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SCENARIO - Coggle Diagram
SCENARIO
DISCUSSION 1: POSITIVES AND NEGATIVES OF THE BEHAVIOUR
INEFFECTIVE TEAM
NEGATIVE AS THE TEAM DIDN'T SHARE THE SAME GOAL OR MINDSET
REDUCED COLLABORATION SEEN AS COLLEUGES BEGAN TO ARGUE MORE
EXPECTATIONS FROM EACH INDIVIDUAL WERE NOT CLEAR
COMMUNICATION PROCESSES
POOR COMMUNICATION TO BEGINS WITH ADDED TO GREATER ARGUMENTS
EMPLOYEES FREQUENTLY ASSUME THE OTHER PARTY UNDERSTANDS THE AGREEMENT EVEN WHEN THEY DON'T
TYPE OF TEAM
TEAM AUTONOMY CAN DIFFER
A TRADITIONAL WORK GROUP STRUCTURE WAS USED = LESS INDIVIDUAL AUTONOMY
CENTRALISED DECISION-MAKING LEAD TO MORE DISAGREEMENTS
A LACK OF ABILITY TO BE CREATIVE DISCOURAGED CAMERON AND LEFT HIIM UNMOTIVATED
DISCUSSION 2: MANAGEMENT CONCEPTS TO INFLUENCE ORGANISATIONAL PERFORMANCE
DECISION-MAKING PROCESS
SIX-STEP PROCESS COULD BE USEFUL IN THIS SCENARIO (?)
GIVES A CLEAR BREAKDOWN AND ALLOWS FOR A THOROUGH EVALUATION
ALLOWS FOR MANAGERS TO LEAVE EMPLOYEES WITH GREATER AUTHORITY, KNOWING GOOD CHOICES ARE BEING MADE
GIVES TEAM MEMVERS AUTONOMY YET STRUCTURE
TEAM AUTONOMY
GIVING AUTHORITY TO MAKE DECISIONS
ALLOWS FOR TEAMS EXPERTISE TO WORK TOGETHER FOR COLLECITVE OUTCOME
TRANSITION TEAMS TO SELF-MANAGING OR SELF-DESIGNING STRUCTURES
MORE RESPONSIBILITY = MOTIVATED = BETTER OUTCOMES
JOB CHARACTERISTICS MODEL
JOB FEATURES CAN DIRECTLY IMPACT EMPLOYEES
SKILL VARIETY, TASK IDENTITY, TAKS SIGNIFICANCE, AUTONOMY AND FEEDBACK ARE AREAS THAT COULD BE WORKSHOPED
TASK IDENTITY: TASK TO BE COMMUNICATED MORE CLEARLY
AUTONOMY: ALLOWING FOR THE EMPLOYEE TO WORK IDENPENDENTLY
FEEDBACK: CHECKING IN ON INIDVIDUAL WORK AND GIVING GUIDANCE