Exam 2 - Chp. 8: Groups and Teams

Adjourning

group's work is done, time to move on to other things. Return to independence.

Forming

ice-breaking forming stage, group members tend to be uncertain and anxious about the unknowns such as their roles, the people in charge, and the group's goals. Mutual trust is low, and there is a good deal of holding back to see who takes charge and how.

Norming

questions about authority and power are best resolved through unemotional, matter-of-fact group discussion, and soft influence tactics. Groups that make it through Stage 2 generally do so because a respected member, challenges the group to resolve its power struggles so work can be accomplished.

Maintenance roles

roles that foster supportive and constructive interpersonal relationships.

Norms

shared attitudes, opinions, feelings, or behaviors that guide individual and group behavior.

Cross-functional teams (CFTs)

teams created with members from different disciplines within an organization, such as finance, operations, and R&D.

Virtual teams

teams that work across time, space, and organizational boundaries to achieve common goals.

Self-managed teams (SMTs)

teams with collective autonomy and responsibility to plan, manage, and execute tasks interdependently to achieve their goals.

Team adaptive capacity

the ability to make needed changes in response to demands put on the team.

Collaboration

the act of sharing information and coordinating efforts to achieve a collective outcome.

Team composition

the collection of jobs, personalities, knowledge, skills, abilities, and experience levels of team members.

Group cohesiveness

the degree to which members feel part of the collective or "we" of the group.

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.

Time

the duration members spend together to completing tasks and responsibilities.

Dependence

the extent to which one member's tasks and responsibilities are linked to those of other members.

Social loafing

the tendency for individual effort to decline as group size increases.

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.

Storming

time of testing. Individuals test the leader's policies and assumptions as they try to decide how they fit into the power structure. Subgroups may form and resist the current direction of a leader or another subgroup.

Competence trust

trust of capability. Enhance your credibility by demonstrating good business sense, technical ability, and professionalism.

Contractual trust

trust of character. Keep track of your commitments, be realistic, and be sure to deliver quality work on time.

Communication trust

trust of disclosure. Keep team members and employees informed by explaining policies and decisions and providing accurate feedback. Be candid about your challenges and limitations.

Team charter

a document detailing members' mutual expectations about how the team will operate, allocate resources, resolve conflict, and meet its commitments.

Formal group

a group assigned by an organization or its managers to accomplish specific goals.

Informal group

a group whose overriding purpose in getting together is friendship or a common interest.

Role

a set of expected behaviors for a particular position.

Group role

a set of shared expected behaviors for members of the group as a whole.

Groups

collections of two or more individuals with low or no task dependency, who are not accountable to each other for their work, and who may or may not assemble for a specified period of time.

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.

Task roles

enable the work group to define, clarify, and pursue a common purpose.

1) Charters and strategies 2) Composition 3) Capacity

What are the three Cs of effective teams?

1) Contractual Trust 2) Communication Trust 3) Competence Trust

What are the three types of trust?

Committed, Collaborative, and Competent

What does it mean to be a team player?

1. Forming 2. Storming 3. Norming 4. Performing 5. Adjourning

What is Tuckman's Five-stage model of group development?

Performing

focused on solving task problems, as contributors get their work done without hampering others. Characterized by a climate of open communication, strong cooperation, and lots of helping behavior.

Punctuated equilibrium

form of group development in which groups establish periods of stable functioning until an event causes a dramatic change in norms, roles, and/or objectives; the group then establishes and maintains new norms of functioning, returning to equilibrium.

- Limit group size - Accountability - Build in feedback - Cultivate cohesion

How to guard against social loafing? (4)

Accountability

involves who is responsible for the tasks and related outcomes.