Date post: | 15-Jul-2015 |
Category: |
Leadership & Management |
Upload: | dr-gauranga-mohanta |
View: | 625 times |
Download: | 1 times |
Groups & Group Development, Turning Groups into Effective Teams
Dr. G C Mohanta, BE, MSc(Engg), MBA, PhD(Mgt)
Professor
Group
Group is defined as two or more interacting and interdependent individuals who come together to achieve particular goals
Formal groups - Groups specially set up by an organization to carry out tasks
An actual part of the organization with arranged meetings and rules determining behavior and actions
Informal groups - Groups made up of individuals in business with similar interests
Not an actual part of the organization with no formal rules determining behavior and actions
Basic Group Concepts
Role - set of expected behavior patterns attributed to someone who occupies a given position in a social unit group members have particular roles
roles oriented towards task accomplishment or maintaining group member satisfaction
individuals play multiple roles role conflict - individual confronted by
different role expectations
Basic Group Concepts (Contd.)
Norms - acceptable standards or expectations that are shared by the group’s members Each group has:
its own unique set of norms
common norms related to levels of effort and performance
exert powerful influence on performance
Conformity - acceptance by group makes some members susceptible to conformity pressures group norms push members toward conformity
results in alignment of opinions
Basic Group Concepts (Contd.) Status - a prestige grading, position, or rank in a
group
may be conferred informally based on personal characteristics
may be formally conferred
Group Size - effect on behavior of group depends upon the type of outcome
large groups - good for getting diverse input
small groups - good at making use of information
dispersion of responsibility in large groups leads to free rider tendency
Basic Group Concepts (Contd.)
Group Cohesiveness - degree to which members are attracted to a group and share the group’s goals
Relationship between cohesiveness and group effectiveness depends upon the alignment of group & organizational goals
Basic Group Concepts (Contd.)
External Conditions Imposed on the Group formal group is a subsystem of a larger system
group affected by the overall strategy, authority structures, formal regulations, resources, performance management system, and organization culture
Group Member Resources - task-relevant and intellectual abilities of individual members abilities set parameters on effectiveness of performance
in a group
positive attributes - sociability and self-reliance
negative attributes - dominance and unconventionality
Basic Group Concepts (Contd.)
Group Structure - structural variables include roles, norms, status, and group size
Group Processes - include communication, decision making, leadership, and conflict resolution process factors created in the group may have a positive
or negative effect on group performance
Group Tasks Complexity - simple tasks are routine and standardized
complex tasks are novel and non-routine
important to have effective communication and controlled conflict when task is complex
Characteristics of an Effective Groups
High commitment to achieving goals
Clear understanding of the group’s work
Open communication and trust
Ideas sharing and generating
Constructive criticism and suggestions
Factors Affecting Group Decisions
The size of groups: ideally 5, over 21 ineffective Communication ways: centralization or
decentralization Leadership styles: automatic, persuasive,
consultative or democratic Skills used in groups: contribution skills,
cooperation skills, production skills
Functions of Groups For the organization Accomplish jobs that can not be done by one
individual, especially complex tasks Aid decision making Help control individual behavior Facilitate changes
For the individual Help learn about the company and the individuals
themselves Help in gaining new skills Obtain rewards unable to be achieved alone Satisfy personal needs in social acceptance esteem
Stages of Group Development
Pre-stage Stage IForming
Stage IIStorming
Stage IIINorming
Stage VAdjourning
Stage IVPerforming
Forming
Groups members try to set rules for group behaviors
Individuals start to find out about each other.
Guidance is needed from the leader.
Characteristics of the Forming Stage: Exploration.
Focus on similarities and differences.
First impressions are key.
Confusion/anxiety.
Lower productivity.
Issues of inclusion, leadership, developing trust.
Open communication is a must.
Storming
A conflict stage where members bargain with each other.
Individuals reveal their personal goals and may resist the control of others.
Characteristics of the Storming Stage: Competition.
Strained relationships.
Leader is challenged.
Tension and disunity.
Differences are uncomfortable.
Issues of autonomy vs. control, support vs. competition, influence, and decision-making.
Norming Group members are developing ways of working
together.
They agree on the shared goals.
Rules have been developed.
Characteristics of the Norming Stage: Increased cohesion. More collaboration. Emerging trust. Appreciation of differences. Issues of strengthening relationships, open
communication, positive/constructive feedback.
Performing
The group has developed unity or cohesion.
People are getting the job done to realize goals.
Characteristics of the Performing Stage:
Productivity.
Problem-solving.
Shared and participative leadership.
Full development of potential.
Adjourning
The group ends.
The group terminates because the task has been achieved or when the members have left due to failure or loss of interest.
The feelings of members vary at this stage.
While some may be happy about the group's accomplishments, others may be depressed that they would be losing their friends after the group is disbanded.
Turning Groups Into Effective Teams
What Is a Team?
Work team - formal group made up of interdependent individuals who are responsible for the attainment of a goal
Work teams are popular in organizations
Why Are Work Teams Popular?
Why UseTeams?
Createsesprit de corps
Takes advantageof workforce
diversity
Increasesflexibility
Increasesperformance
Allows managersto do more strategic
Management
Types of Teams
• Product development• Problem solving• Reengineering• Any other organizationalpurposes desired
Purpose
• Functional• Cross-functional
Membership
• Supervised• Self-managed
Structure
• Permanent• Temporary
Duration
Types of Teams (cont.)
Teams based on membership
Functional teams - composed of a manager and her/his employees from one functional area issues of authority, decision making, and leadership are relatively
simple and clear
attempt to solve problems in specific functional area
Cross-functional teams - members come from different functional areas hybrid grouping of individuals who are experts in various specialties
Teams based on structure
Supervised - under the direction of a manager
Self-managed - operate without a manager responsible for a complete work process or segment
assumes the responsibilities of managing itself
have authority to make and implement decisions, finish projects, and address problems
organizations plan to expand their use in the future
Types of Teams (cont.)
Types of Teams (cont.)
Virtual team - physically dispersed members are linked by computer technology
miss the normal give-and-take or face-to-face discussions
tend to be task oriented
Characteristics of Effective Teams
Characteristics of Effective
Teams (contd.) Clear Goals - members understand and support the goals to
be achieved
Relevant Skills - members have the necessary technical and interpersonal skills
Mutual Trust - members are confident in each others’ ability, character, and integrity strongly influenced by the organization’s culture
Unified Commitment - loyalty and dedication to the team membership in the team an important aspect of the self
Good Communication - messages are readily understood healthy dose of feedback from team members
Characteristics of Effective Teams (contd.)
Negotiating Skills - flexibility requires members to possess these skills
must be able to confront and reconcile differences arising from changing problems
Appropriate Leadership - provide help in difficult situations
plays role of coach or facilitator
Internal and External Support - team requires a sound infrastructure
team should have external resources required to perform its work
Managing Teams
Planning - goal determination
members understand and accept the team’s goals
Organizing - clarify authority and structural issues
support in the organization’s culture for employee involvement and autonomy
must resolve issues of leadership, tasks to be performed, and assignment of tasks
Managing Teams (contd.)
Leading - determine the role that leader will play
deal with human dynamics of the team
Controlling - performance criteria must reflect teamwork behaviors
reward system must reflect team efforts and performance Gainsharing - incentive program that shares the gains of the
efforts of employees with those of employers
rewards directly related to performance