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hi and welcome to chapter 10
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understanding work
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teams so in this chapter we are going to
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talk about
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teamwork and after studying this chapter
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you should be able to analyze the
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growing popularity of teams and
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organizations understand why
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organizations are developing more and
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more diverse teams and team strategies
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contrast groups and teams contrast to
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five types of teams identify the
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characteristics of effective teams show
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how organiz ations can create team
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players and decide when to use
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individuals instead of teams so why are
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teams so popular well basically they're
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popular because you can achieve more in
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a team so the increased competition from
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companies
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worldwide has forced companies to become
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more competitive and one way to become
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more competitive and more efficient is
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to develop teams and teamwork so teams
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can come together to better utilize
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individual employee talents collectively
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they're more flexible and responsive to
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change and they also serve to possibly
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motivate people so over the last Deca
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decade we have seen the use of teams
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grow exponentially in organizations
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there are a number of reasons why this
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is true teams can enhance the use of
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employee talents and tend to be more
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flexible and responsive to change teams
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can help to keep employees engaged in
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their work and increase the
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participation in decision- making and
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thus increasing their m motivation and
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job satisfaction however teams are not
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always effective uh so it is important
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to take a look at how to deploy teams
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and when to best use
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them groups and teams are not the same
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thing a group is primarily there to
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share information and make decisions no
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real joint effort is required a teamwork
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however a team is more coordinated in
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effort to achieve a particular goal so a
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group is just any group of people who
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are working in a
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company that are all working to the same
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goal maximizing shareholders well
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however they're not working closely
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together like a team
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would okay so that's that's an important
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thing to new so there a lot of work
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groups
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departments um and organ organizations
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that can be considered a group but a
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team has to be something that is people
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working together in a coord ated effort
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with one
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another that are where each person's
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work is directly linked or tied to
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someone else's
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effort okay so let's so group groups or
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work groups and work teams differ in
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their goals level of synergy
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accountability and skills uh their
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function is different so work groups
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share information while work teams work
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together for more Collective
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performance the the Synergy in groups is
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neutral whereas
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Teamworks teams have more of a positive
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Synergy so Synergy is really that adage
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1 + 1 equals 3 so the Synergy in a team
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means that the team can produce more
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results than groups of people working
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individually so accountability can be
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individual for both um groups or teams
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but is uh is more often Mutual in teams
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the skill in a group can be varied
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wherever the skill in the team need to
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be complimentary meaning that they the
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skills
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are together the combination of skills
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of the people on the team help to create
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something more powerful more effective
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at work so here in this diagram we have
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you know work groups of just people who
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may share information work for the same
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company uh neutral individual working in
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their own offices working on their own
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tasks and it's kind of random and Vary
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where work teams are more Collective and
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this is so this is the connectivity so
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it's more Collective performance it's a
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more positive experience where people
