To determine:
This question seeks to point out behavior characteristics of best and worst teams in terms of personal satisfaction and team performance. Two teams are formed and each member lists out his team's positive traits leading to effective performance (called 'This') as well as negative traits implicit in worst ranking. We then have to discuss factors influencing presence of behaviors responsible for effective team work ('This' factors) and those influencing presence of "That" behaviors which prevent effective team work.
Introduction:
Team performance and personal satisfaction are interrelated. If there is no personal satisfaction effective teamwork will be a far cry. So effective leaders have to be aware of these factors so that these positive behaviors can be developed and nurtured in order to get superior world class team performance.
Here we have formed two teams 'A' and 'B'. A is ranked best team; conversely, B is ranked worst team. These teams are judged on the basis of a "Special Project work related to finding best multi bagger value creators by the team to invest one billion dollar spare funds lying with the company. In the group the team members are as under (For the benefit of readers, creativity and best world- view on project we have listed here 4 top richest billionaires)
Group members are- Team A- 1. Warren Buffet, 2. J.K.Rowling
Team B 3.Bill Gates 4. Peter Lynch
I am member of team A and representing Warren buffet as the group member.
For team performance and personal satisfaction, various positive traits like cohesiveness, raising the bar, flexibility and feedback are needed. Factors having these traits are in Team A which is winner and in 'This' category with behaviors for effective team work. Lack of these factors has prevented growth of team B in "That' category with behaviors impeding efficient team work & performance. In a class scenario each of the 4 members discusses essential ingredients to make effective team working.
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Chapter 18 Solutions
EBK MANAGEMENT, LOOSE-LEAF VERSION
- Identify a team that you are currently participating in or a team with which you have worked in the past. Identify norms, rules, and any explicit ground rules that were developed for the team. Even if the team did not have an explicit mission statement, as you reflect on the team goals and objectives, develop a team mission statement for the team.arrow_forwardConsider the various roles that members have to perform for a team to be effective. Which roles would play to your strengths and which to your weaknesses? How can you become a better team member?arrow_forwardIn order for teams to function successfully, it is essential for members to know how to manage themselves. Outline any five-(5) self-management skills that the team members must possess.arrow_forward
- Can you guys help me on this? Thank you! Describe the group processes that are occurring in a team to which you belong. Evaluate how effective this team is in accomplishing its mission, and use your analysis of group processes to explain why it is effective or ineffective.arrow_forwardOne of the greatest determinants of a successful team is trust. For a team to be successful, employees must trust that their team members are reliable and capable. They have to have faith that their teammates will work toward the goals of the team rather than their own goals. Trust can be built in teams by creating an environment where team members are not scared to admit that they have made a mistake and feel comfortable providing their input rather than agreeing with the team leader or assertive team members. Building trust among teammates is important, but what if you never see your teammates? Trust is especially important but also more difficult to build in virtual teams. In a recent review of 52 independent studies, researchers found that the link between trust and team performance is stronger for virtual teams than face-to-face teams! According to the same review, managers can counteract some of the negative effects of low trust in virtual teams by carefully documenting team…arrow_forwardOne of the greatest determinants of a successful team is trust. For a team to be successful, employees must trust that their team members are reliable and capable. They have to have faith that their teammates will work toward the goals of the team rather than their own goals. Trust can be built in teams by creating an environment where team members are not scared to admit that they have made a mistake and feel comfortable providing their input rather than agreeing with the team leader or assertive team members. Building trust among teammates is important, but what if you never see your teammates? Trust is especially important but also more difficult to build in virtual teams. In a recent review of 52 independent studies, researchers found that the link between trust and team performance is stronger for virtual teams than face-to-face teams! According to the same review, managers can counteract some of the negative effects of low trust in virtual teams by carefully documenting team…arrow_forward
- Explain two types of team-building activities described in this chapter and discuss their advantages and disadvantages.arrow_forwardWhat are some of the major contributions teams make to an organization? What are some techniques a manager can use to make their team more effective? How do factors such as team size and diversity of membership affect team performance?arrow_forward"Compare and contrast a group and a team. In what ways are they similar? In what ways do they differ? Select an example of a situation in which a group or team might be used and explain how one might work differently from the other in that circumstance." Please give an example of the situation in which a group or team might be used and explain how one might work differently from the other in that circumstance."arrow_forward
- We are all familiar with teams, but may not have analyzed them down to the levels set forth in this chapter and the next. This chapter explores team processes—the communication, activities, and interactions that occur within teams as they pursue their goals and accomplish their tasks. Some processes are directly related to core team tasks. Other processes integrate or support accomplishment of core tasks. Finally, other processes result in difficult to observe team states, including cohesion, potency, mental models, and transactive memory. To improve team process, organizations may include training in areas such as team building and team competencies. 12.1 Before reading this chapter, how did you define teamwork? How did this definition correspond to the definition outlined in this book? 12.2 Think of a team you worked in that performed poorly. Were any of the causes of the poor performance related to the forces that tend create process loss? If so, which force was most…arrow_forwardTeams can exist for a myriad of reasons; however, the development process will always be relatively the same. Understanding each of the stages is important because doing so will allow for an understanding of the process that the team must progress through when brought together for a common goal. Discuss two team-building strategies from a human perspective as well as the impact of these strategies on team development from a management perspective.arrow_forwardThink about a time when you were part of a high-functioning team. How creative was this team? How much trust was there between the team leader and the team members? Without including names, were unethical or immoral actions taken? If so, what was the impact on trust within the team? If you do not have experience on a high-functioning team, think about any team with which you have experience. Why was it not high functioning? Did the leader demonstrate unethical behaviors? Do you believe a team is more or less likely to make an immoral decision?arrow_forward
Management, Loose-Leaf VersionManagementISBN:9781305969308Author:Richard L. DaftPublisher:South-Western College Pub
Understanding Management (MindTap Course List)ManagementISBN:9781305502215Author:Richard L. Daft, Dorothy MarcicPublisher:Cengage Learning