Team Performance: Criteria and Collaboration

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Questions and Answers

Which action primarily demonstrates a team member's commitment to shared values within a successful team?

  • Prioritizing individual tasks over collaborative efforts to ensure personal recognition.
  • Avoiding conflict by withholding opinions that differ from the majority view.
  • Consistently meeting team deadlines with dedication to achieving team goals. (correct)
  • Sharing personal experiences unrelated to the project to build rapport.

A team is consistently missing deadlines and experiencing internal conflict. Which aspect of successful team performance is MOST likely lacking?

  • Clearly defined roles and responsibilities for each team member.
  • Open communication and immediate resolution of conflicts. (correct)
  • A rigid adherence to the initial project plan, regardless of challenges.
  • A diverse range of personality types within the team.

In the 'Forming' stage of team development, what behavior is MOST characteristic of team members?

  • Openly challenging each other's ideas and approaches.
  • Focusing on establishing team organization and routines. (correct)
  • Demonstrating autonomy in decision-making without supervision.
  • Expressing frustration and unease with the team's direction.

During the 'Storming' stage, a team experiences frequent disagreements and struggles for leadership. What is the MOST productive approach for the team leader to take?

<p>Facilitating open discussion to address conflicting ideas. (B)</p> Signup and view all the answers

Which action signifies that a team has successfully transitioned into the 'Norming' stage of development?

<p>Members demonstrate mutual respect and a unified working style. (A)</p> Signup and view all the answers

In the 'Performing' stage, what role does the team leader primarily assume?

<p>Delegating tasks and overseeing processes. (C)</p> Signup and view all the answers

What emotional response is MOST likely associated with the 'Adjourning' stage of team development?

<p>Sadness over the team's dissolution. (A)</p> Signup and view all the answers

How can understanding of team dynamics theories BEST assist a business in improving team performance?

<p>By allocating tasks based on individual strengths. (D)</p> Signup and view all the answers

What is a potential negative consequence of having team members with very similar strengths?

<p>Competition for desirable team tasks. (C)</p> Signup and view all the answers

Which scenario BEST exemplifies a conflict arising from 'different goals' within a team?

<p>One team member prioritizes project innovation, while another focuses on cost-effectiveness. (D)</p> Signup and view all the answers

What is the initial step a manager should take when addressing conflict in the workplace?

<p>Acknowledging the existence of the conflict. (C)</p> Signup and view all the answers

Before a formal negotiation, what action can help to facilitate a smoother conflict resolution process?

<p>Allowing each party to independently express their views. (B)</p> Signup and view all the answers

What is the PRIMARY distinction between a grievance and a conflict in the workplace?

<p>A grievance stems from an individual work-related issue, whereas conflict is a disagreement between parties. (A)</p> Signup and view all the answers

According to recommended procedures, how should an employee initially address a grievance?

<p>By verbally reporting the grievance to their direct supervisor. (B)</p> Signup and view all the answers

After an employee submits a written grievance, what is the employer's NEXT responsibility?

<p>To provide a written response to the grievance. (B)</p> Signup and view all the answers

What is a defining characteristic of the 'Complainer' personality type in the workplace?

<p>They express constant dissatisfaction and negativity. (B)</p> Signup and view all the answers

Which strategy is MOST effective when dealing with an 'Indecisive' personality in the workplace?

<p>Guiding them through alternatives while emphasizing the importance of deciding. (A)</p> Signup and view all the answers

When dealing with an 'Aggressive' personality, what approach should a manager take?

<p>Allowing them time to speak and defuse, while remaining firm but not attacking. (C)</p> Signup and view all the answers

What is a key action to take when managing an 'Over-agree' personality type?

<p>Be firm and follow up on their actions to ensure they keep their commitments. (A)</p> Signup and view all the answers

Which strategy is MOST effective when dealing with an employee exhibiting 'Negativity'?

<p>Being firm and not allowing them to draw you into their negativity, while still listening. (D)</p> Signup and view all the answers

When managing an 'Expert' personality, what is the MOST important approach?

