OBCH6

Chapter Overview

• Organizational Behaviour: Concepts, Controversies, Applications Ninth Canadian Edition

• Focus on: Groups and Teamwork

Chapter Outline: Teams and Groups

• Teams versus Groups: What Is the Difference?

  • Importance of teams in modern organizations

  • Types of teams

• From Individual to Team Member:

  • Roles within teams

  • Norms that govern behavior

• Stages of Group and Team Development:

  • Understanding models of team development

• Creating Effective Teams:

  • Factors contributing to team effectiveness

• Challenges:

  • Recognizing when teams are not the solution

Learning Outcomes

1. Define group and team.

2. Analyze teams' importance in organizations.

3. Contrast the five types of teams.

4. Understand changing role requirements in various situations.

5. Demonstrate how norms influence behavior.

6. Identify stages of group development.

7. Recognize characteristics of effective teams.

8. Explore the implications of diversity on team effectiveness.

9. Assess effects of group size on performance.

10. Determine when to utilize individuals instead of teams.

Key Concepts: Teams versus Groups

• Group: Two or more people with a common relationship.

• Team: A group whose individual efforts result in outcomes greater than the sum of individual contributions.

  • Features: Shared leadership, accountability, problem-solving orientation, team outcomes and goals as measures of effectiveness.

Popularity of Teams

• Better use of employee talents.

• Enhanced flexibility and responsiveness to change.

• Quick assembly, deployment, refocusing, and disbanding capabilities.

• Greater motivational impact and task identity.

• Typically outperform individuals in complex tasks requiring diverse skills.

Types of Teams

• Problem-solving Teams: Focus on improving quality, efficiency, and the work environment.

• Self-managed Teams: Handle responsibilities previously held by managers.

• Cross-functional Teams: Comprise members from different work areas at similar hierarchical levels.

• Virtual Teams: Utilize technology to connect geographically dispersed members.

• Multiteam Systems: Collections of interdependent teams sharing a common goal, often needed for complex tasks.

Transitioning from Individual Contributor to Team Member

Roles in Teams

• Definition: Expected behaviors of someone in a specific position.

• Various role expectations can lead to compatibility or conflict.

• Role Conflict: Difficulties complying with differing role demands.

• Role Ambiguity: Unclear expectations regarding one’s role.

• Role Overload: Too many expectations placed on a person.

• Role Underload: Insufficient expectations leading to feelings of insignificance.

Norms Governing Team Behavior

• Definition: Acceptable standards within a group.

  • Cover aspects like performance, appearance, social arrangement, resource allocation.

Development of Norms

• Norms can arise from explicit statements, critical past events, initial behavior patterns, and carry-over behaviors.

• Enforcement Reasons: To facilitate group survival and predictability, minimize embarrassment, express values, and clarify group identity.

• Conformity: Adjusting behavior to align with group norms.

• Deviant Workplace Behavior: Actions violating norms endangering organizational health.

Stages of Group Development

1. Forming: Initial uncertainty and anxiety.

2. Storming: Intra-group conflict emerges.

3. Norming: Development of close relationships and cohesiveness.

4. Performing: Group operates at full capacity.

5. Adjourning: Conclusion of activities and disbanding focus.

Characteristics of Effective Teams

• Clear purpose and accepted goals.

• Informal, comfortable climate encouraging participation.

• Civilized disagreement and consensus-based decision-making processes.

• Open communication with few hidden agendas.

• Defined work roles with clear rules and responsibilities.

• Varied leadership contributing to team dynamics.

Contextual Factors for Team Effectiveness

• Adequate resources, strong leadership, trust climate, and performance evaluation.

• Composition considerations include member abilities, diversity, and size.

• Team processes include shared goals, cohesion, and conflict management.

Challenges of Teamwork

• Teams may not always provide better solutions; suitability depends on interdependencies and common goals among group members.

• Cultural diversity can initially challenge team processes but offers long-term value through diverse viewpoints.

Summary of Key Points

1. Groups are based on relationships; teams optimize collective performance.

2. Flexibility and responsive nature of teams elevate their organizational importance.

3. Defined roles and norms within teams shape functioning and effectiveness.

4. Stages of development elucidate the dynamics of team interactions.

5. Diversity enhances group effectiveness via varied perspectives.

6. Optimal team size is around five or six members, maintaining productivity without social loafing risks.

7. Assessing team dynamics is crucial to deciding between individuals and teams.