Team Performance BUAD-304 Fall 2024

Team Performance BUAD-304 Fall 2024

• The presentation is about team performance in BUAD-304, Fall 2024, by Shannon Faris.
• Today's topic includes midterm debrief and team process: gains & losses.

Midterm Debrief

• This is 20% of the overall grade.
• Multiple Choice section has 30 points (2 points per item).
• Essay section has 60 points (30 points per essay).
  • 5 Key ideas within each essay,
  • 7 Definitions included,
  • 7 Applications related,
  • Plan and/or Solution,
  • 4 Language examples.
• Final Reflection section has 10 points.
  • 5 Thoughtful reflection components,
  • 4 Application use of concepts,
  • 1 element for not repeating concepts.

Team Process: Gains

• Synergies
• Psychological safety
• Trust

Team Process: Losses

• Conflict
• Other team process losses

Hackman's Normative Model of Group Effectiveness

• Organizational Context (60%)
• Team Design
• Team Process
• Resources
• Team Output

Team Synergy

• Group-level phenomena that emerge from interactions among group members.
• Affect how well a group deals with challenges and opportunities.

Psychological Safety

• Higher numbers mean more psychological safety, lower numbers mean less psychological safety.
• If everyone in the team had low numbers, the group as a whole may need some constructive conflict to increase psychological safety.
• If a few people had low numbers and a few had high numbers, high-scoring members should consider how to create more psychological safety.

Trust Building

• Trust is a reciprocal belief that another person will consider how their intentions and behaviors will affect you.
• When we feel or observe others trust us, we are more likely to trust them.
• Trust comes in three forms:
  • Contractual-trust of character
  • Communication-trust of disclosure
  • Competence-trust of capability

Teams: Repairing Trust

• Seven-step model for rebuilding trust.

Conflict

• Task conflict -Conflict over goals of the group.
• Process conflict -Conflict over how the work gets done.
• Relationship conflict -Individuals don't get along.

Conflict Resolution v. Conflict Management

• Conflict Resolution: Used when conflict is bad and ends
• Conflict Management: Used when conflict is good and continues

Groupthink

• Groupthink is a mode of thinking that people engage in when they are deeply involved in a cohesive in-group.
• When member's strivings for unanimity override their motivation to realistically appraise alternative courses of action.

Symptoms of Groupthink

• Illusion of invulnerability
• Collective rationalization
• Belief in inherent morality
• Stereotyped views of out-groups
• Direct pressure on dissenters
• Self-censorship
• Illusion of unanimity
• Self-appointed 'mindguards'
• Craving brains for breakfast

Groupthink Prevention

• Minority dissent,
• Appoint a devils advocate
• Have multiple groups look at the same issue
• Encourage debate
• Bring in outside experts
• Stake to the brain.

Groupshift

• Occurs when the initial positions of individual members of a group are exaggerated toward a more extreme position.
• Happens in part because risk is shared in group settings.

Social Loafing

• The phenomenon of a person exerting less effort to achieve a goal when they work in a group than when they work alone.

Quick Quiz

• The goal of group decision making is avoiding conformity, and encouraging open discussion.

Next Up

• Submissions for proposals and Thomas Green Resubmission are due this Sunday.
• Read the Yelp case study for Thursday.
• Look for the midterm meeting timeslot link.

This presentation covers team performance in BUAD-304 for Fall 2024, focusing on key aspects from the midterm debrief and the team process, including gains and losses. Participants will analyze Hackman's Normative Model of Group Effectiveness and explore components that contribute to high-performing teams.