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Mgt 4310
Teamwork
Teams?
What if we:
Select Train Compensate Promote Fire
All at the team level?
Benefits of Work Teams Meet our social needs
They enhance employee commitment
They can be better problem solvers and make better decisions and
They enhance quick adaptability (creativity and speed) of the organization to the environment and to customer demands
Benefits of Work Teams They are strong control systems of
behaviour (norms)
They create productivity gains due to worker flexibility
They increase gains by reducing the need for managers
Boeing New Development Group
777 employees in cross-functional teams
Would no longer think of developing a new airplane without the use of teams
Costs of Work Teams Can’t meet production demands and
organizational goals due to: Difficulty of consensus Effort and time for coordination Effort and time for training
Can create intergroup hostilities
Don’t deal well with inconsistent performers
Saturn Car Company
GM’s experiment in cutting costs and using teamwork (1990) Self-managed work teams assemble cars, maintain
equipment, order supplies, set work schedules, select team members.
Workers are salaried and have a profit sharing plan
Although the company started to make a profit after the first three years the company has been unprofitable most years and is still not creating steady profits Last chance to make good
When would you use teams?
When would you use teams?
When the work is more than one person can do
When the tasks are highly interrelated
When there is a high level of creativity required by the task
Where a unique decision must be made that requires the knowledge or expertise of more than one person.
Do not use teams just because everyone else is.
How do you compensate teams?
Only as individuals, as group or as a combination of individual and group
Issues: Types of teams – full-time, part-time, full-time
temporary Complexity of the plan
How do you compensate teams?
Positives of group level rewards:
Sends the message that the team is important Reduces within group conflict Increases information sharing Reduces some problems of evaluation
How do you compensate teams? Negatives of group level rewards
Less successful teams earn less – may not be able to hire members
Higher level performers may not feel adequately compensated – resulting in their reduced performance
Individual competencies are critical for team functioning
Individuals still want their contributions recognized (individualistic)
How do you compensate teams?
Issues: Team member control of conditions
What proportion of team versus individual There is agreement that there must be team
level compensation Disagreement comes over the degree of
individual compensation.
Conditions that support teams Design of the groups
Tasks must have autonomy use high level skills to perform meaningful tasks Have regular feedback Have norms that encourage strategy development Have the correct composition of talent
Size Diversity Interpersonal skills
Conditions that support teams Organizational Context
Have group goals (groups to set proximal goals) Reward at the group level Have in-house training and ensure required
expertise Have adequate information systems from and to
the group Have resource requirements available
Conditions that support teams Group Synergy
Reduce process losses (coordination costs) Reduce social loafing Weight the contribution and importance of
contribution appropriately Learn from each other (cross-training)
Selecting to Teams What qualities would you select for when
creating teams??
Conflict Resolution Skills - Encouraging desirable conflict but discouraging undesirable conflict; and, employing integrative (win-win) negotiation strategies rather than distributive (win-lose) strategies.
Collaborative Problem Solving Skills - identifying situations requiring participative group problem solving and utilizing the proper degree of participation.
Selecting to Teams
Communication Skills - Utilizing decentralized networks where possible; recognizing open and supportive communication methods;
Goal Setting Skills- Establishing specific, challenging, and accepted team goals; and monitoring, evaluating, and providing feedback on both overall team performance and individual team member performance.
Selecting to Teams
Planning and Task Coordination Skills - Coordinating and synchronizing activities, information, and tasks between team members, establishing individual task and role assignments which ensure the proper balance of workload between team members.
Collectivism
Selecting to Teams
Group norms
Unwritten rules that guide group behavior and define what is good behavior and what is bad behavior
Norms of self-managed teams will control member behavior more than organizational rules
Team norms have more impact on the ethical behavior of its members than does a supervisor
Norms will determine whether the group is effective/ineffective and whether member behavior supports or does not support organizational goals
Creating the right norms
Select individuals who hold organizationally consistent standards.
Training to reinforce the organizational values should be considered at the inception of teams and updates should occur during the course of a team's life.
Close monitoring of the early development period of the group - the time when norms develop - to ensure the inception of organizationally responsible norms.