Team and Team Building and Organizational Culture Flashcards
4 Types of Teams
Problem Solving Team – The team provides recommendations to a problem but cannot enact
it themselves.
Self-managed work – has taken on a good number of functions that we associate with management like planning work, like scheduling work, assigning tasks, making decisions,
working with suppliers, doing evaluations…etc
Cross-functional Team – horizontal management so there is multiple department at the same
level joining a team
Virtual Team – not in the same physical space so it causes independence
Teams
Teams – collective, a unit of organization that is specifically put together to order to create a whole bigger than its parts
Team===Puzzle
Ambitious
Put the needs of the team over the individual
“Positive Synergy”
Team Effectiveness
- Context
a. Adequate Resources
b. Leadership and Structure
c. Climate of Trust
d. Performance Eval and rewards - Composition
a. Abilities of members
b. Personality
i. Teams rate higher
conscientiousness and openness
tend to perform better than teams
that don’t
c. Allocating roles
d. Diversity – more voices when needed otherwise can be a challenge
e. Size of teams – smaller = less voices= more successful
f. Member flexibility
g. Member preferences - Process
a. Common Plan
b. Specific Goals
c. Team Efficacy
d. Mental Models
e. Conflict
f. Social Loafing
Group
that interacts primarily to share information, make decisions, and help each group member perform within his or her area of responsibility.
Organizational culture
Organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations
Characteristics of an Organization’s Culture (according to the textbook)
1. Adaptability
2. Detail Orientation
3. Results/Outcome Orientation
4. People/Customer Orientation
5. Collaboration/Team Orientation
6. Integrity
Dominant Culture
shared understanding of who they are. They are accepted in what they
stand for. Think about Taco Bell and WGU.
Subculture
pockets of the culture that reflect common problems, situations, or experiences that members face. Usually a department think IT
Strong Culture
INTENSITY of the shared core values
Core values
the primary or dominant values that are accepted throughout the organization
Formalized Culture
where you are heavily trained to do the thing in the organization wants
you to do. There is a thick manual. Think about the military. Uniforms are usually a good predictor. They are seen as a collective and do exactly as the organization wants to do
Strong culture
it wants predictability but from a different place. There is individualization involved to encourage shared meaning and do what the organization wants to be done. (showing the different between formal and strong)
Culture Functions
- Boundary-defining role
- Conveys sense of identity for members
- Enhances the stability of social system
- Serves as a sense-making and control mechanism
- Guides and shapes attitudes and behaviors of employees
Can a Strong Culture be a Liability?
- Institutionalization
- Barriers to Change
- Barriers to Diversity
- Barriers to Acquisitions and Mergers
Liability when they need to move and be dynamic
Organizational climate – Team Spirit
Creating and Sustaining Cultures
- Founders are the ultimate source of culture creation
- Founders hire employees who feel the way they do
- Employees are indoctrinated and socialized into the founders’ way of thinking
- Founders’ behaviors act as role models
prearrival stage
The period of learning in the socialization process that occurs before a new employee joins the organization.
