looking and describe what the team looks like when functioning at its best.
Project teams
assembled to tackle a particular problem, task or project.
opinion seeker/giver
clarifies pertinent values
Building Trust
communication, support, respect, fairness, predictability, competence
3 forms of trust
contractual, communication, competence
team performance strategies
deliberate plans that outline what exactly the team is to do, such as goal setting and defining particular member roles, tasks, and responsibilities