Podcast
Questions and Answers
What is the primary goal of employee involvement teams?
What is the primary goal of employee involvement teams?
To collectively address important workplace issues and pursue total quality concepts.
Identify two critical success factors for virtual teams.
Identify two critical success factors for virtual teams.
Supportive HR policies and effective electronic collaboration technology.
What is the purpose of problem-solving teams?
What is the purpose of problem-solving teams?
To generate solutions to specific problems related to quality, productivity, or cost.
List three strengths that every self-managing team member should possess.
List three strengths that every self-managing team member should possess.
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What distinguishes a task force from other types of teams?
What distinguishes a task force from other types of teams?
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How do self-managing teams affect traditional supervisory roles?
How do self-managing teams affect traditional supervisory roles?
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What is the primary function of quality circles?
What is the primary function of quality circles?
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What role does leadership support play in the success of virtual teams?
What role does leadership support play in the success of virtual teams?
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What is team cohesiveness?
What is team cohesiveness?
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How does highly cohesive team impact group members' energy levels during activities?
How does highly cohesive team impact group members' energy levels during activities?
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What are the potential effects of team cohesiveness on absenteeism?
What are the potential effects of team cohesiveness on absenteeism?
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What is the relationship between team cohesiveness and performance norms?
What is the relationship between team cohesiveness and performance norms?
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What guidelines can be followed to manage conflict in teams?
What guidelines can be followed to manage conflict in teams?
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List two common types of workplace teams.
List two common types of workplace teams.
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What impact does team cohesiveness have on members' feelings about performance successes or failures?
What impact does team cohesiveness have on members' feelings about performance successes or failures?
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How can teams increase their cohesiveness?
How can teams increase their cohesiveness?
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Study Notes
Team Cohesiveness
- Team cohesiveness is the degree to which members are attracted to and motivated to remain part of a team.
- Highly cohesive teams value their membership and strive to maintain positive relationships with other members.
- Cohesive teams are more energetic during group activities.
- Cohesive teams are less likely to be absent.
- Members of cohesive teams are more likely to be happy about successful performance and sad about failures.
- Team cohesiveness isn't always beneficial for an organization.
- Cohesiveness's impact on performance is complex.
How Cohesiveness Influences Performance
- Generally, the more cohesive the team, the more members conform to team norms.
- Optimal performance is found in a highly cohesive team with positive performance norms.
Influencing Team Cohesiveness
- Factors that increase or decrease cohesiveness are influenced by various targets.
- Methods to increase cohesiveness include promoting agreement on goals, reinforcing group homogeneity, improving internal interactions, creating smaller teams, and encouraging team-focused rewards.
- Methods to decrease cohesiveness include fostering disagreement, increasing heterogeneity, restricting internal interactions, expanding team size, prioritizing individual rewards, and encouraging isolation.
How to Manage Conflict
- Provide ample recognition for each team member.
- Focus on a win-win situation beneficial for the individual and the team.
- Create a team chart outlining responsibilities.
- Mediate personal differences between team members.
- Identify shared areas of agreement.
- Help team members address behaviors that hinder progress.
Types of Workplace Teams
- There are various types of workplace teams, including employee involvement teams, problem-solving teams, self-managing teams, and virtual teams.
- Some team types focus on employees addressing workplace issues for continuous improvement.
- Other team types focus on problem-solving and are often temporary.
- Virtual teams involve independent members working toward a shared goal over large distances.
Employee Involvement Teams
- Employee involvement teams are a type of team composed of 5-10 members, who meet outside of their normal work units.
- These teams seek to improve quality and customer satisfaction.
- The teams look for continuous improvements in workplace operations.
- Management support and empowerment are crucial for the involvement team's success.
Problem-Solving Teams
- Problem-solving teams are created to develop solutions for problems like quality, productivity, and costs.
- Team members receive training in information gathering and problem analysis.
- These teams often employ a democratic approach.
- Taskforces are a type of problem-solving team addressing a specific task with a defined time horizon.
Virtual Teams
- Virtual teams enable independent members to achieve collective goals across different locations and time zones.
- Success depends on elements including supportive HR policies, training, team processes, effective technology, shared leadership, and a collaborative culture.
- Team members and leaders must have adequate skills to coordinate remote operations effectively.
Self-Managing Teams
- Self-managing teams comprise small groups of workers who operate as equals to solve problems and improve their work processes.
- The teams require members with sufficient technical expertise, problem-solving and decision-making skills, and strong interpersonal skills.
- The teams take over duties that were previously handled by supervisors, such as quality control, task scheduling, and performance evaluations.
Self-Managing Teams: Advantages
- These teams improve productivity and product quality.
- They respond quickly to technological changes.
- Fewer management levels and job classifications are needed.
- Absence and employee turnover are reduced.
- Work attitudes improve as responsibility is shared throughout the team.
Team Leadership
- Team leadership extends beyond self-management to self-leasing teams.
- Team leaders should empower team members to make decisions autonomously.
- Intrinsic motivation is crucial, encouraging work fulfillment through tasks and work content rather than external incentives.
- Teams need full employee involvement in setting organizational direction.
- Teams should have the opportunity to shape the organizational goals to influence success.
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Description
Explore the concept of team cohesiveness and its effects on team performance. This quiz examines how the degree of attraction and motivation among team members can influence their productivity and relationships. Understand the complex implications of cohesiveness on organizational success.
