Team Effectiveness Model

TEAM EFFECTIVENESS MODEL BY : SANDEEP KR. SINGH REGN NO.-1159 GROUP-III

1) CONTEXT

3) WORK DESIGN TEAM EFFECTIVENESS

2) COMPOSITION

4) PROCESS

CONTEXT:-• ADEQUATE RESOURCES: - RELY ON RESOURCES - SCARCITY - “THE SUPPORT”

• LEADERSHIP & STRUCTURE:

- WHO IS TO DO WHAT - CONTRIBUTING THE WORK-LOAD - INFLUENCING BY EXPECTETION & MOOD

CONTI----• CLIMATE OF TRUST:--

- TRUST EACH MEMBER - WILLING TO ACCEPT AND COMMITED • PERFORMANCE EVALUATION & REWARD SYSTEM:-- HOW TEAM MEMBERS TO BE INDIVIDUALLY & JOINTLY ACCOUNTABLE ?

COMPOSITION:-• ABILITIES OF MEMBERS: - DEPENDS ON A.S.K. OF INDIVIDUAL - TYPES OF SKILLS

• PERSONALITY:

- PERSONALITY INFLUENCES - EXTEND TO TEAM BEHAVIOR

• ALLOCATING ROLES:

- LINKER, ADVISER, MAINTAINER,ETC.

CONTI----• SIZE OF TEAM:--

- SEVEN TO NINE MEMBERS - DEVELOP DIVERSITY OF VIEW & SKILL - PROBLEM:- COORDINATION PROB., SOCIAL LOAFING

• MEMBER FLEXIBILITY:

- IMPROVES ADAPTABILITY - LESS RELIANT, FLEXIBLE INDIVIDUAL

WORK DESIGN:--

COLLECTIVE RESPONSIBILITY “A TEAM IS NOT IN NAME ONLY” OPPORTUNITY TO USE SKILLS, TALENT ABILITY TO COMPLETE TASK

PROCESS:-• COMMON PURPOSE:

- COMMAN & MEANINGFUL PURPOSE - AMOUNT OF TIME - EFFORT INTO PURPOSE THAT BELONGS TO THEM

• SPECIFIC GOALS:

- TRANSLATE THEIR PURPOSE INTO GOAL - FOCUS ON GETTING RESULT

CONTI-----• TEAM EFFICACY: - CONFIDENCE IN THEMSELVES - BELIEVE THAT THEY CAN SUCEED - TWO FACTOR HELPING TEAM EFFICACY ->ACHIVE SMALL SUCCESSES ->PROVIDING SKILL TRAINING

• CONFLICT LEVELS: - IT IS NOT DETRIMENTAL(DISAGREEMENT ON TASK CONTENT, PERFO. NON ROUTINE ACTI.

CONTI----- CONFLICT IMPROVE TEAM EFF. - BUT NOT ALL TYPES OF CONFLICT (LIKE RELATIONSHIP CONFLICT)

• SOCIAL LOAFING: - HIDE INSIDE A GROUP - DEFINE RESPONSIBLE FOR INDIVIDUAL & JOINTLY

THANK YOU …………….