Teams/Groups

What 3 factors produce Team Efficacy? (acronym)

1) Context (includes resources, leadership, structure, trust, and reward systems) 2) Composition (members abilities) 3) Process (common plan & purpose) **CCP

What are the 3 C's of effective teams and 3 C's of effective team-players?

3 C's of Effective Teams: 1) Charters/strategies 2) Composition 3) Capacity 3 C's of an Effective Team-Player: 1) Committed 2) Collaborative 3) Competent **These are bare minimum to be considered a team-player

What are the differences between "groups" and "teams"?

A team is a small number of people with complementary skills who are committed to a common purpose for which they hold themselves mutually accountable. A group becomes a team when... 1) Leadership becomes a shared activity 2) Accountability shifts to individual and collective 3) The group develops its own purpose/mission 4) Problem-solving becomes a way of life 5) Effectiveness is measured by the group's collective outcomes/products **Teams are groups that have matured to the Performing stage!!

What is the Five-Factor Personality model? (acronym)

C - Conscientiousness (organized/dependable) A - Agreeableness (trusting/helpful) N - Neuroticism (anxious/insecure) O - Openness (creative/curious) E - Extraversion (outgoing/energetic)

Identify all of the group task roles.

Task roles keep the group on track. 1) Initiator - suggests new goals/ideas 2) Information Seeker - clarifies key issues 3) Opinion Seeker - clarifies pertinent values 4) Elaborator - promotes understanding through examples 5) Coordinator - pulls together ideas 6) Orienter - keeps the group on track toward its goals 7) Evaluator - tests the groups' accomplishments 8) Energizer - prods the group along 9) Procedural Technician - performs routine duties 10) Recorder - performs a "group memory" function

What is trust and how can you build it?

Trust is a reciprocal belief that another person will consider how their intentions/behaviors will affect the other. Contractual trust is a trust of character. Managers can build trust by following these behaviors: communication, support, respect, fairness, and competence.

ESSAY: Describe the different types of groups that can emerge as a company grows. What purpose do each of these groups serve?

A group is 2 or more freely interacting individuals who share norms/goals and have a common identity. A group is distinguished from a crowd or organization by the potential for mutual interaction/awareness. 2 Types of groups: Formal and Informal. A formal group is assigned to complete a specific task; they fulfill an organizational function and thus affect organizational performance. An informal group consists of members whose overriding purpose of getting together is friendship or common interest; informal groups may enhance or inhibit group productivity.

Identify 4 group maintenance roles, and describe the function they serve in the group.

Maintenance roles keep the group together. 1) Encourager - fosters solidarity by praising various points of view 2) Harmonizer - mediates conflict through reconciliation or humor 3) Compromiser - resolves conflict by meeting others "half-way" 4) Gatekeepers - encourage all group members to participate

ESSAY: Identify the organizational and individual functions of Formal groups in organizations? Use specific examples.

Organizational Functions of Formal Groups: 1) Accomplish complex tasks that are beyond what individuals can accomplish 2) Generate new creative ideas/solutions 3) Coordinate interdepartmental efforts 4) Socialize and train newcomers Individual Functions of Formal Groups: 1) Satisfy the individual's need for affiliation, self-esteem, and identity 2) Reduce individual's anxieties and feelings of insecurity/powerlessness 3) Give an opportunity to test/share perceptions of social reality

ESSAY: Pablo has decided to start a soccer team at his school and calls a team-meeting. Pablo is not very forceful or outspoken, and nothing is accomplished at the meeting. What problem does this signify and how can it be overcome?

Pablo did not coordinate a successful first team meeting - here's what he could have done better: - Have members introduce themselves - Develop shared understanding by brainstorming - Develop an agenda/timeline - Nominate a manager/leader - Exchange contact info - Decide on jobs for every member At the end, they should develop a Team Charter that will guide future expectations and group policies.

ESSAY: Identify a group in which you are a member. What stage of development is that group in today? What are the individual/group issues during this stage? How can these issues be addressed?

Stage 1) FORMING - In the "ice-breaking" stage; group members are anxious and mutual trust is low as the group waits to see who will take charge - Some conflict may be beneficial in this stage, except for in life-or-death situations Stage 2) STORMING - This stage is all about testing - group member's will test the leader's policies/assumption to figure out their place - Competing subgroups may form - Many groups stall in this stage because power/politics can erupt into rebellion Stage 3) NORMING - Groups generally make it to this stage because a member of the group other than the leader stepped up to resolve the storming conflict - Team spirit is experienced because members have found their proper roles - Group cohesiveness and a "we-feeling" is the main result of the norming stage Stage 4) PERFORMING - This stage is focused on solving task problems - it is characterized by open communication, strong cooperation, and helping behavior - any conflict is handled constructively and efficiently Stage 5) ADJOURNING - The groups work is done, and the return to independence can be eased by rituals such as parties or ceremonies - Leaders should emphasize the valuable lessons learned