Free Essay

Real Teams

In: Business and Management

Submitted By sgrk92
Words 2237
Pages 9
Research paper on
REAL TEAMS
Sagar. Ashok. Kulkarni
MBA – 151202084
07/12/2015

REAL TEAMS

Abstract
The purpose of this paper is to review the research on how real teams are formed within an organizational environment and what challenges are faced during its formation and various other issues.

Methodology/approach

Douglas Smith there are basically five types of teams, each with a different level of performance and effectiveness and a real team is among those five types of teams.
These five types of teams namely:
1. A working group/team
2. The Pseudo-Team

A wide range of published works by

3. Potential Team

renowned scholars which have analysed

4. Real Team

the concept of real teams in excessive

5. High Performance Team

detail and how effectively the team works in the current business scenario even though the concept of teams has been around us since ancient times of monarch to the current democratic form of working.

These are the various types or we can also say how a team develops over a certain period of time.

Performance Impact
High performance team

Keywords
Real teams, Team task, stability of

Real Team

membership, impact of real teams, real teams and enabling conditions of team effectiveness. Introduction:
As we know that a team consists of two or

Working Group

Potential

Team

-------------------------Pseudo Team

more people with a common purpose or goal to achieve. A real team is just not formed out of nowhere, there are certain steps which result in a team being called a real team. As per renowned Organizational research psychologists Jon Katzenbach and

TEAM EFFECTIVNESS

1

REAL TEAMS

In this way, an organization can have any

Types of Teams: (Sherri Hartzell)

number of functional teams to achieve the

A working group/team

desired results irrespective of its size.

As the saying goes, ‘two heads are better than one’. This adage explains precisely

Cross-Functional teams

how a group works. Formation of efficient

In these teams, the members are brought

groups is the result of merger of thoughts

together from various functional areas to

and

work

experiences

of

multiple

team

cooperatively

towards

an

members. This is because team members

organizational goal. These members are

can complement each other with their

experts in their fields. Hence, they are

diverse skills. This enables them to achieve

empowered to make their own decisions.

a common goal. Further, this creates

Therefore, they need not consult the

mutual accountability, cooperative and

management in decision making. Cross

collaborative

an

functional teams are believed to improve

organization. Working groups can be

coordination between two interdependent

categorised

activities of two specialised subunits.

atmosphere

as

in

Functional/Operational

teams, Cross functional teams and self-

Self-directed teams

directed teams.
A Self-Directed Work Team (SDWT) would
Functional/Operational teams

have somewhere between two and twenty

These are composed of members from

five members. And an optimal SDWT

different levels of an organization. They

consists

are

specific

Therefore it is clear that the SDWT, even

organizational functions. These teams will

though it is made to look like the skunk

have certain number of subordinates who

works, is not a temporary team and the

will be guided by a team leader or a

team is not limited to a single product.

manager.

(Sherri Hartzell)

The subordinates, even after being from

The Pseudo-team

different departments and having different

After the assembling of the working group

responsibilities, will work to perform the

to

single objective of the organization.

regarding the task, group members have to

made

to

perform

of

share

five to

the

nine

required

members.

information

2

REAL TEAMS

evolve for the best practices. This helps

possible because of some level of trust and

them coordinate their individual efforts.

faith amongst the team members. This is

But in a pseudo team, there is a performance benefit that results from working as a team. However, but there would be less focus on the collective performance, nor do they try to achieve it.
The

consequence

of

team

oriented

interactions within the group will be quite distinct from

performance

that

of

individual

how the real team takes shape. This requires development of team member mindset. Further, team members should get to know each other in their team.
Mutual understanding in real teams transforms them into high performing teams. However,

these

requirements

and

without delivering joint

experiences would come about only after a

benefit and that is why for this team to

reasonable period of time during which

achieve a higher level of performance

team members would have interacted

output it should start operating as a

among

working group or develop in to a real team.

interaction leads to mutual coexistence,

Potential Team

themselves.

Such

prolonged

which is imbued with lack of discomfort and clash.

