Teams

Question 1

What is a Team?

Answer 1

Term- Used in a more specific context. - Not Informal(Many types are set up in an org)

A team is a group of (interdependent) people working towards common goals, and sharing responsibility for outcomes. It can include people from various areas, brought together for a specific task.

While all teams are groups, not all groups are teams.

@A team can be composed of people from different functions, departments, and disciplines, coming together for a specific project.{

Question 2

What is a work team?

Answer 2

Is of increasing importance in modern orgs.

The Chartered Mgt Institute emphasizes the significance of teams in reaching organizational success, emphasizing that strong working relationships are crucial for the best team performance.

Question 3

What is ‘Team Composition’?

Answer 3

The mix of characteristics of team members who work together to achieve a common goal. It includes the attributes of individuals in the team and their main objective

Question 4

What are the compositions needed when forming a Team? (Team Composition)

Answer 4

i. Ability, Expertise & Personality.

ii. Diversity.

iii. Size of Teams.

iv. Members Preference.

v. Allocation of roles.

Question 5

Explain ‘Ability, Expertise’.

Answer 5

Team performance is not only about individual abilities, but it also affects their overall capabilities.

Studies indicate that the composition and performance of a team are impacted by the specific task, especially when dealing with complex problems.

Question 6

Explain ‘Personality’

Answer 6

The Big Five personality model’s dimensions;
- Conscientiousness
- Openness to experience
- Agreeableness

(Significantly impact team effectiveness, with higher levels indicating better performance.)

Research indicates that conscientious individuals, with traits like personal org, cognitive structuring, achievement orientation, and endurance, contribute to higher team performance, fostering creativity and innovation.

Question 7

Explain ‘Diversity’

Answer 7

Organizational demography* predicts employee turnover by analyzing shared demographic attributes. While diversity in teams can improve perspectives, it doesn’t directly impact performance. Cultural diversity, while beneficial, can hinder performance. Effective leadership and culturally diverse strategies can improve team performance.

*Organizational demography refers to the shared demographic attributes among members of a work unit, such as age, sex, race, education, or service length.

*Differences in abilities, learning, and skills can have a positive effect on how well a team does, but the influence is minor and can vary based on the situation.

Question 8

Explain ‘Size of Teams’

Answer 8

Experts recommend keeping teams small for improved group effectiveness, but excessive size can lead to coordination issues and decreased cohesiveness. Breaking into subteams can enhance team effort.

Question 9

Explain ‘Members’ Preference’

Answer 9

Employees’ preferences and abilities can impact team morale and satisfaction. Managers should consider individual preferences, abilities, personalities, and skills when selecting team members for high-performing teams.

Question 10

Explain ‘Allocation of Roles’

Answer 10

Successful teams balance roles based on individual skills and preferences, with experienced core roles and central roles requiring conscientious workers. Managers must understand strengths and allocate tasks accordingly.

Question 11

What can Teams make?

Answer 11

• Products
• Provide services
• Negotiate deals
• Coordinate projects
• Offer advice
• Make decisions

Question 12

What are the 4 common types of Teams in an Organisation?

Answer 12

• Cross-Functional Teams
• Problem-Solving Teams
• Self-Managed Work Teams
• Virtual Teams

Question 13

What are Cross-Functional Teams?

Answer 13

• Made up of employees from about the same hierarchical levels but different departments, working together to complete a task.
• They allow people from various areas to share information, generate new ideas, solve problems, and manage complex projects.
• Leadership Style; Leaders can have different styles- Democratic v/s Participative & Situational.

Question 14

What are Problem-Solving Teams?

Answer 14

• Employee teams discuss ways to improve quality, efficiency, and work environment, but they may not always have the authority to put their ideas into action.

In some org, there are teams specifically tasked with implementing solutions.

Question 15

What are Self-Managed Work Teams?

Answer 15

• Consisting of 10-15 employees, perform interdependent tasks and have more responsibilities.

However, studies reveal problems with conflict management issues, Lower group performance, and Higher Absenteeism and Turnover Rates, despite higher job satisfaction.

Question 16

What are Virtual Teams?

Answer 16

• They connect members who are in different locations using technology like video calls, emails, and online collaboration tools. Nowadays, many teams work together from a distance thanks to modern technology.
• They struggle because they have less social interaction. They are good at sharing specific information, but they share less in general, which makes it harder to share information.
• To ensure effective virtual teams, management should;
• Establish trust
• Closely monitor progress
• Publicize team efforts to prevent disconnection and ensure the team remains visible within the org

Question 17

What is Team Building?

Answer 17

Involves selecting and grouping members, developing relationships, and practices to achieve goals.

