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Chapter 18 Leading Teams. Why Teams at Work? Work in organizations is interdependent What is a team? – Two or more people who interact and coordinate.

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Presentation on theme: "Chapter 18 Leading Teams. Why Teams at Work? Work in organizations is interdependent What is a team? – Two or more people who interact and coordinate."— Presentation transcript:

1 Chapter 18 Leading Teams

2 Why Teams at Work? Work in organizations is interdependent What is a team? – Two or more people who interact and coordinate their work toward a goal The Dilemma of Teams – We have to give up our independence – We have to put up with free riders – Teams are sometimes dysfunctional Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.2

3 18.1 Differences Between Groups and Teams Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 3

4 18.2 Five Common Dysfunctions of Teams Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 4

5 How to Make Teams Effective Successful teams don’t just happen Team members should consider: – Defining roles – Establishing norms – Setting goals Work-team effectiveness is based on: – Productive output – Personal satisfaction – Capacity to adapt and learn Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.5

6 18.3 Work Team Effectiveness Model Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 6

7 Model of Team Effectiveness Teams size and roles are important Team characteristics influence processes Good team leaders understand and manage stages of team development Team members and leaders must direct processes in a positive manner Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.7

8 Effective Team Leadership Rally people around a purpose Share power Admit ignorance Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.8

9 Types of Teams Formal Team – defined by formal organization structure – Vertical: functional or command team – Horizontal: committee with cross-functional membership – Special Purpose: project teams Self Directed Teams – supervised by elected employee – Diverse skills and functions – Access to resources – Team is empowered to make decisions Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.9

10 18.4 Horizontal and Vertical Teams in an Organization Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 10

11 Innovative Use of Teams Virtual Teams – Use technology to build relationships – Shape culture through technology – Monitor progress and reward members Global Teams – Cross-border work teams – Members from different nationalities – May operate virtually Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.11

12 18.5 What Effective Virtual Team Leaders Do Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 12

13 Team Characteristics Design teams for effectiveness →Size Team performance and productivity peaks at five members →Diversity Diverse skills, knowledge, and experience produces innovative solutions →Member Roles Teams must focus on both task and social roles Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.13

14 Task Performance and Social Satisfaction Socioemotional Role Encouraging Harmonizing Reducing Tension Following Compromising Task Specialist Role – Initiating ideas – Giving opinions – Seeking information – Summarizing – Energizing Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.14

15 Stages of Team Development Forming – orientation and acquaintance Storming – personalities and roles emerge Norming – conflicts develop Performing – focus on problem solving Adjourning - disbandment Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.15

16 18.6 Five Stages of Team Development Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 16

17 Team Cohesiveness Determinants of Team Cohesiveness – Team interaction – Shared goals – Personal attraction to the team Consequences of Team Cohesiveness – Morale – Productivity Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.17

18 Team Norms Team norms – a standard of conduct that is shared by team members and guides their behavior Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.18

19 18.7 Four Ways Team Norms Develop Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 19

20 Managing Team Conflict Teams deal with task conflict and relationship conflict Balancing Conflict and Cooperation – Conflict can help eliminate groupthink – Conflict can cause morale and productivity problems Causes of Conflict – Competition over resources – Communication breakdowns Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.20

21 18.8 Balancing Conflict and Cooperation Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 21

22 Competing style Avoiding style Compromising style Accommodating style Collaborating style Competing style Avoiding style Compromising style Accommodating style Collaborating style Styles to Handle Conflict Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.22

23 18.9 A Model of Styles to Handle Conflict Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved. 23

24 Team Conflict Tools Superordinate goals – vision compels people to overcome conflict and cooperate Mediation – allowing third party to help with disputes Negotiation – Integrative or disruptive Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.24

25 Reaching a Win-Win Solution Separate the people from the problem Focus on interests, not current demands Generate many alternatives for mutual gain Insist that results be based on objective standards Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.25

26 Work-Team Effectiveness  Productive Output  Satisfaction of Members  Capacity to Adapt and Learn Copyright ©2012 by South-Western, a division of Cengage Learning. All rights reserved.26


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