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TASKS THAT DO NOT REQUIRE SETTING UP A TEAM

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TASKS THAT DO NOT REQUIRE SETTING UP A TEAM

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·        Simple tasks that do not require diverse inputs

·        If the work does not create common purpose or set of goals

·        If the task do not require interdependence  among tasks (soccer vs. relay swimming)

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·        Hire team players: Some people naturally have team player traits in their personality

·        Train team players: Training on problem-solving, communication, negotiation, conflict-management and coaching.

·        Reward good team players: Promotions, pay raises and other forms of recognition should be given to individuals that are good team members. They share information, train new team members and solve conflicts.

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Context
·        Adequate Resources: timely information, proper equipment, adequate staffing, encouragement & administrative assistance

·        Leadership and Structure: Clear responsibilities

·        Climate of Trust: Trust in each other and the leaders and how it is dispersed

·        Performance Evaluations & Reward System: Group-based appraisals, profit sharing & small-group incentives.

Team Composition
·        Abilities of Members: Knowledge, skills & abilities of individual members

·        Personality of Members: Desired traits are e.g. conscientious, high level of openness, emotional stability, agreeableness & extraversion

·        Allocation of Key-Roles: Linker, creator, promoter, assessor, organizer, producer, controller, maintainer, adviser

·        Diversity of Members: Is diversity a friend or a villain? According to researches, it is at least a challenge.

·        Cultural Differences: Asset for tasks that call for a variety of viewpoints, but there is a problem of learning to work together.

·        Size of Teams: Most optimal size seems to be 5-9 members.

·        Member Preferences: Do individuals prefer working on a group?

Team Processes
·        Common Plan and Purpose: Mission --> goals --> strategies. Team reflexity!

·        Specific Goals: Specific, measurable and realistic goals

·        Team Efficacy: Confidence in succeeding in their task

·        Team Identity: Sense of belongingness to the team

·        Team Cohesion: Emotional attachment to each other and the team

·        Mental Models: Team members should have the same mental models on how to do things

·        Conflict Levels: Relationship conflicts and task conflicts
·        Social Loafing: Team members should be clear on what they are individually and jointly responsible for the team.

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Problem-Solving Teams
A regularly meeting team who discusses ways of improving quality, efficiency & work environment
---> Recommendations, no actual authority

Self-Managed Work Teams
As problem-solving team, but it also creates solutions and takes responsibility for the outcomes

Cross-Functional Teams
A team that is formed of individuals on the same hierarchical level, but from different work areas/departments. Together they try to accomplish a certain task (e.g. a new idea, solve a problem, coordinate complex projects).

Virtual Teams
Team working together online.

Multiteam Systems aka a team of teams
A collection of several interdependent teams that serve the same superordinate goal. A form of a team that is needed when the task is more complex.

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When teams work in a desired way, they are:
·        More flexible and responsive than other forms of permanent groups (e.g. departments)

·        Quick in assembling, deploying, refocusing and disbanding

·        Involvement in teams shapes positively the way we think as individual