<p>Being firm, assertive, and well-informed with your own facts. (B)</p> Signup and view all the answers

What technique is MOST helpful when interacting with a 'Quiet' personality type?

<p>Restricting the time of the discussion and waiting for their response. (A)</p> Signup and view all the answers

Why is it important to seek perspective from others when dealing with difficult employees?

<p>To gain a better understanding of the employee's behavior and situation. (B)</p> Signup and view all the answers

Why should managers proactively address personnel problems related to difficult employees?

<p>Because managing personnel issues is part of a manager's responsibilities. (B)</p> Signup and view all the answers

What is the PRIMARY purpose of setting a deadline for improving difficult behavior in an employee?

<p>To provide clear expectations and a timeframe for change. (B)</p> Signup and view all the answers

Flashcards

Interpersonal Attitudes

Positive attitude, good relationships, commitment, and acknowledgement of contributions among team members.

Shared Values

Loyalty, respect, trust, and integrity in performing team tasks.

Communication

Clear procedures, open communication, quality feedback, and honest discussions.

Cooperation/Collaboration

Clearly defined goals, shared decision-making, and willingness to cooperate to achieve team objectives.

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Successful Team Characteristics

Common goals, respect, trust, honesty, team values, and open communication.

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Forming Stage

The initial phase where team members gather information and impressions, focusing on routines and organization.

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Storming Stage

A period of unease with competing ideas, arguments, and potential conflict for team leadership.

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Norming Stage

Team members reach agreement, roles are clear, working styles develop, and commitment to team success grows.

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Performing Stage

Team members understand strategies, aims, and processes with leaders delegating and overseeing autonomous decision-making.

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Adjourning Stage

Focus shifts to task completion as team members may find it difficult to disband after the project ends.

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Team dynamic theories

They explain how effective teams operate, allowing businesses to allocate tasks based on team member roles and abilities which minimize conflict.

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Causes of conflict

Differences in backgrounds, limited resources, conflicting goals, personality differences, and unfair workload.

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Conflict resolution steps

Acknowledge conflict, identify its cause, arrange pre-negotiations, and hold a meeting for negotiation.

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Grievance

When an employee is unhappy or has a problem/complaint related to work.

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Conflict

A clash of opinions/ideas/viewpoints or a disagreement between two or more parties.

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Procedures to deal with grievances

Verbally report, escalate if unresolved, lodge in writing, receive written reply, hold hearing, and record resolution.

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Difficult personality types

Complainer, Indecisive, Over-agree, Aggressive, Negativity, Expert, and Quiet.

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Dealing with difficult personalities

Listen without acknowledging, guide through alternatives, allow time to speak, be firm, and know your facts.

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Dealing with difficult employees

Get perspective, act proactively, have regular meetings, identify personality, meet privately, and set deadlines.

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Study Notes

Criteria for Successful Team Performance

  • Positive attitudes of support and motivation among team members are essential.
  • Good interpersonal relationships lead to job satisfaction and increased team productivity.
  • Members display commitment to achieving a common goal.
  • Team leaders give credit to members for positive contributions.

Shared Values, Mutual Trust, and Support

  • Team members show loyalty, respect, and trust towards each other, even with differences.
  • Respect for the knowledge and skills of other members is evident.
  • Team tasks are performed with integrity, meeting deadlines with commitment.

Communication

  • Clear procedures ensure every team member understands their role.
  • Good communication enables quick decisions.
  • Quality feedback improves team morale.
  • Honest discussions facilitate effective problem-solving.
  • Continuous review helps rectify mistakes to ensure goals are reached.

Co-operation/Collaboration

  • Clearly defined, realistic goals so all members understand what to accomplish.
  • All members participate in decision-making.
  • Members willingly cooperate to achieve team objectives.
  • There is cooperation with management to achieve team/business objectives.
  • Agreement on effective methods avoids wasting time on conflict resolution.

