Groups and Teams

Groups and Teams
Copyright 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e
9-0
Defining and Classifying Groups

Group:
Two or more individuals interacting and interdependent, who have come together to achieve particular objectives
Formal Group:
Defined by the organizations structure with designated work assignments establishing tasks
Informal Group:
Alliances that are neither formally structured nor organizationally determined Appear naturally in response to the need for social contact Deeply affect behavior and performance
9-1
Subclassifications of Groups
Formal Groups
Command Group
A group composed of the individuals who report directly to a given manager
Informal Groups
Interest Group
Members work together to attain a specific objective with which each is concerned
Task Group
Those working together to complete a job or task in an organization but not limited by hierarchical boundaries
Friendship Group
Those brought together because they share one or more common characteristics
9-2
Why People Join Groups Social Identity

Similarity Distinctiveness Status Uncertainty Reduction
9-3
Five Stages of Group Development Model
E X H I B I T 9-1 Copyright 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e
9-4
The Five Stages of Group Development

1. Forming
Members feel much uncertainty
2. Storming
Lots of conflict between members of the group
3. Norming
Members have developed close relationships and cohesiveness
4. Performing
The group is finally fully functional
5. Adjourning
In temporary groups, characterized by concern with wrapping up activities rather than performance
9-5
Critique of the Five-Stage Model

Assumption: the group becomes more effective as it progresses through the first four stages
Not always true group behavior is more complex High levels of conflict may be conducive to high performance The process is not always linear Several stages may occur simultaneously Groups may regress
Ignores the organizational context
9-6
An Alternative Model for Group Formation

Temporary groups with deadlines dont follow the fivestage model Punctuated-Equilibrium Model
Temporary groups under deadlines go through transitions between inertia and activityat the halfway point, they experience an increase in productivity. Sequence of Actions
1. 2. 3. 4. 5. 6. Setting group direction First phase of inertia Half-way point transition Major changes Second phase of inertia Accelerated activity
9-7
Group Properties
Norms Roles Status
Group Performance
Cohesiveness
Size
9-8
Group Property 1: Roles

Role
A set of expected behavior patterns attributed to someone occupying a given position in a social unit
Role Perception
An individuals view of how he or she is supposed to act in a given situation
Role Expectations
How others believe a person should act in a given situation Psychological Contract: an unwritten agreement that sets out mutual expectations of management and employees
Role Conflict
A situation in which an individual is confronted by divergent role expectations
9-9
Zimbardos Prison Experiment

Set up a fake prison using student volunteers Randomly assigned student volunteers to guard and prisoner roles Within six days, the experiment was halted due to following concerns:
Guards had dehumanized the prisoners Prisoners were subservient Fell into the roles as they understood them No real resistance felt
9-10
Group Property 2: Norms

Norms
Acceptable standards of behavior within a group that are shared by the groups members
Classes of Norms
Performance norms - level of acceptable work Appearance norms - what to wear Social arrangement norms - friendships and the like Allocation of resources norms - distribution and assignments of jobs and material
9-11
Group Norms and the Hawthorne Studies

A series of studies undertaken by Elton Mayo at Western Electric Companys Hawthorne Works in Chicago between 1924 and 1932 Research Conclusions
Worker behavior and sentiments were closely related Group influences (norms) were significant in affecting individual behavior Group standards (norms) were highly effective in establishing individual worker output Money was less a factor in determining worker output than were group standards, sentiments, and security
9-12
Norms and Behavior

Conformity
Gaining acceptance by adjusting ones behavior to align with the norms of the group
Reference Groups
Important groups to which individuals belong or hope to belong and with whose norms individuals are likely to conform
Aschs studies
Demonstrated the power of conformity Culture-based and declining in importance
9-13
Defying Norms: Deviant Workplace Behavior

Deviant Workplace Behavior
Also called antisocial behavior or workplace incivility Voluntary behavior that violates significant organizational norms and, in doing so, threatens the well-being of the organization Typology:
Performance working speed Material damage and stealing Interpersonal favoritism, gossip, and sexual harassment
SEE E X H I B I T 9-4 Copyright 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e
9-14
Group Influence on Deviant Behavior
Group norms can influence the presence of deviant behavior Simply belonging to a group increases the likelihood of deviance Being in a group allows individuals to hide creates a false sense of confidence that they wont be caught
9-15
Group Property 3: Status

Status
A socially defined position or rank given to groups or group members by others it differentiates group members Important factor in understanding behavior Significant motivator
Status Characteristics Theory

Status derived from one of three sources:
Power a person has over others Ability to contribute to group goals Personal characteristics
9-16
Status Effects
On Norms and Conformity
High-status members are less restrained by norms and pressure to conform Some level of deviance is allowed to high-status members so long as it doesnt affect group goal achievement
On Group Interaction
High-status members are more assertive Large status differences limit diversity of ideas and creativity
On Equity
If status is perceived to be inequitable, it will result in various forms of corrective behavior.
9-17
Group Property 4: Size

