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