Unit 4: Groups & Teams

Research consistently shows that groups routinely outperform the average of their individual members, particularly with quantitative tasks

True. Examples include financial forecasts, sales estimates, and climate change predictions.

Contractual trust

Trust of character. Do people do what they say they are going to do? Do managers and employees make clear what they expect of one another?

Norms

an attitude, opinion, feeling, or action-shared by two or more people-that guides behavior. Although norms are typically unwritten and seldom discussed openly, they have a powerful influence on group and organizational behavior.

The 3 Cs of Effective Teams:

charters and strategies, composition, and capacity. These 3 Cs are at the team level, which contrasts with the 3 Cs of effective team players discussed earlier that focus on the individual or member level.

Norms

clarify central values and unique identity of a group, help group members avoid being embarrassed, clarify behavioral expectations , and are shared phenomena and may apply to the group, team, or organizational level. Although norms are typically unwritten and seldom discussed openly, they have a powerful influence on group and organizational behavior.

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, clarify, and pursue a common purpose.

Group maintenance roles:

encourager, harmonizer, compromiser, gatekeeper, standard setter, commentator, and follower.

Encourager

fosters group solidarity by accepting and praising various points of view (maintenance)

Forming Stage

group members tend to be uncertain and anxious about such things as their roles, the people in charge, and the group's goals.

As part of a work group, Bob's main job is to resolve conflicts between other group members. Whenever there is an argument, he tries to figure out a solution that benefits both parties, or he quickly defuses the tension with some jokes. Which of the following roles is Bob performing within his work group?

Harmonizer - Maintenance roles foster supportive and constructive interpersonal relationships. A harmonizer mediates conflict through reconciliation or humor.

Compromiser

Helps resolve conflict by meeting others "halfway" (maintenance)

Orienter

Keeps group headed toward its stated goal(s) (Task)

Self-managed teams

groups of workers who are given administrative oversight for their task domains

Evaluator

Tests group's accomplishments with various criteria such as logic and practicality (task)

The adjourning stage

the work is done; it is time to move on to other things. The return to independence can be eased by rituals celebrating "the end" and "new beginnings."

One organizational function of a formal group

to generate new or creative ideas and solutions

Competence Trust

trust of capability. How effectively do ppl meet or perform their responsibilities and acknowledge other people's skills and abilities?

Communication trust

trust of disclosure, i.e. how well people share information and tell the truth.

Formal and informal groups often overlap

when a team of corporate auditors heads for the tennis courts after work.

Opinion seeker/giver

Clarifies pertinent values (task)

Follower

A person who serves as a passive audience

What is a team?

A 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.

Teams

Central component of the integrative framework, and are a cornerstone of work life in today's organizations.

Information seeker/giver

Clarifies key issues (task)

Gatekeeper

Encourages all group members to participate

Standard Setter

Evaluates the quality of group processes (maintenance)

Recorder

Performs a "group memory" function by documenting discussion and outcomes (task)

Energizer

Prods groups to move along or to accomplish more (task)

Elaborator

Promotes greater understanding through examples or exploration of implications (task)

Coordinator

Pulls together ideas and suggestions (task)

The norming stage

Questions about authority and power are resolved through unemotional, matter-of-fact group discussion. A feeling of team spirit is experienced because members believe they have found their proper roles. Example: Tracy has been part of a work group for some weeks now. She has slowly become well-acquainted with the other members and even made some new friends. Although in the beginning there were a few arguments and fights, they were resolved with time and Tracy feels a definite sense of team spirit that gets her excited about work.

Follower

Serves as a passive audience (maintenance)

Initiator

Suggests new goals or ideas (task)

Self-managed team

groups of workers who are given administrative oversight for their task domains. Administrative oversight involves delegated activities such as planning, scheduling, monitoring, and staffing. These are chores normally performed by managers. In short, employees in these unique work groups act as their own supervisor.

Storming Stage

members are attempting to figure out what their roles are. This is a time of testing. Individuals test the leader's policies and assumptions to determine how they fit into the power structure.

According to research, the most effective teams are those with:

members who are very similar in terms of conscientiousness, but highly different in terms of extraversion, performed best.

Cross-functionalism

occurs when specialists from different areas are put on the same team.

Coordinate interdepartmental efforts

one organizational function of a group (according to Table 8.1

Role of procedural technician

performs routine duties (e.g., handing out materials or rearranging seats).

Commentator

records and comments on group processes/dynamics (maintenance)

Standard setter role

someone who evaluates the quality of group processes.