A group becomes a team if there is a common purpose before all the members

Characteristics of a Real Team

of the group. Then alone would there be

Building a team is like a jigsaw puzzle. It

teamwork. However, lack of common fixed

does not become perfect until all pieces

goal doesn’t enable a team to unleash its

are placed properly. However, it is not

true potential. This is because common

enough to get along with capable people.

goal creates mutual accountability.

That alone doesn’t lead to team work

REAL TEAM

effectiveness. This requires team members to fulfil certain minimum expectations.

Once the members of a group know each

Mere possession of skillsets doesn’t give

other well, they become well acquainted.

rise to team effectiveness. Immense

They become equally committed to

mental balance, ability to develop good

organizational goals. Accordingly, they

interpersonal

hold themselves accountable to all their

understanding of how human mind

collective actions as a team. This becomes

functions in varying situations – these are

relationships,

and

an

3

REAL TEAMS

the fundamental requirements for the

enough as to where team members have

effective team functioning.

to display introversion or extroversion

If this is attained by every member of the

qualities.

team, they can be termed as a highly

Humour: Humour isn’t an obvious factor

effective team.

for the team effectiveness. However, little

Further, there are few more requisites and capabilities that team members should

do we notice that we exhibit humour only to those persons whom we trust and that is why humour does inspire trust. Just a

cultivate. They are discussed below.

pinch of humour can have a positive
Emotional intelligence (EQ): In today’s

impact on several aspects of team

world emotional quotient of an individual

effectiveness. Accordingly humour does

is

exercise its effect on group efficiency

given

more

organizations

importance

than

his

in

any

Intelligence

Quotient (IQ). Studies have revealed that

Proactive communication

those who have high intelligence quotient

Communicating isn’t just about speaking

do not necessarily succeed.

good English. Producing information even

Social Sensitivity: if team members have an aptitude to understand feelings and thoughts of others, intellectually inferior team becomes far more effective than a team that contains great intellects. If team members are socially sensitive, they avoid ego clashes.

before others ask for it, lending support and giving assistance and providing required level of awareness to team members –

these

constitute

the

ingredients of effective communication.

Stability of Membership:
Once a highly effective Real team is

Mix of Introverts and Extroverts: Just

formed, the next big challenge everyone

claiming ourselves to be a doer and a go-

faces is to have stability in team over the

getter and calling oneself as a self-

course of time. When people start working

proclaimed superior team player and an

together the natural process of bonding

extrovert individual doesn’t help in an

between members begins. This process

organization. Today teams need a fairly

can be better understood by knowing the

good balance of introverts and extroverts.

stages of group development,

It is also necessary to train the mind well

4

REAL TEAMS

FORMING:
This is the initial stage where team members interact for the first time.
Generally, team members hold back their views about each other as they are beginning to know each other. At this

teams. This depends on team composition also. Some teams spend very little time at the storming stage whereas the other teams can be stuck for a long time at the same stage before they can really start performing as a team. (Waters, 2011)

stage, members develop opinions about

EFFECTIVENESS (Delgado Pina and Romero

their other associates through their initial

Martinez, 2007)

introductory communications. However, these are restricted to the extent to which they can contribute to the team.
STORMING:
In this stage we can notice that members realize their differences. Further, they are eager to assert themselves. Everyone in the team now begins to express views.

The results of this paper can help in future research on

real

teams

and

their

formation. Though considerable progress has been made in study of real teams, there are many things that still need to be done. The paper shows that a better measure of effectiveness has to be developed. Moreover, those small time arguments

Understanding the effectiveness is a major

begin to take shape. However, it is

issue in the research. Many models have

completely normal as long as they are

been developed based on studies and the

under control or supervision. This provides

objective

a recognition to the team. Furthermore, it

effectiveness and success (Kirkman et al,

boosts confidence of team members. It

2001)

gives them a feeling that they have many

is

to

identify

factors

of

Variables & measures

ideas among themselves.
Many theories by researchers have
PERFORMING

identified the way a real team functions.