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are are um working directly on the same
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type of work often the same projects um
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and
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assignments so and their skills are more
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complimentary to each
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other okay now there are four different
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types of teams there's a team
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specifically put together to solve a
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problem there are self-managed teams
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where the the teams themselves don't
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have a super supervisor or a direct boss
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they manage themselves in producing
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their
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returns they're are cross functional
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teams which are teams of people that are
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pulled from multiple places within the
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in the company's hierarchy and there are
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virtual teams teams that work online or
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in an alternative work
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space okay so problem solving teams
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members are can often be from the same
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department or the same group so they
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share ideas and suggest and suggestions
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for improvement but they're rarely given
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the authority to implement their
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suggestions they're sort of a
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brainstorming team so they come together
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to POS potential solutions to problems
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which will probably present the top
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manager to decide what to do now the
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self-managing teams this could be teams
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a little bit bigger teams maybe 10 to 15
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employees um and they're comprised
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groups of people who perform highly
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related and interdependent jobs and take
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on the responsibilities of their for
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supervisors so the effectiveness of this
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type of group greatly depends on the
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situation and the goals of the group so
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you know so team the team itself is sort
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of eliminating the supervisory role of a
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manager and they are doing their own
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work planning and scheduling their own
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task assignments uh this their operating
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decisions actions working with the
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customers
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now this can be a very difficult team to
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put together and work effectively
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because some teams do better when you
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have a leader or supervisor motivating
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directing them so a self-managed team
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would really have to be a group of
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Highly coordinated efficient team
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members people who are good at working
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in teams if you're not good at working
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in a team you're probably not good at
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being a part of a self-managed team it's
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one of the most difficult teams to set
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up and and establish but can be one of
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the most cost effective and efficient
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teams once is going and working well
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cross functional teams are a gather
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workers from many different work areas
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that come together to accomplish a task
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that needs to utilize multiple
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perspectives so this type of group is
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good at developing new ideas and solving
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problems or coordinating complex
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projects across the company you know
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given that their tasks are normally
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complex and diverse it takes some time
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for the groups to develop into a more
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effective and efficient productive teams
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so the cross functional teams solve
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problems that affect generally affect
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the whole company so it's some sort of
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problem that you would need people from
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sales and marketing Finance and
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Accounting and operations to be involved
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to help solve so uh so you get a very
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diverse group of individuals who have a
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diverse background and knowledge about
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all areas of the company so that's what
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helps to solve problems that affect that
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generally affect the entire Company by
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having pulled in experts from each area
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of different departments in the company
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okay so virtual team this is going to be
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something that's going to be much more
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uh prevalent in the future and you may
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have already been part of a virtual team
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and you're basically just using
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technology like Skype uh Adobe Connect
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to connect teams across the world so it
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can be difficult because when you're not
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meeting face to face there can be less
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direct interaction less social
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opportunities you know but virtual teams
