a. Diversity can bring increased benefits to the team, but to do so, teams must have some common values, and they need to be willing to share information about themselves early on. 5. Size a. Most effective teams have fewer than 10 members. b. Social loafing – the tendency for individuals to expend less effort when working collectively than when working individually 6. Members’ Flexibility a. Flexible individuals who can complete each other’s tasks. 7. Members’ Preference for Teamwork a. High-performing teams are likely to be composed of people who prefer working as part of a team Process factors relating to team performance: 1. Common Purpose a. Having a common and meaningful purpose that provides direction, momentum, and commitment for members. This purpose is a vision. b. Reflexivity – a team characteristic of reflecting on and adjusting the master plan when necessary 2. Specific Goals a. Team goals should be challenging. Difficult goals raise team performance. 3. Team Efficacy a. The belief that teams can succeed. b. Cohesiveness – the degree to which team members are attracted to each other and are motivated to stay on the tea. 4. Mental Models a. Knowledge and beliefs about how the work gets done 5. Managed Level of Conflict a. Teams that avoid conflict also tend to have lower performance levels, forget to consider key issues, or remain unaware of important aspects of their situation. b. Effective teams are characterized by an appropriate level of conflict. c. Reducing team conflict: c.i. More, than less, information c.ii. Multiple alternatives c.iii. Goals c.iv. Humor (in making tough decisions) c.v. Balanced power structure c.vi. Resolve issues without forcing consensus 6. Accountability a. Successful teams make members individually and jointly accountable for the team’s purpose, goals, and approach. They clearly define what they are individually responsible for and what they are jointly responsible for.
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