It is only after the team has passed through

These were done using criteria such as task

various stages over a course of time that it

characteristics, self-management, team

can actually start performing to its best.

composition and the complexity of the

However, the speed at which a team

skills required (Dunphy and Bryant, 1996).

reaches this stage varies from across

Depending on these factors of different

5

REAL TEAMS

types of teams, measures and variables will

Conclusions. The increasing use of teams

be different (Cohen and Bailey, 1997;

in

Hackman and Walton, 1986; Sundstrom et

institutions answer the requirements of

al, 1990). To obtain a few results about the

the environment flexibility. This has

variables and measures, a review of the

resulted in awakening of great interest

real team research was done. The results

among academicians and professional’s.

are:

Over the decades intensive studies have

Work teams. The studies use objective measures of team performance. These are specific to the task and the type of team.
Example, technician, repairmen (Cohen and ledford,

1994).

The

objective

organizations

and

various

other

been conducted. And most of them have given conclusions saying that teams play a fundamental role in organizational success in global,

client

oriented

economy

(Mathieu et al, 2006).

measures are gathered through various

The most analysed question has been team

data collection methods focused on team

effectiveness in real teams. The researches

performance of team members in a real

have focused mainly on identifying team

team (Doolen et al, 2003; Hyatt and Ruddy,

effectiveness factors and other variables.

1997; Tata and Prasad, 2004).

An added problem that has been faced is

Project teams. The frequently used measure for a project team effectiveness is the external observations gathered by managers and supervisors. This is followed by internal observation by team members and then

external

observations

by

customers (Rickards et al, 2001)

that, in all the teams studied all the teams were completely different from each other in terms of working. Different -work teams, parallel teams,

project

teams,

management teams. Additionally, all the team procedures have not been studied enough. The importance of each one of the teams will depend on particular values and

Management teams. The research on

activities or tasks of the teams. Although

management teams defines effectiveness

considerable progress has been done. The

and performance as objective measures.

paper shows that a more complete

The most common variables are return on

measures of effectiveness in a real team

equity and assets, sales growth, total

must be developed, It is necessary to shape

return to shareholders and change in

the future research methods and measures

profitability (Simons, 1995)

to the phenomena that we are studying.

6

REAL TEAMS

REFERENCES
Piña, M., Martínez, A., & Martínez, L. (2008). Teams in organizations: A review on team effectiveness. Team Performance Management Team Performance Management: An
International Journal, 7-21. Retrieved December 6, 2015, from Emerald.
Berg, R. (2012). The Anonymity Factor in Making Multicultural Teams Work: Virtual and Real
Teams. Business Communication Quarterly, 404-424. Retrieved December 6, 2015, from
Jstor.
Mcgreevy, M. (n.d.). Team working: Part 2 – how are teams chosen and developed? Industrial and Commercial Training Ind and Commercial Training, 365-370. Retrieved December 6, 2015, from Emerald.
Stone, L. (2010). Is your team truly aligned? Business Strategy Series, 244-247. Retrieved
December 6, 2015, from Emerald.
The truth about team’s. (1997). Retrieved November 17, 2015, from Emerald.
Jenewein, W., & Morhart, F. (2007). Viewpoint-navigating toward team success. IEEE
Engineering Management Review IEEE Eng. Manag. Rev., 14-19. Retrieved December 6, 2015, from Emerald.
Miller, S. (2003). Real teams in small Australian firms. Journal of Mgmt Development Journal of Management Development, 809-823. Retrieved December 6, 2015, from Emerald.
Are Real Teams Healthy Teams? (n.d.). Retrieved from Emerald.
Different Types of Teams | Wise Leader Group - Psychology in your hands, http://www.wiseleadergroup.com 7