Question 18

How to build effective teams? (Procedures) / What are the actions you would undertake to build an effective team?
(8)

Answer 18

Gary Yukl discusses the purpose of team building as the increase of cohesiveness, cooperation, and identification with the group.
Drawing from research, theory, and practical application;

1. Highlight shared interests and values; Group identification is strengthened when members agree on goals, values, priorities, strategies, and the importance of collaboration.
2. Use of ceremonies and rituals; To enhance group identification and emphasize the uniqueness of membership. Incorporate rituals for initiation and retirement, as well as, ceremonies for special events or occasions.
3. Use symbols to foster group identification; For example, team name, logo, insignia, emblem, or specific color scheme to establish a distinct identity for the team.
4. Foster and support social interactions; Building a cohesive group is more likely when members have the opportunity to connect on a personal level and find social interactions fulfilling.
5. Inform members about group activities and accomplishments; Keep members updated on plans, activities, achievements, and how their contributions contribute to the success of the group’s mission.
6. Conduct process analysis sessions; Engaging in open and honest discussions about interpersonal relationships and group dynamics, while also providing suggestions to improve effectiveness.
7. Organize alignment sessions; To promote mutual understanding among team members and address any negative stereotypes or attributions.
8. Increase incentives for collaborative efforts; Offer incentives based on group performance rather than individual achievements to promote cooperation, such as bonuses tied to team success.

Question 19

Teams; Additional

Answer 19

A mirror image of their leaders.
Group cohesiveness is significantly influenced by the management style and style, which includes support, guidance, participation, conflict resolution, and attention to employee relations and task problems.

Human interaction naturally fosters ‘+’ relationships and teamwork, but fostering unity can boost morale, creativity, and energy, making it a rewarding experience.

High-morale group members = Work well together(Strong & Cohesive work groups), benefiting the org.

Question 20

Context; What Factors Determine Whether Teams Are Successful?

Main factors that impact team performance are;

Answer 20

• Having enough(Adequate) Resources
• Effective Leadership
• A Climate of Trust
• Performance Evaluation & Reward System (That recognizes team efforts)

Question 21

Explain ‘ - Adequate resources’

Answer 21

Teams are part of larger organizational systems. They rely on external resources for survival. A study found that effective work groups receive support from the org, including;
- Timely info
- Proper equipment
- Adequate staffing
- Encouragement
- Administrative help.

Question 22

Explain ‘ - Effective Leadership (Structure)’

Answer 22

Teams work well when they agree on tasks and workloads. Both mgt and team members need to provide leadership and structure.

In self-managed teams, members take on mgt duties.

In multi-team systems, leadership is important. Leaders empower teams by giving them responsibility and helping them work together. Shared leadership works better than having just one leader.

Question 23

Explain ‘ - A Climate of Trust’

Answer 23

Effective teams foster trust between members and their leaders;
- Promoting cooperation
- Reducing behavior monitoring.

Trust is the foundation of leadership, allowing team members to accept and commit to the leader’s goals and decisions.

Question 24

Explain ‘ - A Performance Evaluation and Reward System’

Answer 24

Mgt needs to change the way they evaluate and reward teams to encourage better performance. They should focus on recognizing both team and individual contributions.

Some cultures that value individualism may find it challenging to work in teams because they are sensitive to their coworkers’ moods, prefer to work alone, and are good at pooling resources and correcting errors.

Question 25

Effective teams

Answer 25

Many have tried to identify factors related to team effectiveness. However, some studies have organized what was once a “veritable laundry list of characteristics” into a relatively focused model.
Keep in mind two points. First, teams differ in form and structure. The model attempts to generalize across all varieties of teams, but avoid rigidly applying its predictions to all teams. Use it as a guide. Second, the model assumes teamwork is preferable to individual work. Creating “effective” teams when individuals can do the job better is like perfectly solving the wrong problem.

What does team effectiveness mean in this model? Typically, it has included objective measures of the team’s productivity, managers’ ratings of the team’s performance, and aggregate measures of member satisfaction.

Question 26

In today’s interconnected world, how can your business must minimize its environmental impact during business trips?
(4)

Answer 26

Some ideas - When using global virtual teams to promote sustainability.

1. Encourage team members to consider if F2F meeting is truly needed, and to use other communication methods when they can.
2. Use virtual methods, to communicate info as much as possible, like email, phone calls, and teleconferencing.
3. Choose for eco-friendly travel options like flying economy class instead of business class when heading to team meetings. Additionally, research the environmental impact of hotels before making reservations.
4. Create a strong argument for sustainable travel options in business. Many professionals believe that using teleconferencing and eco-friendly travel plans not only benefit the environment but also save money.

Question 27

What are the 3 general categories that we can organize the key components of/for effective teams?

Answer 27

i. The resources and other contextual influences that make teams effective.

ii. The team’s composition.

iii. Process variables are events within the team that influence effectiveness