OB Ch. 8

Stage 3: Norming

groups that make it through stage 2 generally do so because a respected member, other than the leader, challenges the group to resolve its power struggles so something can be accomplished group cohesiveness is experienced

Work teams

have a well-defined and common purpose, are more or less permanent, and require complete commitment of their members

Self-Managed Teams (SMTs)

have collective autonomy & responsibility to plan, manage, and execute tasks interdependently to achieve their goals.

Challenges and recommendations for virtual teams

relationships: build trusts w/ communication. communication: create norms of transparency & openness. decision-making: train employees on this, ensure employee voice, & rewards efforts/success leadership: make extra efforts to meet, get to know, support team members. diversity: initiate & support informal interventions, such as social networks & defense around shared interests. Diversity training.

norms

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

Project teams

tackle a particular problem, task, or project. Duration can vary.

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 group members feel part of the collective or "we" of the group.

Outcome interdependence

the degree to which outcomes of task work are measured, rewarded, and communicated at the group level so as to emphasize collective outputs rather than individual contributions.

team interdependence

the degree to which team members depend on each other for info, materials, & other resources to complete their job tasks.

informal groups

the overriding purpose for meeting is friendship or common interest

Social loafing

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

formal groups

those defined by the organization or its managers to accomplish specific goals.

Stage 5: Adjourning

Work is done Time to move on to other things

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.

Stage 1: Forming

"Ice-breaking" stage Group members uncertain about their role Mutual trust is low Good deal of holding back to see who is in charge Conflict is beneficial and leads to increased creativity

groups

collections of two or more individuals w/ 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.

Cross-functional teams (CFTs)

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

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

What characteristics can be used to describe groups/teams?

dependence accountability time

Team charters

describe how the team will operate, such as how members will share info, hold members accountable, deal w/ conflict, & make decisions.

Task roles

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

What are the maintainence roles?

encourager: fosters group solidarity by accepting & praising various points of view. harmonizer: mediates conflict through reconciliation or humor. compromiser: helps resolve conflict by meeting others halfway. gatekeeper: encourages all group members to participate. standard setter: evaluate the quality of group processes. commentator: records & comments on group processes/dynamics. follower: serves as a passive audience.

Organizational functions of formal groups

1. Accomplish complex, interdependent tasks that are beyond the capabilities of individuals 2. Generate new or creative ideas and solutions 3. Coordinate interdepartmental efforts 4. Provide a problem-solving mechanism for complex problems requiring varied information and assessments 5. Implement complex decisions 6. Socialize and train newcomers

What things can you do to improve collaboration?

1. Communicate expectations 2. Set team goals 3. Encourage creativity 4. Build work flow rhythm 5. Leverage team member strength

Stage 4: Performing

Activity is focused on problem solving Contributors get work done without hampering others Climate of open communication Strong cooperation Great deal of helping behavior

What are the three Cs of effective teams?

Charters and strategies Composition Capacity

What are the three C's of team players?

Committed Collaborative Competent

Benefits of virtual teams

Reduced real-estate costs Ability to leverage diverse knowledge, skills, and experience across geography Ability to share knowledge of diverse markets Can reduce work-life conflicts

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 forms of functioning, returning to equilibrium.

Stage 2: Storming

Time of testing leader's policies and assumptions and how they fit into the power structure Subgroups take shape Subtle forms of rebellion occur

What are the task roles?

initiator: suggests new goals/ideas. info seeker/giver: clarifies key issues. opinion seeker/giver: clarifies pertinent values. elaborator: promotes greater understanding through examples or exploration of implications. coordinator: pulls together ideas & suggestions. orientor: keeps group headed toward its stated goals. evaluator: tests group's accomplishments w/ various criteria such as logic & practicality. engergizer: prods group to move along or to accomplish more. procedural technician: performs routine duties (handing out materials or rearranging seats). recorder: performs a "group memory" function by documenting discussion & outcomes.

What things can you do to guard against social loafing?

limit group size accountability: makes roles/responsibilities clear. build in feeback cultivate cohesion: emotionally bond

Virtual teams

members work across time, space, & organizational boundaries to achieve common goals.

What are the four types of task interdependence?

pooled: required little or no interaction w/ other reps. sequential: manufactoring or assembly processes. reciprocal: two parties communicate w/ each other to decide who to hire. comprehensive: require back & forth among several parties.

teams

collections of two or more individuals whose tasks & responsibilities depend on other members, are collectively accountable for the performance & outcomes associated w/ their work, & work together for the time required for task completion.

Trust

the willingness to be vulnerable to another person, & the belief that the other person will consider the impact of how his or her intentions & behaviors will affect you.

What are eight attributes of high-performance teams?

1. Compelling team purpose & clear goals. 2. Clear goals & responsibilities. 3. Appropriate mix of knowledge, skills, & abilities. 4. Effective incentives & motivation. 5. Trust & communication 6. Power & empowerment 7. Early & effective conflict resolution 8. Norms for collaboration

What are the three forms of trust?

1. Contractual trust: Trust of character. Keep track of your commitments, be realistic. Deliver quality work on time. 2. Communication trust: Trust of disclosure. Keep everyone informed by explaining policies & decisions. 3. Competence trust: Trust of capability. Demonstrate good business sense, technical ability, & professionalism.

What are Tuckman's five stages of group development?

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

What three things differentiate teams?

1. Purpose of team. 2. Duration of the team's existence. 3. Level of member commitment.

Individual functions of formal groups

1. Satisfy the individual's need for affiliation 2. Develop, enhance, and confirm the individual's self-esteem and sense of identity 3. Give individuals an opportunity to test and share their perceptions of social reality 4. Reduce the individual's anxieties and feelings of insecurity and powerlessness 5. Provide a problem-solving mechanism for personal and interpersonal problems

Maintainence roles

foster supportive & constructive interpersonal relationships