Size
Twelve or more members is a large group Seven or fewer is a small group
Group size affects behavior Best group sizes based on requirement:

Attribute
Speed Individual Performance Problem Solving
Small
X X
Large
Diverse Input
Fact-finding Goals Overall Performance
X
X X
9-18
Issues with Group Size

Social Loafing
The tendency for individuals to expend less effort when working collectively than when working individually Ringelmanns Rope Pull: greater levels of productivity but with diminishing returns as group size increases Caused by either equity concerns or a diffusion of responsibility (free riders)
Managerial Implications
Build in individual accountability Prevent social loafing by:
Setting group goals Increasing intergroup competition Using peer evaluation Distributing group rewards based on individual effort
9-19
Group Property 5: Cohesiveness

Cohesiveness Degree to which group members are attracted to each other and are motivated to stay in the group Managerial Implication
To increase cohesiveness:
Make the group smaller. Encourage agreement with group goals. Increase time members spend together. Increase group status and admission difficulty. Stimulate competition with other groups. Give rewards to the group, not individuals. Physically isolate the group.
9-20
Group Decision Making vs. Individual Choice

Group Strengths:
Generate more complete information and knowledge Offer increased diversity of views and greater creativity Increased acceptance of decisions Generally more accurate (but not as accurate as the most accurate group member) Time-consuming activity Conformity pressures in the group Discussions can be dominated by a few members A situation of ambiguous responsibility
Group Weaknesses:

9-21
Group Decision-Making Phenomena

Groupthink
Situations where group pressures for conformity deter the group from critically appraising unusual, minority, or unpopular views Hinders performance
Groupshift
When discussing a given set of alternatives and arriving at a solution, group members tend to exaggerate the initial positions that they hold. This causes a shift to more conservative or more risky behavior.
9-22
Group Decision-Making Techniques

Made in interacting groups where members meet face-toface and rely on verbal and nonverbal communication. Brainstorming
An idea-generating process designed to overcome pressure for conformity
Nominal Group Technique (NGT)

Works by restricting discussion during the decision-making process Members are physically present but operate independently
Electronic Meeting
Uses computers to hold large meetings of up to 50 people
9-23
Evaluating Group Effectiveness

Type of Group Effectiveness Criteria
Number and quality of ideas Social Pressure Money Costs
Interacting
Low High Low
Brainstorming
Moderate Low Low
Nominal
High Moderate Low
Electronic
High Low High
Speed
Task Orientation Potential for Interpersonal Conflict Commitment to Solution Development of Group Cohesiveness
Moderate
Low High High High
Moderate
High Low N/A High
Moderate
High Moderate Moderate Moderate
Moderate
High Moderate Moderate Low
9-24
Global Implications
Status and Culture
The importance of status varies with culture Managers must understand who and what holds status when interacting with people from another culture
Social Loafing
Most often in Western (individualistic) cultures
Group Diversity
Increased diversity leads to increased conflict May cause early withdrawal and lowered morale If the initial difficulties are overcome, diverse groups may perform better
9-25
Summary and Managerial Implications

Performance
Typically, clear role perception, appropriate norms, low status differences and smaller, more cohesive groups lead to higher performance
Satisfaction
Increases with: High congruence between boss and employees perceptions about the job Not being forced to communicate with lower-status employees Smaller group size
9-26
Why Have Teams Become So Popular?

Great way to use employee talents Teams are more flexible and responsive to changes in the environment Can quickly assemble, deploy, refocus, and disband Facilitate employee involvement Increase employee participation in decision making Democratize an organization and increase motivation Note: Teams are not ALWAYS effective
10-27
Differences between Groups and Teams

Work Group
A group that interacts primarily to share information and to make decisions to help each group member perform within his or her area of responsibility
No joint effort required
Work Team
Generates positive synergy through coordinated effort. The individual efforts result in a performance that is greater than the sum of the individual inputs
10-28
Comparing Work Groups and Work Teams
10-29
Types of Teams
Problem-Solving Teams
Groups of 5 to 12 employees from the same department who meet for a few hours each week to discuss ways of improving quality, efficiency, and the work environment
Self-Managed Work Teams

Groups of 10 to 15 people who take on the responsibilities of their former supervisors
See E X H I B I T 10-2 Copyright 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e
10-30
Types of Teams (Continued)

Cross-Functional Teams
Employees from about the same hierarchical level, but from different work areas, who come together to accomplish a task
Very common
Task forces Committees
See E X H I B I T 10-2 Copyright 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e
10-31
Types of Teams (Continued)

Virtual Teams
Teams that use computer technology to tie together physically dispersed members in order to achieve a common goal
Characteristics
Limited socializing The ability to overcome time and space constraints
To be effective, needs:
Trust among members Close monitoring To be publicized
10-32
A Team-Effectiveness Model
Caveat 1: This is a general guide only.
Caveat 2: The model assumes that teamwork is preferable to individual work.

