Prepared By Kim SoltysikSelf and Others III

•How groups become teams.•Types of teams•Why groups sometimes fail•How to build an effective team?•How to manage relationships with other teams?•Conflict styles

Positive attributes of groups:Total Resources: in a collective of people you

have a pooling of talents, energy, information and skill sets to perform tasks that can not be achieved by one individual.

Diversity of Resources: The collective group aides in decision making through the exchange of information there is enhanced creativity to accept complex tasks.

Offers Social and Career Opportunities: Group members learn corporate culture and network. Never pass on an opportunity to serve on a committee and advance yourself in an organization.

Group DefinitionThe term “teams” is used so frequently in the workplace is

now Cliché. Organizations have always used Groups to “get the job done”Groups have little power, autonomy or influence in the

workplace.There is no shared cause or vision for future development.There is rarely a commitment to a common purpose.A working group is a collection of people who work in the

same area to perform a specific task, but do not come together as a unit and make significant performance improvements.

Examples???????

Group Task

• May contribute as piece worker or on the assembly line.

•Isolatated task that is easily quantified and measured.

Team Definition:“Real Teams” are fully integrated into the organizational

structure.They may/not have authority – dependent on what

aspect in the organization / work environment?Members are usually well trained, involved in

the issue, cooperative – performing in a culture of supported learning and improved outcomes.

People with complementary skills ~ committed to a common purpose and established goals for which they hold themselves mutually accountable.

Teams embrace all skill sets and people prepared to the shared good.

Some organization’s Teams are exclusive – not inclusive . They become involved in decision making beyond their shared expertise.

Types of TeamsWork Teams:

manufacture, assemble or sell good. Ie Dietary

Project Development Teams: work on long term projects – disband when work is complete. Ie – installing systems

Parallel Teams: Work involves a variety of areas to focus on specific tasks ie OR waitlists.

Management Teams: provide direction to subordinates under their jurisdiction ie policies development and enforcement.

How do Teams Develop?Forming Storming NormingPerforming AdjourningThese are open-end and affected by

group cohesiveness / satisfaction.

The key to team development ?

Time The forming stage:•The first meeting sets the rules, roles and norms of the team.Midway stage: •The period between finishing the project - when the team knows time is scarce and they can not employ other options. Conflict may result

Group DecayDe –norming

As the project evolves the standard of conduct erodes. Members drift after their own interests. Expectations change.

De - stormingMirror opposite of storming. Conflicts arise suddenly as discontent bubbles to the surface. Individuals resist group norms and cohesiveness declines.

De – formingGroup falls apart as sub – groups battle for control. The purpose / agenda components may be claimed by individuals. Members isolate themselves and the whole job is no longer viable = Scapegoating

When it is good!The team must feel the assigned task is valued and

has purpose to the greater good to feel committed to the work required. Good teams don’t do “junk”.

Upon having meaningful purpose, Teams will work at developing an inclusive understanding of how to work together to achieve their goal.

Tasks are thoughtfully assigned with clear direction, well stated expectations.

The team will pull together with motivation and may have a chance to achieve extraordinary things.

I had a shower for this?

Social Loafing:

when the member believes their input is not valued others can do the

work their sloth will be

undetectedOr .....they will be

the chump who ends up doing all the work with no individual recognition for their efforts.

Social Facilitation Effect

Working harder when in a group than when working alone.

These people are concerned with what other people think about them.

This person wants to present the optics of a positive self image.

They may offer to take on a large piece of the tasks in an effort to fit in with the “Team”.

Social Facilitators cancel –out Social Loafers.

Need to be sure this person is not set-up to fail.

Role EpisodesThe messages between group membersCarrot and Stick: (Westinghouse) 134 Managers were rewarded to buy

shares/stocks boosting the company’s financial picture. (carrot)

At quarterly meetings the CEO ranks Managers by how their operations contribute to the earnings per share.

The CEO does not scold. He identifies the Producers in green and laggards in red on a chart for the entire organization to see. Shame is a powerful tool.

Peer pressure takes care of the laggards

Roles that result....Role Overload: When expectations of the Leader exceeds the

individual’s capacity to perform effectively. I.e. Students with a full course load, working part-time try to have a social life and maintain a 4.0 grade average.

As the person takes on more tasks s/he moves from being constructive and effective, to reduced performance while trying to do more work in less time.

Role ConflictWhen a person is torn between conflicting

demands placed on them by external forces.More pointedly it is when conflicting internalized

values, beliefs personal standards collide with the expectations of others. It can present as an ethical conflict (MB), or personal confusion.

The easiest example is the latest buzz word “home life and work life balance.”(E.O and JVM)

Person struggles with making poor choices, appearing disloyal and taking personal risk to save “self”

Result

Role AmbiguityRole Ambiguity is the polar opposite of Role

Conflict.Role Ambiguity is when there is a failure of the

LEADER or PEER to communicate the expectations or information the Nurse needs to perform effectively and /or enjoy success in their role.

This may happen because the other person does possess the information or they are with holding it deliberately. (“Me” culture)

Exercise and break. 15 minutes only.

15 minutes only – please return on time.This material is testable and will appear on the

midterm.Music