Group versus Team

vs.

Individuals to Group-to-Group Team Continuum

Individuals

Group

Team

Degree of Interdependence and Collaboration

Co

mm

on

alit

y o

f G

oa

l

Adapted from Exhibit 11.1

Work Team Effectiveness Model

Other contextual influences

• Organizational goals• Opportunities for

interaction • Psychological factors

Work Team Effectiveness Model

Types of Groups

Formal

–Command

–Project / Task

–Committee

Informal

Work Team Effectiveness Model

Structural Characteristics & Composition

• Size

• Composition

• Differentiated roles

• Differentiated status

Size

–Social loafing:

–Process costs:

Composition

–Homogeneous

–Heterogeneous or diverse

Structural Characteristics

Composition of Teams

DiversityInnovative solutions to

problemsSource of creativityHealthy level of conflict

KSA

Team Member Roles

Task Specialist Role· Focuses on task accomplishmentover human needs.

· Important role, but if adopted by everyone, team’s social needs won’t be met.

Dual Role· Focuses on task and people.· May be a team leader.· Important role, but not essential if members adopt task specialist and socioemotional roles.

Nonparticipator Role· Contributes little to either task orpeople needs of team.

· Not an important role-if adopted by too many members, team will disband.

Socioemotional Role· Focuses on people needs ofteam over task.

· Important role, but if adopted by everyone, team’s tasks won’t be accomplished.

High

HighLow

Low

Member Social Behavior

MemberTask

Behavior

Structural Characteristics

Role ambiguity

Role conflict

Status

Work Team Effectiveness Model

Team Processes

FormingForming StormingStorming NormingNorming PerformingPerforming

Indicates progression

Adapted from Exhibit 11.4

Case

What stage of

development is this

group in?

Norms

Acceptable standards shared by a group’s members

Members observe the behavior of

others to determine what is appropriate

Members observe the behavior of

others to determine what is appropriate

Norm is establishedNorm is established

Suggested behavior is tolerated even though

disagree with

Suggested behavior is tolerated even though

disagree with

Dissenting member withdraws from groupDissenting member

withdraws from group

New behavior is suggested

New behavior is suggested

Members decide if any past experience

can contribute effective behaviors

Members decide if any past experience

can contribute effective behaviors

Group members

meet

Group members

meet

Members agree on behavior

Members agree on behavior

Members disagree on

behavior

Members disagree on

behavior

Development of Group Norms

Adapted from Exhibit 11.6

Development of Norms

• Early behaviors

• Imported behaviors

• Critical events

• Effects?

Team Cohesiveness

Degree to which team members are attracted to the team and motivated to remain in it

High cohesiveness is attractive feature of team

Positive effects

Increased quality and quantity of group interactions

Strengthened adherence to group norms

Increased effectiveness in achieving group goals

Augmented individual satisfaction with group membership

Positive effects

Increased quality and quantity of group interactions

Strengthened adherence to group norms

Increased effectiveness in achieving group goals

Augmented individual satisfaction with group membership

Negative effects

Useful or creative ideas may be ignored if they deviate from established norms or values

Increased probability of developing groupthink

Potential decrease in intergroup cooperation

Counterproductive norms may be emphasized

Negative effects

Useful or creative ideas may be ignored if they deviate from established norms or values

Increased probability of developing groupthink

Potential decrease in intergroup cooperation

Counterproductive norms may be emphasized

Adapted from Exhibit 11.7

Effects of Group Cohesion

Conflict

• Antagonistic interaction in which one party attempts to thwart the intentions or goals of another●Inevitable ●Intergroup / Intragroup●Positive / Negative

Types of Conflict

•Task

•Process

•Relationship

Case

What type of conflict

would you expect in

this group?

What would be the

impact of the conflict?

Work Team Effectiveness Model

• Desired Productive Output• Satisfaction

–Cooperation–Feelings

Characteristics of Highly Effective Groups

Managers’ Responsibilities

• Develop appropriate group structures

• Develop appropriate support from the organization

• Obtain appropriate coaching and consultation assistance

Adapted from Exhibit 11.11

Case

As team leader,

what would you do

know?

Self Assessment: How good are you at building and leading a team?