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Chapter 10 Managing Teams

STUDY
PLAY
Social Loafing
- Occurs when workers withhold their efforts and fail to perform their share of the work
- Count on blending in the background
-"Slackers"
- Can't be fixed
Self-Limiting Behavior
- Occurs whenever team members choose to limit their involvement in the team's work
- Don't see a pay off to participate
- Can be fixed
Factors that encourage Self-Limiting Behavior
- Presence of someone with expertise (73%)
-Presentation of a compelling argument (62%
-Lacking confidence in one's ability to contribute (61%)
- An unimportant or meaningless decision (52%)
-Pressure from others to conform to the team's decision (46%)
- A dysfunctional decision-making climate (39%)
Work Team Characteristics
All 5 need to be present, or performance can be hindered
- Team Norms
- Team Cohesiveness
- Team Size
- Team Conflict
- Team Development
Team Norms
Informally agreed-on standards that regulate team behavior
- Powerful influence on work behavior
- Regulates everyday behaviors of teams
Team Cohesiveness
- The extent to which members are attracted to the team and motivated to remain in it
Promoting Team Cohesiveness
- Make sure all team members are present at team meetings
- Create additional opportunities for teammates to work together
- Engage in non-work activities as a team
- Make employees feel that they are part of a "Special" organization
Team Size
- optimal size is 6 - 9 people
Team Conflict
C-Type Conflict ( Good one)
A-Type Conflict (Bad one)
- Both types often occur simultaneously
C-Type Conflict
Cognitive conflict
- Focuses on problems and issues
- Associated w/ improvements in team performance
A-Type Conflict
Affective conflict
- Emotional, personal disagreements
- Associated w/ decrease in team performance
Team Development
first 3 stages
- Forming
- Storming
- Norming
Forming Members/Leaders
Members
- Comments directed toward leader
- Direction sought
- Members fail to listen
- Issues are discussed superficially
Leaders
- Provide structure
- encourage participation
- learn from members area of expertise
- share all relevant info
- Encourage questions
Storming Members/Leaders
Members
- Attempts to gain influence
- Subgroups form
- Leader is tested
- Members judge each other and leader
- task avoidance
Leaders
- Engage in joint problem solving
- establish a norm supporting different viewpoints
-establish decision- making process
- share decision making
- provide members w/ resources
Norming Members/Leaders
Members
- Cohesive behavior
-laugh together
- groups may feel superior to other groups
-members do not challenge one another as much as leader
Leaders
- Talk openly about your own issues and concerns
- Have group members manage agenda items
-Assign challenging problems for "member" decisions
- Delegate as much as members are capable
How teams can have a good fight
- work with more, rather than less, info
- develop multiple alternatives to enrich debate
- establish common goals
- inject humor
- maintain a balance of power
- resolve issues w/ out forcing a consensus
Necessary work for structuring productive teams involving Golds
- Try to support an organized approach.
- Contributions made toward the objective should be demonstrated through actions rather than words
- Precise, efficient, time-disciplined and well-organized
Necessary Work for structuring productive teams involving Oranges
- "keep it entertaining" and fast moving
- Allow them opportunities to do things/ or take action
-Limit controls and supervision
- Give them opps to move things forward
- keep environment unstructured and flexible
Necessary Work for structuring productive teams involving Greens
- Get them to talk about their ideas, opinions, dreams and support them
- Don't hurry the discussion Develop mutual stimulating ideas together
- Do not like losing arguments. Explore alternative solutions
-argue the facts, not feelings
-be precise efficient, time disciplined, and well organized w/ them.
Necessary Work for structuring productive teams involving Blues
- Get blues to talk about opinions, ideas, and dreams, and try to support them
- Support their feelings
- Look into their personal objectives
- In arguments, discuss personal opinion and feelings