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WHAT IS A TEAM?A team is a collection of people who iteract
with each other regularly and are dependent on each other for attainment of common goals.
What is a work group?A WORK GROUP CONSISTS OF TWO OR
MORE PEOPLE WHO INTERACT AND WORK TO DO A PARTICULAR TASK.
The levels of work groups…Dependent level work groups
Independent level work groups
Interdependent level work groups
Dependent level work groups Dependent-level work groups are the
traditional work unit or department groups with a supervisor who plays a strong role as the boss.
Everybody has a job to do.Boss tells do’s and don’ts.Can perform well in the short run.
Independent level work groups each person is responsible for his or her own main area. staff members work on their own assignments with
general direction and minimal supervision. Examples:-
Sales representatives, research scientists, accountants, lawyers, police officers, librarians, and teachers are among the professionals who tend to work in this fashion.
Interdependent level work groups Members of an interdependent-level work group rely on
each other to get the work done. Sometimes members have their own roles and at other
times they share responsibilities. They coordinate with one another to produce an overall
product or set of outcomes.
work groups teams
Work Groups
Individual accountability
Come together to share information and perspectives
Focus on individual goals
Produce individual work products
Define individual roles, responsibilities, and tasks
Concern with one's own outcome and challenges
Purpose, goals, approach to work shaped by manager
Teams
Individual and mutual accountability
Frequently come together for discussion, decision making, problem solving, and planning.
Focus on team goals
Produce collective work products
Define individual roles, responsibilities, and tasks to help team do its work; often share and rotate them
Concern with outcomes of everyone and challenges the team faces
Purpose, goals, approach to work shaped by team leader with team members
What is team building ?It is an effort to create a climate that
encourages and values the contribution of people , with energies directed towards problem solving and task effectiveness to achieve team’s purpose.
Stages of Team Development
Goal Goal Goal Goal
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GoalGoalGoal GoalGoal GoalGoal GoalGoal
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Forming Forming Storming Storming Norming Norming PerformingPerforming
EExplain xplain DDemonstrate emonstrate GGuide uide EEnablenable
Stages in team development Forming – team members are introduced
Storming – the team transitions from “as is” to “to be”
Norming – the team reaches consensus on the “to be” process
Performing – the team has settled its relationships and
expectations
Adjourning – the team shares the improved processes
with others
Forming The “polite” stage in which the team �
starts to form. Everyone is trying to figure out what �
the team concept is. Initial “silent” leaders may take the �
rein. The team is usually positive for the �
most part for the initial meetings. No one has offended anyone at this �
point yet!
Storming The honeymoon is over.The silent leaders may be clashing for
control of the group. People disagree and may blame the team concept, saying it doesn’t work. Management needs to do a lot of coaching
to get people to work past their differences,
may take separate 1–on–1’s with people.
Storming includes feelings and behaviors of:
„ Resisting the tasks. „ Resisting quality improvement approaches
suggested by other members. „ Sharp fluctuations in attitude about the team
and the project's chance of success. „ Arguing among members even when they
agree on the real issues. „ Questioning the wisdom of those who
selected this project and appointed the other members of the team.
This phase sometimes takes 3 or 4 meetings before arriving at the Norming phase.
Norming The team is starting to work well together�
They may start to “boast ” the team concept �to others who aren’t in the team and will be very positive about their role/team group.
Often, the team will bounce back and forth �between “storming” and “norming” when issues crop up.
Regressions will become fewer and fewer and the team will bounce back to “norming” in a quicker manner as the team “matures.”
Norming includes feelings and behaviors of:
„ Acceptance of membership in the team. „ An attempt to achieve harmony by
avoiding conflict. „ More friendliness, confiding in each other,
and sharing of personal problems. „ A sense of team cohesion, spirit, and
goals. „ Establishing and maintaining team ground
rules and boundaries. They now have more time and energy to
spend on the project.
Performing † This is the level where the team is a
high performance team.† They can be given new projects and
tasks and accomplish them successfully.They are a complete self-directed team
and require little, if any, management direction.
There is a high degree of cohesion among team members.
† In many organizations, this can take 6 months or longer to reach this state this stage.
CohesionComes together
as a team High energy High interest Progress is made Team is
supportive Develop
relationships
Adjourning The team briefs and shares the �
improved process during this phase. When the team finally completes that �
last briefing, there is always a bittersweet sense of accomplishment coupled with the reluctance to say good–bye.
Many relationships formed within these �teams continue long after the team disbands.