Characteristics of Successful Team Performance

  • Successful teams share common goals, and members are part of the goal-setting process.
  • A climate of respect, trust, and honesty prevails.
  • Teams share values and implement group decisions.
  • Sound intra-team relations are present.
  • Open communication is enjoyed, and conflicts are immediately addressed.

Stages of Team Development: Forming

  • Individuals gather information about each other and the task.
  • Teams are comfortable and polite during this stage.
  • Focus is on routines, such as team organization.

Stages of Team Development: Storming

  • Teams experience unease after formation.
  • Different ideas compete for consideration.
  • Members confront each other's ideas.
  • Arguments may occur over leadership positions.
  • Resolution speed varies; some teams remain in this stage.

Stages of Team Development: Norming/Settling/Reconciliation

  • Team members reach agreement and consensus.
  • Roles and responsibilities are clear and accepted.
  • Working style and respect develop.
  • Members are ambitious to work for the team's success.
  • Conflicts may arise, but commitment and unity are strong.

Stages of Team Development: Performing

  • Members are aware of strategies and aims.
  • Direction exists without leader interference.
  • Processes and structures are set.
  • Leaders delegate and oversee processes.
  • All members are competent, autonomous, and able to handle decision-making.

Stages of Team Development: Adjourning/Mourning

  • Focus is on task completion, a.k.a ending the project.
  • Breaking up the team may be difficult.
  • All tasks must be completed before dissolution.

Importance of Team Dynamic Theories

  • Team dynamic theories explain how effective teams operate.
  • Businesses can allocate tasks based on team member roles.
  • Team members can maximize performance per their abilities.
  • Members with similar strengths may compete for suitable tasks.
  • Conflict may be minimized through differentiated roles.

Conflict Resolution: Causes

  • Differences in backgrounds, cultures, values, beliefs, or language may cause conflict.
  • Limited business resources can cause conflict.
  • Differing goals/objectives for groups/individuals can cause conflict.
  • Personality differences can cause conflict.
  • Different opinions can cause conflict.
  • An unfair workload can cause conflict.

Conflict Resolution: Steps/Techniques

  • First, acknowledge there is conflict.
  • Then, identify the cause of the conflict.
  • Arrange pre-negotiations for separate view expression.
  • Schedule negotiations with all employees present.
  • Hold a meeting between conflicting employees.

Dealing with Grievances vs Conflict

  • Grievance: employee is unhappy or has a problem/complaint.
  • Conflict: clash of opinions, ideas, or viewpoints.
  • Grievance: involves work-related issues for an individual or group.
  • Conflict: involves disagreement between two or more parties.
  • Grievance examples: discrimination, unfair treatment, poor working conditions.
  • Conflict examples: lack of trust, miscommunication, personality clashes, different values.

Correct Procedures for Grievances

  • Employee verbally reports to supervisor, who must resolve within 3-5 days.
  • If unresolved, the employee may escalate to the next management level.
  • May move to a formal process with a written grievance form.
  • The employee must receive a written reply.
  • A grievance hearing/meeting must be held with all parties present.
  • Meeting minutes and resolutions must be recorded.

Types of Difficult Personalities

  • Complainer
  • Indecisive
  • Over-agree
  • Aggressive
  • Negativity
  • Expert
  • Quiet

Strategies for Dealing with Difficult Personalities

  • Complainer: Listen but do not acknowledge complaints.
  • Indecisive: Guide through alternatives, emphasize decision importance.
  • Aggressive: Allow speaking time, be firm but do not attack.
  • Over-agree: Be firm, do not let them make unkeepable promises, follow up.
  • Negativity: Be firm, do not be drawn into negativity, listen but do not agree.
  • Expert: Be firm and assertive, know your facts.
  • Quiet: Do not fill the silence, wait for a response, restrict discussion time.

Dealing with Difficult People/Employees

  • Get perspective from others to understand difficult employees.
  • Act proactively, personnel problems are part of management.
  • Regular meetings with supervisors should help identify difficult behavior.
  • Identify the type of personality creating the problem.
  • Meet privately to avoid distractions.
  • Set a deadline for improving behavior.

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