10-33
Key Components of Effective Teams
Context Composition Process Variables
10-34
Creating Effective Teams: Context

Adequate Resources
Need the tools to complete the job
Effective Leadership and Structure

Agreeing to the specifics of work and how the team fits together to integrate individual skills Even self-managed teams need leaders Leadership especially important in multi-team systems
Climate of Trust
Members must trust each other and the leader
Performance and Rewards Systems that Reflect Team Contributions

Cannot just be based on individual effort
10-35
Creating Effective Teams: Composition

Abilities of Members
Need technical expertise, problem-solving, decision-making, and good interpersonal skills
Personality of Members
Conscientiousness, openness to experience, and agreeableness all relate to team performance
Allocating Roles and Diversity

Many necessary roles must be filled Diversity can often lead to lower performance
Size of Team
The smaller the better: 5 to 9 is optimal
Members Preference for Teamwork

Do the members want to be on teams?
10-36
Key Roles Of Teams
10-37
Creating Effective Teams: Team Processes

Commitment to a Common Purpose
Create a common purpose that provides direction Have reflexivity: willing to adjust plan if necessary
Establishment of Specific Team Goals

Must be specific, measurable, realistic, and challenging
Team Efficacy
Team believes in its ability to succeed
Mental Models
Have an accurate and common mental map of how the work gets done
A Managed Level of Conflict

Task conflicts are helpful; interpersonal conflicts are not
Minimized Social Loafing

Team holds itself accountable both individually and as a team
10-38
Turning Individuals into Team Players

Selection
Make team skills one of the interpersonal skills in the hiring process.
Training
Individualistic people can learn
Rewards
Rework the reward system to encourage cooperative efforts rather than competitive (individual) ones
Continue to recognize individual contributions while still emphasizing the importance of teamwork
10-39
Beware! Teams Arent Always the Answer

Teams take more time and resources than does individual work.
Three tests to see if a team fits the situation:

1. Is the work complex and is there a need for different perspectives will it be better with the insights of more than one person? 2. Does the work create a common purpose or set of goals for the group that is larger than the aggregate of the goals for individuals?
3. Are members of the group involved in interdependent tasks?

10-40
Global Implications
Extent of Teamwork
Although work teams are pervasive in India, some evidence suggests that most Indians are individual players rather than team players
Self-Managed Teams
Do not work well in countries with low tolerance for ambiguity and uncertainty and a high power distance
Team Cultural Diversity and Team Performance

Diversity caused by national differences interferes with team efficiency, at least in the short run After about three months, the differences between diverse and non-diverse team performance disappear
10-41
Summary and Managerial Implications

Effective teams have common characteristics:
Adequate resources Effective leadership A climate of trust Appropriate reward and evaluation systems Composed of members with correct skills and roles Are smaller Do work that provides freedom, autonomy, and the chance to contribute The tasks are whole and significant Has members who believe in the teams capabilities
Managers should modify the environment and select teamoriented individuals to increase the chance of developing effective teams.
10-42
All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America.
Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall
9-43

Groups and Teams

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Groups and Teams

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Groups and Teams

Defining and Classifying Groups

Why People Join Groups Social Identity

Similarity Distinctiveness Status Uncertainty Reduction

Five Stages of Group Development Model

The Five Stages of Group Development

Critique of the Five-Stage Model

Ignores the organizational context

An Alternative Model for Group Formation

Group Property 1: Roles

Zimbardos Prison Experiment

Group Property 2: Norms

Group Norms and the Hawthorne Studies

Norms and Behavior

Defying Norms: Deviant Workplace Behavior

Group Influence on Deviant Behavior

Group Property 3: Status

Status Characteristics Theory

Group Property 4: Size

Group size affects behavior Best group sizes based on requirement:

Issues with Group Size

Group Property 5: Cohesiveness

Group Decision Making vs. Individual Choice

Group Decision-Making Phenomena

Group Decision-Making Techniques

Nominal Group Technique (NGT)

Evaluating Group Effectiveness

Summary and Managerial Implications

Why Have Teams Become So Popular?

Differences between Groups and Teams

Comparing Work Groups and Work Teams

Self-Managed Work Teams

Types of Teams (Continued)

Types of Teams (Continued)

Caveat 2: The model assumes that teamwork is preferable to individual work.

Key Components of Effective Teams

Context Composition Process Variables

Creating Effective Teams: Context

Effective Leadership and Structure

Performance and Rewards Systems that Reflect Team Contributions

Creating Effective Teams: Composition

Allocating Roles and Diversity

Members Preference for Teamwork

Key Roles Of Teams

Creating Effective Teams: Team Processes

Establishment of Specific Team Goals

A Managed Level of Conflict

Minimized Social Loafing

Turning Individuals into Team Players

Beware! Teams Arent Always the Answer

Three tests to see if a team fits the situation:

3. Are members of the group involved in interdependent tasks?

Team Cultural Diversity and Team Performance

Summary and Managerial Implications

Copyright 2011 Pearson Education, Inc. Publishing as Prentice Hall

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