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are increasing in their use that's for
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sure and this type of Team uses computer
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technology to bring people together to
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achieve that common goal typically these
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team these types of teams get to work
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with little socializing but they need to
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overcome time and space constraints um
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to accomplish their task and one big
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problem could be time zones so if you
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have multiple people in multiple time
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zones it's hard to find a time that's
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convenient for everybody um so in order
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to be effective virtual teams need to
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find ways to establish trust among the
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members and have and have close
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monitoring and results to be publicized
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so dispersing information can be
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challenging in an online team research
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shows that virtual teams are better at
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sharing unique information but they tend
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to share less information overall can
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also be challenging to find the best
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amount of the best way to communicate so
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low levels of virtual communication can
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mean high levels of information sharing
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but high levels of virtual communication
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can hinder information sharing so
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basically you know low levels of virtual
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communication could be something like
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email where you can share a lot of data
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um but very high levels of virtual
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communication like Skype May hinder some
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information
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sharing mostly because the time it takes
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to meet up and the limited time you have
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to talk in those uh and some of the
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connectivities issues with something
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like Skype okay multi-team system so
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research shows that multi-team systems
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perform better when they have
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um boundary spanners who um whose job is
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to coordinate the members of the sub
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teams so the multi-team system can be
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bet can be the best choice when teams
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are too large to be effective or when
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teams are with distinct functions need
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to be highly coordinated so this is
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managing groups of teams so collections
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are two more teams that need to be
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coordinated so and that's getting more
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and more true in work world today that
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there are managers dealing with multiple
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multiple teams that they have to keep on
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track and keep
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coordinated okay so creating effective
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teams we have uh context
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composition and
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process so for each of
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these
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um we're going to talk about the each of
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these a little bit moving forward but
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for each of these you know for the
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context adequate resources you know
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basically these three components of
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effective teams um have Sub sub areas so
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in context is adequate resources
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leadership and structure climate of
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trust performance evaluations and
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rewards on
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composition uh abilities of members
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personality allocating roles diversity
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size of teams member flexibility member
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preferences and process common purpose
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specific goals team efficacy conflict
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levels and social loafing so let's talk
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about the these are all elements in
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making the team
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effective um understanding the context
00:11:06
is important for teams to be effective
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the team needs the right resources to do
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the job well members also need effective
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leadership and structure to facilitate a
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process that will help the team succeed
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it's important that teams fit together
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so they can successfully utilize the
00:11:23
individual skills inside the group so
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trust is also an important aspect of
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teams and essential for group
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cohesiveness as is
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seen as we've seen previously finally
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the reward system need to be adequate
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and based on team contributions so these
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are some cont context factors in making
00:11:45
a successful team so you could see how
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um a team is going to need adequate
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support and resources without that
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they're really not going to be
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successful having effective leadership
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and structure is critical for team to
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function and the climate trust is
