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MANAGING TEAMS (GENERAL PRINCIPLES TO MANAGE TEAMS (fewer, better people,…

- - - - discuss,decide,perform real work together
- - - - ground rules
      - goals on how team functions
      - cooperation, communication,leadership,decision-making,conflict resolution
    - - collect information
        
        interviews
        
        observation
        
        group discussion
    - - gaps betwen actual and ideal performance are identified
  - - - discuss implication for improving productivity
  - - - change roles, group norms, training needs
  - - - collect new information
- - - - Mangers plan
      - Employees perform
  - - - Experimenter effect
        
        workers interpreted changes as a sign of caring management,good for morale and mental stimulation for productivity
      - Social effect
        
        separation from others + special treatment, formed camaraderie that increases productivity
    - - 3 weeks of no talk,helping,job trading until normal behaviour resumes
- - - - supervisors/managers
        
        maintain unity,create sense of belonging
        
        representing groups in meetings with parallel mangement staff
- - - - changing demands & conditions
  - - - keep size small
      - choose members based on expertise
    - - honest, +ve feedback
    - - establish common purpose, team identity
      - measure both team & individual performance
    - - jointly commit to achieve goals
    - - teach members skill neede to function
    - - work process should be examined to decrease errors, guarantee consistency
    - - 1st meeting most important to set rules of conduct
- - - - do not participate in discussions
      - pay little attention & say nothing (no enthusiasm)
      - do not bring work tools
      - Solutions
        
        divide roles,assign essential roles for success to passive member
        
        rearrange materials so each member has to find different information
        
        reward team for average performance
        
        encourages other team members to come up with strategies for greater involvement
    - - excludes themselves & refuses to work with other members
      - destroys team products
      - deliberately sabotage team
      - Solutions
        
        confront/punish member
        
        troublemaker assigned a role to monitor productivity & be held accountable for collecting infos & team functioning
        
        give reward to a member they think is attractive
    - - works alone
      - ignore teach discussions & activities
      - Solutions
        
        limit materials to members
        
        rearrange resources so that each members are interdependent to one another
        
        encourage more interaction through information-giving
    - - does all the work & refuses other members to participate
      - bullies other members
      - makes decision without reaching a consensus
      - Solutions
        
        assign dominant roles to other people
        
        rearrange resources so members cannot complete task w/o participating & listening to others
  - - - getting comfortable working tgt
    - - past group norms can affect present members' behaviour
    - - personal rewards vs group success
    - - wandering from topic, obsessing over details, arguing
- - - - discuss,decide,delegate responsibilities