Similar Documents

Premium Essay

The Discipline of Teams

...» THE HIGH-PERFORMANCE ORGANIZATION BEST OF HBR 1993 It w o n t surprise anyone to find an article on teams by Jon Katzenbach and Douglas Smith figuring into an issue devoted to high performance. While Peter Drucker may have been the first to point out that a team-based organization can be highly effective, Katzenbach and Smith's work made it possible for companies to implement the idea. In this groundbreaking 1993 article, the authors say that if managers want tomakebetterdecisionsaboutteamsjthey must be clear about what a team is. They define a team as"a small number of people with complementary skills who are committed to a common purpose, set of performance goals, and approach for which they hold themselves mutually accountable."That definition lays down the discipline that teams must share to be effective. Katzenbach and Smith discuss the four elements - common commitment and purpose, performance goals, complementary skills, and mutual accountability - that make teams function. They also classify teams into three varieties - teams that recommend things, teams that make or do things, and teams that run things - and describe how each type faces different challenges. The Discipline of Teams by Jon R. Katzenbach and Douglas K. Smith I arly in the 1980s, Bill Greenwood What makes the difference between a team that performs and one that doesn't? (d a small band of rebel railroaders )n most of the top management of Burlington Northern and created a......

Words: 6592 - Pages: 27

Free Essay

The Supply Chain Game

...The Supply Chain Game Administration A Supply Chain Game account has been created for OPIM321 G1, G2 and G3. The maximum students per team is 8 students. Students can register their teams at http://sc.responsive.net/sc/low/start.html. You must use the code 'smu' to register your team. Please set your team password and keep it secured. Students can access a description of the first assignment at http://sc.responsive.net/sc/low/Assign1 . Students can access a description of the second assignment at http://sc.responsive.net/sc/low/Assign2 . Once the simulation begins, students can access their teams at http://sc.responsive.net/sc/low/entry.html and begin playing. FAQs are available at: http://responsive.net/gameFAQ.html Game 1 The 2-years historical data will be released when the game starts. Every group will start the game @TBA. The game will run continuously from day 730 to day 1460 over 3 real days. i.e. this means approximately 5.9 real minutes per simulated day. Game 2 The 2-years historical data will be released when the game starts. Every group will start the game @TBA. The game will also run continuously from day 730 to day 1460 over 3 real days. Note: 1) Please note that for both games, the game will end on day 1460. Demand will become zero, production capacity will be worthless, and inventory will be obsoleted. 2) Game 1 is only for familiarisation. There will be no scoring and no report required. 3) Each group will submit...

Words: 280 - Pages: 2

Free Essay

Social Loafing- a Learning Contract

...contract is and what I should do to improve it in the next time stage. II. LEARNING IN ACTIONS - FINDINGS - ANALYSIS AND EVALUATION: While looking through the Social Loafing literature review (LCB) to get better and thorough understanding about my topic, I decided to take following actions to fulfill my understanding on Social Loafing as well as to reach my desired learning goal. 1. Observation: To me, observation is the very first means through which we can learn and define things more exactly. Moreover, it can help us shape and improve our own mental model which suits this modern society. That is the reason why I keep observing my Organizational Behavior workgroup's syndicates, my team members as well as other teams in different courses like Business Frameworks (both formal teams and informal groups). I tried...

Words: 2054 - Pages: 9

Free Essay

Difference Between Groups and Team

...Difference between Groups and Teams December 4, 2011 When coming together in the workplace to accomplish larger issues, teams or groups are usually assembled for this. This paper will discuss the differences between groups and teams and how they are applied to my workplace. Teams can be a group of individuals that are put together randomly or on purpose to work together to accomplish an assigned task they are given. They are working together for a common purpose. The set goals and have a common approach on how they will accomplish their goals. “Teams bring together complementary skills and experience that exceed those of any individual on the team. The different perspectives, knowledge, skills and strengths of each member are identified and used, by comparison most groups are extremely rigid, and members usually have assigned roles and tasks that don’t change. Teams however are flexible performing different task and maintenance functions as required. Roles and tasks may change depending upon the expertise and experience most pertinent to the work being performed” (www.excellerate.co.nz) Within my organization every year teams are put together to work on issues that come up from our employee survey that is taken yearly. Once employees take a survey all the information is gathered and the top issues that come up cause for concern. These issues can be a positive or a negative meaning the employees would like to see something added to the workplace or......