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probably the most important element here
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where team members trust each other in
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their leadership that they're going that
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they have the the tools to become
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successful and that the their team
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members are people they can trust people
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they can open up to uh on a work level
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and people that they can share their
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success with and that ties into
00:12:21
performance evaluations as far as how
00:12:23
you perform in a team and the type of
00:12:25
reward reward you receive for being an
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effective team member or being a part of
00:12:29
an effective team and one of those
00:12:31
generally are bonuses that are
00:12:32
specifically tied to team
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membership so team composition and
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success so the ability of the
00:12:41
members is definitely a key aspect so a
00:12:43
manager must play coose attention to how
00:12:45
a team is put together to assure the
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group's cohesiveness and Effectiveness
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so each member should have been selected
00:12:54
based on the type of skills and
00:12:55
abilities needed to accomplish the task
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at hand however abilities are not the
00:13:00
only characteristic that managers need
00:13:02
to pay attention to personality is also
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important uh that the team can bond form
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trust together and that the team has the
00:13:10
P personalities of the team work well
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together because fighting in um people
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not getting along due to personalities
00:13:20
is probably the biggest reasons teams
00:13:22
fail so in addition manager must be sure
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he assigns the right people to fill the
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roles as needed but maintaining adequate
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diversity so the idea generation can
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still occur so the manager must also pay
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attention to the size of the team to
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ensure that the members want to be on
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the team and enjoy the
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teamwork uh
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organizational organizational diversity
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um in attributes such as age
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uh can help predict better team
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formations so let's just back up for
00:13:59
minut so if you're going to have a
00:14:00
successful team the members should have
00:14:02
you know technical expertise problem
00:14:05
solving skills interpersonal skills the
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ability to get along with people the
00:14:09
personality of the team members team
00:14:12
member you have better team members with
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people who are very conscientious and
00:14:16
thoughtful and open-minded you know
00:14:19
people who will readily listen to ideas
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think about them research them and not
00:14:23
just reject them just because they
00:14:25
personally feel a certain way or reject
00:14:27
them out of their ignorance
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um and the allocation of roles so the
00:14:32
roles that people play Within the team
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need to be defined so they understand
00:14:35
what how and what they are going to
00:14:38
contribute and of course the diversity
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of members helps
00:14:42
to bring strengths to the team you don't
00:14:45
want all like-minded people on the team
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you want people from different
00:14:49
experiences different backgrounds to
00:14:51
help make a more well-rounded team that
00:14:53
can make more well-rounded
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decisions okay
00:15:00
all right so the team process and
00:15:03
success so you have potential
00:15:07
um
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potential group
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Effectiveness plus process gains minus
00:15:14
process Lo losses equal actual group
00:15:17
Effectiveness so team should create so
00:15:19
team's output should be greater than the
00:15:21
sum of the inputs so this is just
00:15:23
basically a graphical representation of
00:15:25
the impact and the group's overall
00:15:27
effectiveness so
00:15:30
whatever the team or group does they're
00:15:33
ultimately achieving for Success
00:15:35
Solutions and
00:15:37
Effectiveness in their
00:15:40
performance so A team's process can have
00:15:43
a big impact on its Effectiveness teams
00:15:45
must have a strong commitment to the
00:15:48
common purpose that provides Direction
00:15:52
but yet incorporate you know
00:15:54
reflectivity so that it plans can be
00:15:57
adjusted when necessary the goals of the
00:15:59
team must be set up so they're specific
00:16:02
measurable and realistic yet challenging
00:16:05
in order to keep the team members
00:16:07
engaged um members must believe they can
00:16:10
succeed and have the group have a mental
00:16:14
map of how to get the work done to
00:16:16
assist the process of accomplishing
00:16:18
their task um and the members must na
00:16:21
navigate through conflict and social
00:16:23
loafing to encourage a healthy and
00:16:25
effective group so for a team to be
00:16:28
successful there has to be a road map or
00:16:32
purpose for what this team is doing
00:16:34
specific goals um to what they're
00:16:37
looking to achieve now team efficacy is
00:16:40
what efficacy is basically believing the
00:16:43
team having faith and believing that the
00:16:46
team put together can solve the task
00:16:48
that they can do it that they have the
00:16:49
skills and they just need to roll up the
00:16:51
sleeves and get it done so it's really a
00:16:53
confidence in the team
00:16:55
um so teams with lower levels of
00:16:59
conflict among team members are more
00:17:00
effective because a lot of time and
00:17:02
effort can be wasted in
00:17:04
counterproductive personality conflicts
00:17:07
you know and one of the biggest gripes
00:17:09
of any team you've been on student teams
00:17:11
and you know this where you have social
00:17:13
loafing so you you get a team together
00:17:15
maybe to do a simulation or to do a
00:17:17
project and one person kind of just sits
00:17:19
back and through sheer laziness is very
00:17:22
unreactive and waits for other team
00:17:25
members to complete the project to do
00:17:27
their work and really is really
00:17:29
difficult to bring them in to get them
00:17:30
to contribute that's a difficult
00:17:32
solution how do you solve that you know
00:17:35
you don't want to be you know seeming
00:17:37
like you have the personality conflict
00:17:39
about with when you complain about this
00:17:41
person so dly the best solution is for
00:17:44
the team members to try to encourage the
00:17:46
social loafer to stop being a loafer and
00:17:49
participate and contribute to the team
00:17:51
and if that doesn't work at a certain
00:17:53
point the team members need to get
00:17:55
together and talk to a superior and say
00:17:57
listen this person isn't working out
00:17:59
they're not contributing please find a
00:18:01
better team or better fit for them uh
00:18:03
because it's really affecting our
00:18:05
ability and we really feel that you know
00:18:08
we're not going to work hard if
00:18:09
someone's just going to sit here and get
00:18:10
all the credit for what we're doing and
00:18:12
they're doing nothing it's really it's a
