Building Teams

Question 1

Teams and Task Forces

Answer 1

Teams are more permanent
Task forces generally to address singular issue
Goal oriented

Question 2

Group

Answer 2

Two or more interacting and interdependent individuals who come together to achieve a goal

Question 3

Formal Group

Answer 3

Work groups that have designated assignments/tasks directed towards organizational goals

Question 4

Informal Groups

Answer 4

Independently formed to meet of their members

Question 5

Problem-solving teams

Answer 5

Employees work together to solve specific problems

Question 6

Self-managed work teams

Answer 6

Formal group of employees who operate without a manager and are responsible for a complete work process of segment
Worker freedom management style

Question 7

Cross-functional teams

Answer 7

Hybrid grouping of individuals who are experts in various specialities who work together on various tasks

Question 8

Virtual teams

Answer 8

Use of computer technology to link physically dispersed members in order to achieve a common goal

Question 9

Stage of Team Development

Answer 9

Prestage 1

Stage 1: Forming

Stage 2: Storming

Stage 3: Norming

Stage 4: Performing

Stage 5: Adjourning

Question 10

Prestage 1

Answer 10

Working as individuals, no group formation

Question 11

Stage 1: Forming

Answer 11

Formation begins
Uncertainty is high
People looking for a leader/how they will fit into the group
Most interactions are social to get to know each other

Question 12

Stage 2: Storming

Answer 12

Some conflict has begun internally before being resolved
Conflict and competition
Performance may decrease as a result of energy being spent on relationships
Failure to address conflict may result in long term problems

Question 13

Stage 3: Norming

Answer 13

Close relationships and cohesiveness, someone is in charge, smoothing out efficiency
A degree of unity forms post storming
Productivity increases as group begins to focus on team goals

Question 14

Stage 4: Performing

Answer 14

Fully functional
Mature, organized and fully functioning
Focused on problem solving and meeting team goals

Question 15

Stage 5: Adjourning

Answer 15

Concern with wrapping up activities rather than task performance (more higher order thinking → finishing tasks and polishing)

Question 16

Challenges for team players

Answer 16

• Individual resistance
  Success defined as a team as a whole
• Culture
  Background of individualism or collectivism affects development

Question 17

Task-oriented roles

Answer 17

Focus on task accomplishments

Question 18

Maintenance roles

Answer 18

Maintaining good relations within the group

Question 19

Shaping Team Behaviour

Answer 19

- Selection
Seek technical and interpersonal skills 
- Training 
Workshops for team players 
- Rewards
Encourage team work rather than individualism

Question 20

Characteristics of effective teams

Answer 20

Communication
Leadership
Internal support
External support
Negotiating skills
Trust
Skills
Commitment
Goals

Question 21

Group cohesiveness

Answer 21

Degree to which members are attracted to a group and share common goals
Highly cohesive → more effective/productive when goals align with organizational goals

Question 22

Increasing Group Cohesiveness

Answer 22

Keep groups relatively small 
Favourable public image 
Encourage interaction and cooperation 
Physical environment plays into this. E.g. a good staff room 
Emphasize members common characteristics and interests 
Point out environmental threats 
Motivate group 
Regularly update/clarify goals 
Delegate responsibly 
Recognize special talents 
Equitably reinforce contributions

Question 23

Optimal amount of conflict

Answer 23

If everyone is agreeing the task is not challenging enough or there are too many people

Question 24

Depending on group size, you will want different levels of conflict

Answer 24

More conflict in smaller groups as there is better communication and group members know each other better

Question 25

Categories of conflict

Answer 25

Functional conflicts are constructive

Dysfunctional conflicts are destructive

Question 26

Three types of conflict

Answer 26

Task conflict: Relates to content and goals of the work

Relationship conflict: Interpersonal relationships and is always dysfunctional

Process conflict: How the work gets done

Question 27

Technique for managing conflict:

Answer 27

Avoiding: Resolving by withdrawing or suppressing them

Accommodating: The willingness of one party in a conflict to place the opponents interests above his or her own

Forcing: A desire to satisfy one’s interests, regardless of the impact on the other parties

Compromising: A situation in which each party to a conflict is willing to give up something

Collaborating: A situation where the parties to a conflict each desire to satisfy fully the concerns of all parties

Question 28

Social Loafing

Answer 28

The tendency for individual to expend less effort while working collectively than working individually

Question 29

Are teams always the answer?

Answer 29

Can the work be done better by one person?
Does the work create a common purpose or set of goals that is more than the aggregate of individual goals?
Are the members of the group independent?

Question 30

Law of Diminishing Returns

Answer 30

Task dependent but ~4 group members optimal
Subgroups may begin to form in groups of 5
May relate to suboptimal levels of conflict

Question 31

The Ten Commitments of Leadership

Answer 31

1. Find your voice
2. Set an example
3. Envision the future
4. Enlist others in a common vision
5. Search for opportunities
6. Experiment and take risks
7. Foster collaboration
8. Strengthen others
9. Recognize contributions
10. Celebrate the values and victories

Question 32

Loved

Answer 32

Positive reinforcement
Open and warm communication
Caring support
“About the heart, family, seeing the good in people and bringing the most out of them”

Question 33

Feared

Answer 33

In-your-face taskmaster
Discipline and intimidation
Can go too far

Question 34

What benefits are there for trusting a leader

Answer 34

Sharing a vision
Belief in competencies
Motivation

Question 35

How do we develop trust as a leader?

Answer 35

Communication
Commitment to solving conflict in a collaborative way (both assertive and cooperative)
Set a positive example
Build a shared vision and values