By: Fariha Aiza Ramly

TEAMS

Group of 2 or more

Exist to fulfill a purpose

Perceive themselves as a

social entityInterdependent

Mutually accountable for

achieving common goals

TEAM TYPES

Departmental

Pro/ser/leadership

Advisory

Virtual

Skunkworks

Task force

Self directed

Communities of practice

INFORMAL GROUP

Groups that exist primarily for the benefit of their members

Reasons why informal groups exist:

1. Innate drive to bond

2. Social identity -- we define ourselves by group memberships

3. Goal accomplishment

4. Emotional support

• Make better decisions, products/services

• Better information sharing

• Higher employee motivation/engagement- Fulfills drive to bond- Closer scrutiny by team members- Team members are

benchmarks of comparison

• Individuals better/faster on some tasks

• Process losses - cost of developing and maintaining teams—leads to Brooks’s Law

• Social loafing -- productive loss

ADVANTAGES DISADVANTAGES

How to minimize

social loafing?

Make individual

performance more visible

Increase employee motivation

•Form smaller teams

•Specialize tasks, interesting task.

•Measure individual performance.

•Increase job enrichment.

•Select motivated employees .

to serve org purpose

relies on the satisfaction & well being of its members

teams viability (commitment, turbulent of teams development).

•Task characteristics

•Team size

•Team composition

Team Design

• Accomplish tasks

• Satisfy member needs

• Maintain team survival

TeamEffectiveness

• Team development

• Team norms

• Team cohesiveness

• Team trust

Team Processes

Organizational

and Team

Environment

Source: Organizational Behavior 5th edition (2010). McShane & Glinow. McGraw Hill, New York.

Organizational

and Team

Environment

Reward system

s

Communication systems

Org ‘l Structur

e

Org’l Leadershi

p

Physical Space

•Task characteristics

•Team size

•Team composition

Team Design

SequentialSequential

PooledPooled

ReciprocalReciprocal

ResourceResource

AA BB CC

AA BB CC

AA

BB CC

High

Low

Level of task interdependentComplex

work

Specialized roles

Frequent coordination

with each other

•Task characteristics

•Team size

•Team composition

Team Design

Need less times to coordinate roles & resolve difference

Need less times to develop more member involvement higher

commitment

•Task characteristics

•Team size

•Team composition

Team Design

Five C’s of Team Member Competencies

Diversity -diverse knowledge, skills, perspectives, values, etc.

Advantages

Disadvantages

• Team development

• Team norms

• Team cohesiveness

• Team trust

Team Processes

FormingForming

StormingStorming

NormingNorming

Performing

AdjourningAdjourningExisting teams might regress back to an earlier stage of development

Stages of Team Development

Two central process in team development

Developing team identity

Developing team competence

them to us

Person social identity

Routines with others

Mental model

Stages of Team Development

Team Roles Team Building

improve

Development Functioning

Types of team building

Clarify team’s performance goals

Improve team’s problem-solving skills

Improve role definitions

Improve relations

A set of behaviors that people

are expected to perform.

Formally / informally assigned.

Informal role assignment occurs during team development

and is related to personal characteristics

TEAM NORMS

Informal rules and shared expectations team establishes to

regulate member behaviors

Develop

• Initial team experiences • Critical events in team’s history

• Experience/values membersbring to the team

Preventing dysfunctional team

State desired norms when forming teams

Select members with preferred values

Discuss

counter-productive norms

Disband teams with

dysfunctional norms

Reward behaviors representing desired norms

Team Cohesion

The degree of attraction people feel toward the team

and their motivation to remain members.

Both cognitive and emotional process

Related to the team member’s social identity

Influences on Team Cohesion

TeamTeamsizesize

MemberMemberinteractioninteraction

MemberMembersimilaritysimilarity

TeamTeamsuccesssuccess

External External challengeschallenges

Somewhat Somewhat difficult entrydifficult entry

Team Cohesion OutcomesMotivated to remain members

Willing to share information

Strong interpersonal bonds

Resolve conflict effectively

Better interpersonal relationships

Team Norms Support

CompanyGoals

Team Norms Oppose

CompanyGoals

High Team Cohesiveness

Low Team Cohesiveness

Team Cohesion and Performance

Low taskperformance

ModeratelyModeratelyhigh taskhigh task

performanceperformance

ModeratelyModeratelylow tasklow task

performanceperformance

High taskperformance

Team trust

Positive expectations one person

has of another person in situations involving risk

Three levels of trust

Identification-based TrustIdentification-based Trust

Knowledge-based TrustKnowledge-based Trust

Calculus-based TrustCalculus-based Trust

High

Low

Self Directed Team

Virtual Team

Complete work by several Interdependent tasks

Have the autonomy over their tasks

Success Factors

Responsible for entire work process High interdependence within the team Low interdependence with other teams Autonomy to organize and coordinate work Technology supports team communication/coordination

Not usually colocated

Depend primarily on information technologies

Success Factors- Member characteristics

* Technology savvy* Self-leadership skills* Emotional intelligence

- Flexible use of communication technologies- Opportunities to meet face-to-face

Widely used because???

possible

necessary

represent