Group Questions

GROUP QUESTIONS  1.

Why might you as a manager want to use teams?  2. What types of tasks are most appropriate for teams?  3. Do groups ‘evolve’ from the beginning of their formation up until task completion? If so, how?  4. Do people play different ‘generic’ type roles on teams? If so, what are they?  5. How do you get non-talkers to speak up and how do you get talkers to stop?

GROUP QUESTIONS cont’d  6.

Is diversity of group members good? Why or why not?  7. What are some things that have to be present for groups to function effectively?  8. Why do teams go ‘bust’?  9. What can be done to help ensure that all group members contribute fairly to group task effort?

GROUP QUESTIONS cont’d  10.

What different ways are there for groups to make decisions?  11. How might personality influence a team?  12. How do you build team trust? What little things erode trust?  13. How can you build team commitment?

Social Loafing The tendency for individuals to expend less effort when working collectively than when working individually

Ways to reduce social loafing: 1. 2. 3. 4. 5. 6. 7.

Make individual contributions identifiable Make individuals feel they are making a valuable contribution Stay small Evaluate individual and team contributions Have members evaluate each others’ contribution Create interesting/ important task Encourage buy- in - members allowed input into decision - members participate in setting clear goals - members establish clear roles

Building Team Trust Ask for help – show some vulnerability and let others “come through” 2. Chip in – Model Behavior 3. Match jobs with expertise – break jobs into pieces and assign experts 1.

Trust- Busting Traps Micromanaging – avoid excessive control 2. Finding Fault – members may fear inevitable criticism and avoid risk 3. Playing Favorites – apply fair consistent performance standards 1.

Building Team Commitment (Buy-In)       

Felt ownership – allow planning input and some decision making Perceived Value – ensure task connects to needs and meaningful outcomes Autonomy – provide a feeling of freedom and independence Validity – be sure plan is appropriate and outcomes desirable Reliability – be sure plan is consistent and has long- term results Optimism – provide emotional support and expressed confidence Ability – ensure member abilities (real and perceived)

 Resources

– equip with tools, finances, and time