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TEAM/GROUP WORK Chapter 14 Lecture 2. Team Work   Global activities and challenges often are: – –Complex – –Ambiguous   What does this mean for you.

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Presentation on theme: "TEAM/GROUP WORK Chapter 14 Lecture 2. Team Work   Global activities and challenges often are: – –Complex – –Ambiguous   What does this mean for you."— Presentation transcript:

1 TEAM/GROUP WORK Chapter 14 Lecture 2

2 Team Work   Global activities and challenges often are: – –Complex – –Ambiguous   What does this mean for you as leaders? – –We often face a future that is unknown – –We work in teams better to confront that future   Learning lesson: – –Planning as a group helps you face that future – –You will have to make adjustments, but planning helps you stay focused on your main goals

3 Some People Think Teams are Not Productive

4 Here is Another View of Teams:

5 What’s Our Perspective?   Groups/teams can be ineffective – –When they serve no real purpose – –When they invite people to play roles that do not lead to task accomplishment   But, as our exercise shows, groups also can be an effective way to accomplish a complex task – –Group efforts take longer than individual ones – –Satisfaction with group efforts often is higher than with individual ones

6 What is the Process of Group Development?  Forming –when everyone is at their best and optimistic  Storming –establishing priorities –Creating order and roles  Norming  Performing  Adjourning

7 People Play “Roles” in Teams  Innovator—generate ideas and concepts; often impractical but stimulating  Worker—practical; buckles down to get the job done but may lack vision  Monitor/evaluator—analyzes ideas and feasibility, can process complex data but may dominate too much with practicalities  Resource investigator—explores resources and ideas outside the group; may overextend and increase complexity but improves external contacts  Completer—concerned about keeping on schedule and completing details; often anxious but controlled and will work hard to meet goals  Free rider—see if others will pick up the slack

8 Cultural Influences on Groups Cultural norms for many from Asian backgrounds Impact on meetings What to do High respect for authority When power differentials are in place, people may hesitate to challenge or offer ideas; this depresses innovation Emphasize why it is important for everyone to participate, i.e., more ideas and perspectives Fear of shame or loss of face People are less willing to take risks if they fear making mistakes or losing face Talk about why intelligent risks are important; encourage a sense that “we are all in this together.” Contextual more than direct forms of communication It may be harder to “read” contextual cues, leading to miscommunications Develop a trusting relationship; directly ask for input or ask people to write input rather than speak it Problem solving that is less linear and analytical in approach U.S. people go straight for the solution; others think in terms of processes Learn to recognize, value and use different ways of thinking to the group’s advantage

9 So, How Do We Make a Team Effective?  Recognition of the group process  Planning –Shared vision and common objectives –Playing roles that help the group function  Linking objectives to evaluations –What gets rewarded is what gets done!

10 Business Globalization Project Peer Evaluation Attendance: –consistent, on-time attendance at all group meetings  Preparation: –met commitments to others; was prepared for all meetings and on all dimensions of individual assignment  Quality of Work: –ideas were well developed and presented, contributed to the group product, written work in final rather than draft or another form  Team Dynamics: –listened to others, helped all members contribute to the discussion, shared leadership for team meetings, volunteered to be group spokesperson

11 Symptoms of Group Dysfunction:  One member dominates others –Poor idea development will occur  Disagreements do not lead to productivity  Members do not attend meetings or disrupt when they do attend  Silence is the norm  You wish you were in another team  No one acknowledges that the team has a problem

12 Consider Your Own Experience What roles are most comfortable for you to play in a group or team? What are strengths and weaknesses of role playing in groups? How can your team enhance your strengths and minimize your weaknesses?

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