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Chapter 7: Teams TEAM, Resources, A (B), Advantages, Homogenous Teams Vs…

- - - - Information Technologies
      - knowledge-based work
    - - Organizational learning
      - Globalization
  - - - Self leadership skills
      - Emotional intelligence
      - Technology savvy
- - - - Enhance problem-solving skill
      - Clarify the team's performance objectives
      - Enhance role definitions
      - Enhance relations
    - - 1- Forming
      - 2- Storming
      - 3- Norming
      - 4- Performing
      - 5- Adjourning
  - - - first-hand team experience
      - crucial moments in the team's history
      - values members bring to the team
        
        Thorough
        
        Accurate
        
        Punctual
        
        Professional & Ethical
        
        Committed
        
        Tolerant & Amenable
    - - when building teams, specified desirable norms
      - Choose members with preferred values
      - Discuss counter- productive norms
      - Reward behaviors representing desired norms
      - Teams with dysfunctional norms should be disbanded.
  - - - Member Similarity
      - Team size
      - Member Interaction
      - Difficult entry
      - Team success
      - External Challenges
    - - members are encouraged to stay as members
      - willing to exchange information
      - strong interpersonal relationships
      - Settle conflict successfuly
      - improved interpersonal interactions
  - - - Identification-based trust
      - Knowledge-based trust
      - Calculus-based trust
- - - - Possible solutions described to others
    - - Vote on solutions presented
    - - Write down possible solution
  - - - Strengths
        
        less evaluation apprehension when team support a learning orientation
        
        Strengthen decision acceptance and team cohesiveness
        
        Produces more creative ideas
        
        Sharing positive emotions encourages creativity
      - Weakness
        
        Production blocking still exists
        
        Evaluation apprehension exists in many group
- - - - Reasons it was formed:
        
        Innate drive to bond
        
        Social Identity
        (define ourselves by group membership)
        
        Goal accomplishment
        
        Emotional Support
    - - INTEREST GROUPS
        
        Membership with common interest.
        
        ex: Study, Cultural, Gaming Groups
      - FRIENDSHIP GROUPS
        
        Members who enjoy similar social activities, political beliefs, & religious values.
        
        ex: Union, Party lunch once a month group
      - REFERENCE GROUPS
        
        Reference groups have a strong influence on members behaviors.
        
        ex: Committee, volunteers in function
- - - - Better information sharing
        
        Higher employee motivation and engagement
        
        Fulfills drive to bond
        
        Closer research by team members
        
        Team members are benchmarks of comparison
  - - - Process losses
        (cost of developing and maintaining teams)
        
        Social loafing for the problems that occurs when people exerts less effort
        
        usually perform at a lower level
        
        HOW TO MINIMIZE SOCIAL LOAFING
        
        Make individual performance more visible
        
        Increase employee motivation
        
        Increase job enrichment
        
        1 more item...
        
        Form smaller teams
        
        Specialize Tasks
        
        1 more item...
- - - - relies on the satisfaction and wellbeing of its member (needs fulfillment)
        
        able to survive (to maintain the commitment of its member
  - - - Rewards
        
        Communication
        
        Organizational structure
        
        Organizational Leadership
        
        Physical space
        
        Team Processes
        
        Team development
        
        Team norms
        
        Team cohesiveness
        
        Team trust
        
        Accomplish Tasks
        
        Satisfy Member Needs
        
        Maintain Team survival
      - Team Design
        
        Task characteristics
        
        Team size
        
        Team composition
        
        Team effectiveness
        
        Features:
        
        Task characteristics
        
        Teams preferred with higher task interdependence
        
        extent that employees need to share materials, information, or expertise to perform their jobs
        
        Level of interdependence
        
        Reciprocal
        
        Sequential (Assembly line)
        
        Pooled
        
        Teams work better when tasks are clear, easy to implement
        
        learn roles faster, easier to become cohesive
        -ill-defined tasks require members with diverse backgrounds and more time to coordinate
        
        Team Size
        
        -Coordination, enough to complete works
        
        Smaller teams are better:
        
        need less time to coordinate roles and resolve differences
        
        require less time to develop more member involvement, thus higher commitment
        
        Team must be large enough to accomplish tasks
        
        that consume more time in coordination and organizing work
        
        Team Composition
        
        Effective team members must be willing and able to work on the team
        
        Effective team members possess specific competencies
        
        FIVE C's of Team Member Competencies
        
        Cooperating
        
        1 more item...
        
        Coordinating
        
        1 more item...
        
        Communicating
        
        1 more item...
        
        Comforting
        
        1 more item...
        
        Conflict Resolving
        
        1 more item...
        
        Diversity
        
        Team members have a diverse knowledges, skills, perspectives, values, etc.