Ch. 8 Group and Team Effectiveness
group cohesiveness
"we feeling" that binds members of a group together, is the principal by-product of Stage 3
team charters
describe how the team will operate, such as processes for sharing information and decision making (teamwork)
task roles
enable the work group to define, clarity, and pursue a common purpose keep group on track
maintenance roles are:
harmonizer compromiser encourager gatekeeper Commentator
role
set of expected behaviors for a particular position
milgrams studies
teacher shocking student figure
social loafing
tendency for individual effort to decline as group size increases
team composition
term that describes the collection of jobs, personalities, knowledge, skills, abilities, and experience of team members
cross-functionalism
when specialists from different areas are put on the same team
informal groups
exist when the member's overriding purpose of getting together is friendship or a common interest
trust
reciprocal belief that another person will consider how his or her intentions and behaviors will affect you
hybrid rewards
those that include team and individual components
virtual teams
work together over time and distance via electronic media to combine effort and achieve common goals
norm
attitude, opinion, feeling, or action-shared by two or more people-that guides behavior
team building
catchall term for a host of techniques aimed at improving the internal functioning of work groups
self-managed teams
defined as groups of workers who are given administrative oversight for their task domains
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
Gersick's Punctuated Equilibrium Model
Group development follows a pattern: 1. first meeting 2. inertia (typically doing very little) 3. increased level of activity at "halfway point" 4. more inertia/constancy in behavior until close to deadline 5. frenzied activity to complete project
Task Roles are:
Initiator Energizer Information Seeker Opinion Giver Elaborator Evaluator Recorder
3 C's of team players
Committed Collaborative Competent
formal group
assigned by organizations or their managers to accomplish specific goals
individual roles are:
blocker recognition seeker dominator evader
team adaptive capacity
important to meet changing demands and to effectively transition members in and dout
4 basic rules for brainstorming
1. avoid criticizing 2. share all suggestions 3. offer as many comments as possible 4. build on others ideas to create your own
eight dimensions of team effectiveness
1. clear elevating goal 2. results driven structure 3. competent team members 4. unified commitment 5. collaborative climate 6. standards of excellence 7. external support 8. principled leadership
to get ROI for team building
1. clear objectives 2. validation 3. performance information
Bruce Tuckman group development process
1. forming 2. storming 3. norming 4. performing 5. adjourning
group
1. two or more freely interacting individuals who -share norms and goals and have a common identity
maintenance roles
foster supportive and constructive interpersonal relationships keep group together
group role
set of expected behaviors for members of the group as a whole
different approaches to team building
single event recreational activity low-key offsite intensive offsite outdoor experience
team
small number of people with complementary skills who are committed to a common purpose, performance goals, and approach for which they hold themselves mutually accountable