Words: 781 - Pages: 4

Premium Essay

Remember the Titans

...Gloria Bicolli Remember the Titans HRD 363 Midterm Tuckman and Jensen 1977 Tuckman and Jensen model focuses on the development of internal relations among the team members. There are 5 stages, Forming, Storming, Norming, Performing and Adjourning. The movie Remember the Titans was very inspiring especially because it is based on a true story. This movie showed all of Tuckman’s 5 stages. Stages of Group Development The first stage is forming; this is when members get to know one another. This is one of the most important stages. In the movie, this occurs when all of the football players are in the gym ready to meet Coach Boone. All the different race groups were together. In this interaction, the athletes have come together for the first time, they are unsure of their roles on the team, and they are also unsure what to expect from each other and the coach. Coach Boone asks Petey whether or not he likes football. The coach is very directive he tells the team “This is no democracy”. (YouTube) After they went to Gettysburg College for Camp, the coach made them sit in the same positions they had on the way to camp. This was one of his ways to form the team. The team walks to camp together, this is the first time we see them grouped whites and blacks together as a team, which signifies they have finished the forming stage. The second stage is storming; this is where all the conflicts and disagreements happen although the majority of the movie conflict occurs......

Words: 932 - Pages: 4

Free Essay

Facts of Effects?

...border and has turned into a disease we all face at the moment. Although the main forms of addiction are caused by drugs, alcohol, narcotics, cigarettes, we are facing other addictions that we may not be aware of. To begin with, we have to open our eyes and see what the world is really like. Open your eyes wide. What do you see? You see what others make you see. Why? Because the media is controlling and manipulation us and makes us see a different reality. Try to have a conversation with a random person from the street. Wait! You may want to ask for his id messenger or you may want to see the Facebook profile. Give the children a toy. Watch them play. Surprise again! They are throwing it away because they want to play on the computer. Try team work. This is another thing you cannot see nowadays because everything is done either by machines or by people who work at home or work for themselves in separate offices. This is our problem. Being addicted to something makes us live in our own world. So, taking every individual and putting him of her in the society means having...

Words: 1594 - Pages: 7

Premium Essay

Leadership Research Paper

...Speechless: The Negative Impact of Leader Power on Team Performance”, written by Leigh Plunkett Tost, Francesca Gino, and Richard P. Larrick. The main question this article addressed was whether a leader’s heightened power within a group dynamic led the leader to dominating discussions within meetings within groups. This is a particularly interesting subject since organizations make extensive use of teams on a daily basis. In order for a team to function correctly, the dynamic between the leader and the rest of the team must be positive, or else the team will not function correctly. If leaders and teams do not function correctly this will make the business less efficient resulting in lower profits for the firm. It is for this bottom line reason that organizations must make effective teams. The article lists several hypothesis regarding team dynamics and power of leaders. I have chosen a select hypothesis to highlight that which most closely relates to the theme of the article. The first hypothesis states, “Formal leaders with a high subjective sense of power spend more time talking in a meeting then formal leaders with a neutral sense of power”. What this means is that leaders who feel extremely powerful and important are more likely to dominate discussion within a team than leaders who do not feel a significant sense of power. This seems to be mainly an issue with ego. If the leader has a big ego he/she may seek to control meetings with teams. The way this hypothesis......

Words: 985 - Pages: 4

Free Essay

Riverside Residents Eligible for Free Classes

...the conflict? 1b. When and where did it take place? Was it formal or informal? Planned or unplanned? What impact did the location and time have on the outcome? 1c. What transpired? (Be specific) Two weeks ago, an argument took place between me and the boss. We were in the conference room conducting a team meeting that always took place before the daily goals were conducted. The meeting began as it usually did with a briefing of the goals to come that day and then we started discussing possibly moving some team members from certain projects to projects that took more precedence, due to us having employees on vacation over the next two months. The boss for team immediacy recommended that two of my team members from be moved directly to his team, which would put me short of members for the month. I disagreed and said that one member from his team and one from mine was a more logical choice. This upset the boss and led very shortly to an argument. We eventually both had to be removed from the meeting and received a verbal warning. Many times when we face conflict, there is a surface-level problem and an underlying problem. The surface-level problem acts only as a symptom of the real problem. Consider both. 1d. What was the surface problem? I think the surface of this particular problem was conflicts that had happened prior to the meeting. Boss and I have had other...