00:18:14
really uh demotivating to have a social
00:18:16
loafer on your
00:18:18
team okay turning individuals into team
00:18:22
players okay so not all employees are
00:18:26
team players and specifically in States
00:18:29
it's a more individualistic culture that
00:18:32
can create challenges for people to work
00:18:33
in teams that's why if you're a student
00:18:36
in the United States you or you're from
00:18:39
the United States and you're currently a
00:18:41
student you know you hate Teamwork
00:18:43
because you want to do things by
00:18:44
yourself it's easier to work by yourself
00:18:46
it's a more individualistic Society you
00:18:48
grew up in so teamwork does not come so
00:18:50
naturally to you like it may for other
00:18:53
societies so in fact it's not always
00:18:55
possible to turn everyone into a team
00:18:58
player so so when formulating teams it's
00:19:00
important to carefully select the right
00:19:02
employees who are more tuned to the
00:19:04
teamwork and manager should be careful
00:19:06
to craft or reward system encourage
00:19:09
cooperation um efforts rather than
00:19:12
competitive efforts so in addition while
00:19:14
managers need to recognize individual
00:19:16
contributions to the team they also need
00:19:17
to discourage social loafing so if it's
00:19:22
easier it's always easier to work by
00:19:24
yourself because it's more effective
00:19:26
more and efficient and deciding what to
00:19:28
do do in doing something may not be more
00:19:30
successful as far as the results of your
00:19:33
efforts and your Solutions as a team but
00:19:35
most people prefer working alone because
00:19:38
you don't have to deal with other people
00:19:39
and that's that's a huge for a lot of
00:19:41
people it's a huge struggle to deal with
00:19:43
other people so for managers you really
00:19:45
have to select the right people who have
00:19:47
the interpersonal skills and technical
00:19:49
skills to succeed in the team and then
00:19:51
you have to train you know people in the
00:19:55
workforce need to be trained on their
00:19:56
problem solving skills communication
00:19:58
skills negotiation Conflict Management
00:20:01
these coaching skills and coaching
00:20:04
skills and Cooper skills of cooperating
00:20:06
so a lot of times employees need to be
00:20:08
retrained and then the rewards have to
00:20:11
support um the efforts of the team over
00:20:15
uh individual ones when someone's
00:20:17
involved in the team effort so if the if
00:20:19
the team there's no reward for being
00:20:21
part of the team uh or the team
00:20:23
successes it's discouraging okay um
00:20:28
teams aren't always the answer so um
00:20:31
we've looked at a number of ways to make
00:20:33
teams effective and encourage good
00:20:34
teamwork however teams are not always
00:20:36
the answer there are three questions um
00:20:39
to ask whether team whether team
00:20:42
solution fits the situation so number
00:20:45
one um is the work complex and is there
00:20:50
a need for different perspectives number
00:20:52
two does the work create a common
00:20:54
purpose or set of goals for the group
00:20:57
that is larger than the aggregate goal
00:20:59
of the individual and three are members
00:21:01
of the group involved in interdependent
00:21:05
tasks so if the if these questions can
00:21:08
all be answered with a yes then a team
00:21:09
might be a solution so you really have
00:21:12
to think about the complexity of the
00:21:13
work can a group do it can a team do it
00:21:15
better than an individual person the
00:21:18
common person does the the common um
00:21:22
purpose does the does the work create a
00:21:24
common purpose or a set of goals that
00:21:27
people um in a team can more
00:21:29
successfully achieve and are the members
00:21:32
of the team of the group interdependent
00:21:35
meaning does their work touch each
00:21:37
other's work in a way that um trying to
00:21:39
solve the problem you need all the
00:21:40
pieces of the puzzle not just the one
00:21:42
piece that you complete okay so
00:21:45
implications for managers um there are a
00:21:48
number of common characteristics of
00:21:51
effective teams that can be um the
00:21:54
manager should keep in mind such as the
00:21:56
need for trust uh small small in size a
00:21:59
chance to contribute significant tasks
00:22:02
and a team who believes in itself so
00:22:04
managers need to to modify the Environ
00:22:06
that help team succeed and pay closer
00:22:09
attention uh careful attention to the
00:22:12
makeup of the team and the members to
00:22:14
ensure success so for managers if you
00:22:17
have successful teams you'll get more
00:22:19
done and you'll be a more successful
00:22:21
manager
00:22:22
but you have to know how to create
00:22:25
effective teams you know they're they're
00:22:27
common characteristics ICS that make
00:22:29
teams effective uh and often times
00:22:32
smaller teams work better than larger
00:22:34
teams um Team you have to as a
00:22:39
manager get your members of your teams
00:22:41
to believe in themselves and believe in
00:22:43
the capabilities and commitment to their
00:22:45
purpose you know so selecting the
00:22:47
individuals who have the best
00:22:49
interpersonal skills to be effective
00:22:51
team players team members team leaders
00:22:55
and providing training and and teamwork
00:22:57
skills uh and reward for individuals for
00:23:00
Cooperative efforts will definitely help
00:23:02
your teams become more effective as a
00:23:04
manager but keep in mind um if a team
00:23:08
can uh properly select its members it
00:23:11
will be more effective so the the um
00:23:14
this solution can be based on the
00:23:16
ability skill and appc the traits based
00:23:21
on the situation so if non-personnel
00:23:24
conflicts can be fostered it may lead to
00:23:28
better team decisions so basically we're
00:23:30
saying here that
00:23:32
um sometimes the in making a proper
00:23:36
selection
00:23:43
um teams should sometimes be giving be
00:23:46
allowed to have inputs on who their team
00:23:48
members should be and so even though the
00:23:51
manager is going to most often puts a
00:23:53
team together it's important to allow
00:23:55
team members um to decide and who they
00:23:58
want to work with in some cases so let
00:24:00
sometimes it may make sense to let teams
00:24:03
form
00:24:04
themselves and this and this way if it's
00:24:07
possible if they feel they have
00:24:09
ownership in the creation of the team
00:24:11
then they're more likely to work
00:24:12
together and get along I found this
00:24:14
directly I found this concept to be very
00:24:19
effective for me as when I teach your
00:24:21
classes with teamwork when I used to
00:24:23
just Auto assign people into teams and
00:24:25
just randomly put people in teams I
00:24:28
found was a lot of conflict and a lot of
00:24:30
problems so then allowing members you
00:24:33
know putting students in the group and
00:24:35
saying okay I want you guys to self-
00:24:37
select inform form teams of four and
00:24:39
giving the team the responsibility of
00:24:41
picking their team members or the people
00:24:43
coming together in in groups of teams
00:24:46
often reduce that stress among who
00:24:50
they're working with and who they're
00:24:51
getting stuck with and greatly uh reduce
00:24:54
my stress of having to deal with uh
00:24:56
conflicts of team members who didn't get
00:24:59
along okay just for a quick summary for
00:25:01
this chapter we in this chapter we
00:25:03
analyze the growth and popularity of
00:25:05
teams and organizations we contrasted
00:25:08
groups versus teams talked you about the
00:25:10
difference of the two talked about the
00:25:12
five different types of teams identified
00:25:14
the characteristics of effective teams
00:25:16
showed how organizations can create team
00:25:19
better team players and decided when to
00:25:21
use individuals rather than teams so you
00:25:24
know there that's a really important
00:25:26
thing to think about there are
00:25:29
are certain problems that individuals
00:25:32
can solve better so being part of being
00:25:34
an effective manager of course is
00:25:35
knowing when to deploy a team and when
00:25:37
not to deploy a team because sometimes
00:25:40
people can have Team burnout if they're
00:25:42
on too many teams simultaneously that's
00:25:45
can be a very stressful environment for
00:25:46
people so sometimes uh it's best when
00:25:50
problems can be solved in individual
00:25:52
basis not the former team because it
00:25:54
that's just counterproductive and
00:25:55
wasteful okay that's it for this chapter
00:25:58
I will see you soon for the next chapter
00:26:00
take care
