EXAM3 - Exam Three: Group and Team Performance: Reasons Why...

Info iconThis preview shows pages 1–3. Sign up to view the full content.

View Full Document Right Arrow Icon
Exam Three: Group and Team Performance : Reasons Why People Join Groups: Security – safer to have people in a group together than operate on our own; people are more likely to take on an individual rather than a group Status Self-esteem – we feel better because we belong Affiliation – there is part of us that just likes to be around people Power – get more done; ability to be more influential to other (political parties, union groups) Goal Achievement – a lot of things are easier to be accomplished with others Groups/Teams Have… More total resources o Personnel, time, etc. Potentially greater variety in knowledge and skillfulness Increased requirements for communication and coordination Direct Determinants of Group Outcomes: Groups vs. Teams: GROUPS: o Objectives aren’t as specific; may have common ideals but not necessarily common goals o Have commonality but not necessarily the same outcome goals o Ex: alumni, sorority, church, political party, fan club TEAMS: o More cohesive; have a common goal; there is an objective they want to accomplish o Mutual interdependence – if you take someone out of a team, it’s harder to accomplish a goal (people don’t really notice in groups) Entry in and out makes a difference Team Challenges: Most Frequently Cited Causes of Frustration and Challenge for Teams: o Developing and sustaining high motivation o Minimizing coordination and confusion (less interdependence) Observations About Teams : Companies that use teams are more effective than those that do not. o Teams make all the difference – not necessarily true, doesn’t mean it will be better off, you have to apply the teams correctly. “Good” teams can still fail o A team that has all the right characteristics can still not succeed. Managers fail to recognize their team-building responsibilities. Conflict among team members is not always a bad thing. o Interpersonal conflict – NOT good; disrupts the team cohesiveness
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
o Conflict with passionate people about issues – looks dysfunctional but is actually constructive. o Groups without conflict actually are less efficient – worried about stepping on peoples’ toes so they don’t say anything. Synergy or Process Losses : Synergy : when the whole equals something greater than the sum of its parts; people get more accomplished in a group/team than by themselves Process Losses : putting resources together produces something worse than if people were to produce them on their own (ex: team paper) When we make teams, if we do it right, we get synergy . If we do it wrong, we get process losses . ^ Basis for choosing a team, you want SYNERGY. Sources of Process Losses:
Background image of page 2
Image of page 3
This is the end of the preview. Sign up to access the rest of the document.

Page1 / 15

EXAM3 - Exam Three: Group and Team Performance: Reasons Why...

This preview shows document pages 1 - 3. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online