Words: 922 - Pages: 4

Premium Essay

Challenges and Benefits About Remote Team

...Introduction Virtual project team has been the new trend in the global environment. It has been accepted by increasingly enterprises in recent years. Ariss, Nykodym, and Cole-Laramore [1] define a virtual team as a group of skilled individuals who communicate electronically. Through modern communication tools, a project can recruit team members around the world despite of geographically distant locations. All the members in the virtual project teams share a common project purpose like traditional project teams. Both traditional project teams and virtual project teams are conducted in the same model basically. However, as virtual teams generally have few physical interaction and separate in diverse locations, increasing risks are cultivated. In this case, it requires the project manager of virtual team with special competence to lead his/her team. Virtual managers need training for virtual skill sets, including management strategies and styles, communication techniques, and cross-culture skills [2]. To keep adopting traditional leadership, traditional management skills, and traditional communication skills in virtual project often causes poor-quality results and unhappy, frustrated project teams [3]. Therefore, when virtual managers enjoy the benefits from the virtual teams, they have to suffer the challenges as well. In this article, the challenges and benefits of leading a virtual team is discussed. Majority challenges and benefits are like two sides of a coin. They are...

Words: 1063 - Pages: 5

Premium Essay

Organizational Behavior

...the scene, who is going to be the person playing each role, and what kinds of materials we will be needing to help all the scenes seem more real. Also, we wrote down the sequence of each scene and planned who would appear in the shot and what they would say. Overall, we planned and agreed on some general and specific details for the 4 scenes we are expecting to show in our video project.  We all agreed to arrange a 4th scene just in case we have time left but the first 3 scenes will probably be enough. b. HOW I think we have very good group engagement; we all have a clear vision of how we want the video team project to be, so it was fast and easy to design each of the scenes. At the end of the meeting, everybody showed a high motivation about how things will be filmed and the content of each scene.  It’s nice and very helpful that all of the team members have different cultural backgrounds, I am from Colombia, Stephanie is from France, Jake’s family is from Spain and Rochelle is from the U.S. so we have a lot of ideas. Each of us will able to play a very good role because everything will come natural so this is a key component of our group. From the beginning we each have shown a real openness to different ways to see and interpret actions. I am sure we will make a great video project because we have worked very well as a team so far and the group has been able to understand and respectfully take advantage of each person’s perception about their own culture and......

Words: 354 - Pages: 2

Premium Essay

Business Challenges

...limiting the company’s ability to respond to customer’s changing needs. 2. An organization that has been successful in the global marketplace using virtual teams and the best practices it used (as discussed in Chapter 7 of Business Agility: A Sustainable Prosperity in a Relentlessly Competitive World); One organization that has been successful in the global market place using virtual teams is Bethel Farms. This organization acquired it most expensive product from Brazil. In order to do this and to continue to do this when needed, management developed a virtual team with key members of the organization. One of the reasons this team has been successful is because it has the important characteristics discussed by DeRosa and Lepsinger in Virtual team Success: A Practical Guide for Working and Leading from a Distance. This team has: 1. A clear team leader. 2. Each team member has a clear role. 3. The team knows what the goals and objectives are. 4. There are scheduled face to face meetings every three months. On his book, Business Agility: A Sustainable Prosperity in a Relentlessly Competitive World, Chapter 7, Michael H. Hugo states: ‘Executive Behavior Defines the Workplace”. One of the toughest challenges this team faced was the downsizing of the company back in 2012. Since most of the virtual team members were remote workers, management made sure to address any and all...

Words: 679 - Pages: 3

Premium Essay

The Heart of Change

...Konopaske & Matteson, 2010). In reality, not all organizations will successfully make appropriate changes or adopt the correct procedures to make the change last. There is no doubt that change can cause anxiety within the ranks. According to Kotter and Cohen, authors of “The Heart of Change”, people change what they do less because they are given analysis that shifts their thinking. In most cases, they change because they are shown a truth that influences their feelings (Kotter & Cohen, 2002). When change is implemented effectively, it is not only a win for the organization but for the employees as well. Kotter and Cohen explained that change involves an eight-step process. Those eight steps are increasing urgency, building the guiding team, getting the vision right, communicating for buy-in, empowering action, creating short-term wins, do not let up and making change stick. Discussion Urgency is defined as pressing importance or requiring speedy action (Merriam-Webster.com). According to Kotter and Cohen, the first stage of large-scale transformation should be to create a sense of urgency that the change is necessary. Urgency helps motivate personnel to overcome complacency, fear, anger, or pessimism, which may result in resistance (Kotter & Cohen, 2002). Individuals resist change because they fear what will happen to them. The reasons for resistance could include the threat of loss of position, power, economic insecurity and feelings of inadequacy. ......

