1. Context: this refers to factors such as having adequate resources, a solid leadership and structure, a climate of trust (members of the team should trust their leader) a performance evaluation and reward system (basically incentives).
2. Composition: This related to how teams should be staffed. E.g., you want to look at the abilities of members, their personality, allocation of roles in the team, diversity & cultural differences, size of teams (they shouldn't be too big for example) as well as member preferences (some people may rather work alone).
3. Process: An example is that teams should produce more outputs than inputs. Regarding process, we look at having a common plan & purpose, specific goals, team efficacy (their belief that they can succeed), team identity ('belongingness' in the team), team cohesion (emotional commitment to other members, a drive to move forward), social loafing (not pulling your weight to the team) etc.
1. Share the information you have, and the information you don't—where there is good formal communication with much information, there is no need for rumors. When you don't know information that others are seeking, discuss when you will know and follow up.
2. Explain, explain, explain. As a manager, discuss what decisions are made and why they were made, as well as the plan going forward.
3. Respond to rumors noncommittally, and then verify for yourself the truths you can. Make certain to gather all sides of the story.
4. Invite employees to discuss their concerns, ideas, suggestions, thoughts, and feelings about organizational matters. Help them frame their thoughts into more objective viewpoints.