Words: 1849 - Pages: 8

Premium Essay

Reflective Essay

...had to undergo a series of procedures which were advised by my lecturer. The lecturer divided the whole class in groups of four or five and wanted us to work on this assignment as a team, which was a great thought as we were entering the first phase of our professional life. All of my group members were new to each other, all with different mindsets, views, and lifestyles; the only thing that was common among us more or less was the education we had, the level of enthusiasm that we shared and the notes provided by the lecturer to help us accomplish our task. The first and the most important task that our group faced was to have a sober but an eye-catching name for our group so as to represent ourselves in front of the whole class, all of the group members came out with different ideas and wanted their pick to be the group name, being the team leader I was trying to brainstorm all of the incredible names that we had in our minds for the group, but soon their was a conflict arising because of the difference of opinions, at last we rationalized our options and hammered out in favour of ‘BUSINESS GIANTS’ as we all shared the inspiration of being giants in the business world. The next phase of my assignment was to select a business personality to interview regarding the theme that we had, one of the team member came up with an idea of interviewing a person who ran his own business in the name of ‘CLOTHING CLUB’ in the clothing sector and had 12 outlets in London and about 24......

Words: 1862 - Pages: 8

Premium Essay

Organisational Behavior

...TEAM EFFECTIVENESS Besides the basic approach there is now a more applied focus on the impact that teams have on employee behavior, especially the contribution to satisfaction and performance, has also received attention. An overall summary of the way to use teams to enhance satisfaction and performance are as follows: 1. Organizing work around intact groups 2. Having groups charged with selection, training, and rewarding of members 3. Using groups to enforce strong norms for behavior, with group involvement in off the job as well as on the job behavior 4. Distributing resources on a group rather than an individual basis 5. Allowing and perhaps even promoting intergroup rivalry so as to build within-group solidarity Three factors seem to play the major role in determining group effectiveness: Task interdependence (how closely group members work together), outcome interdependence (whether and how group performance is rewarded) and potency as how members belief that the group can be effective. To assess team effectiveness first requires careful specification of criteria. Effective teams are characterized as being dependable, making reliable connections between the parts, and targeting the direction and goals of the organization. This is accomplished when members “buy in,” achieve coordination, have the desired impact, and exhibit the kind of vitality that sustains the organization over time as the environment shifts or changes. Factors that affect the success level......

Words: 2209 - Pages: 9

Premium Essay

Testing

...Forming In the first stages of team building, the forming of the team takes place. The individual's behavior is driven by a desire to be accepted by the others, and avoid controversy or conflict. Serious issues and feelings are avoided, and people focus on being busy with routines, such as team organization, who does what, when to meet, etc. But individuals are also gathering information and impressions - about each other, and about the scope of the task and how to approach it. This is a comfortable stage to be in, but the avoidance of conflict and threat means that not much actually gets done. The team meets and learns about the opportunities and challenges, and then agrees on goals and begins to tackle the tasks. Team members tend to behave quite independently. They may be motivated but are usually relatively uninformed of the issues and objectives of the team. Team members are usually on their best behavior but very focused on themselves. Mature team members begin to model appropriate behavior even at this early phase. Sharing the knowledge of the concept of "Teams - Forming, Storming, Norming, Performing" is extremely helpful to the team. Supervisors of the team tend to need to be directive during this phase. The forming stage of any team is important because, in this stage, the members of the team get to know one another, exchange some personal information, and make new friends. This is also a good opportunity to see how each member of the team works as an individual......

Words: 868 - Pages: 4