Work teams and groups
- 2. Group output and productivity are essentials concerns of people managing organizations. This is expected because whatever the groups do, the organization is affected. If the organization is to be made effective in accomplishing its goals, the groups comprising it must be managed properly. This can be achieved through the use of knowledge about the behavior of groups including work teams
- 3. WHAT ARE GROUPS: A group may be defined as two or more persons, interacting and independent, who have come together to achieve certain objectives. Groups may be classified as: 1. FORMAL GROUP- this one is defined by the organization structure, with designated work assignments and established tasks. An example of a formal group is the economics area of a university consisting of 6 faculty members and an area chairman. 2. INFORMAL GROUP- this group type is neither formally structured nor organizationally determined. It is formed by individuals and development around common interests and friendship rather than around a deliberate design. An example is a group of 6 faculty members of a university who love music and bring their musical instruments at a place outside the university, and play for a few hours every Saturday evening. They don’t get paid for playing: they just enjoy themselves
- 5. Types of Formal Groups Formal groups may be further classified as: 1. COMMAND GROUP- a group composed of individuals who report directly to a certain manager. An example is a group consisting of a sale supervisor and his 10 salesman 2. TASK GROUP- its is a kind of group consisting of a person working together to complete a job tasks. An example is the group of 5 faculty members from different departments coordinating and preparing the semester enrollment program of the university
- 6. Types of Informal Groups Informal groups may be classified as follows: 1. INTEREST GROUP- is one that formed because of some special topic interest. In general, the group disbands when the interest declines or a goal has been achieved. An example of an interest group is that employees with young children grouping together to present a unified front to management for some benefits like allowances for child care. 2. FRIENDSHIP GROUP- is one where members are brought together because they shae one or more common characteristics such as age, political beliefs, or ethnic background. Friendship groups often extend their interaction and communication to activities outside of their jobs.
- 7. Why people form groups People form groups for reasons such as: 1. NEED SATISFACTION 2. PROXIMITY 3. ATTRACTION 4. GOALS and 5. ECONOMICS
- 8. People join groups because they believe that groups are venues for satisfying their needs. Social needs, for instances, may be satisfied through interactions with group members. Proximity is another reason why people form groups. When people work near each other, it is not hard for them to form a group. People are attracted to each other because of similarities in perception, attitude, performance, or motivation. This condition is a positive factor in the formation of groups. A group is formed when a number of people are required to achieve a goal. For instance, a symphony cannot be played without first forming a group of musicians. Individual person join groups do they can obtain economic benefits not otherwise made available if they are not members of a group. A labor union, for instance, is a group, of people whose primary. Aim is to bargain for economic benefits with the employer.
- 9. Stages of group development groups are like people; they learn and they develop. How they evolve may be seen through a presentation of a standardized sequence in the development of groups. The sequence • The sequence consists of different stages as follows: • 1. THE FORMING STAGE • THE STORMING STAGE • THE NORMING STAGE • THE PERFORMING STAGE • THE ADJOURNING STAGE
- 10. THE FORMING STAGE the first stage of group development is the forming stage. There are various ways of forming groups. One way is that person getting appointed to a discipline committee. Another is that person who is helping to form a medical mission, and another is that person who is gradually becoming a part of a choral group over a period of months • In the forming stage, the initial entry of members to a group is a primary concern. However, the specific concerns of the members consist of the following: 1. They are eager to learn what tasks they will be performing; 2. How they can benefit from group membership; 3. What constitutes acceptable behavior; and 4. What rules must be followed the foregoing concerns clearly indicate that this stage is characterized by uncertaintly about the group’s purpose, structure, and leadership. However, when members begin to think of themselves as part of a group, the forming stage is complete.
- 11. THE STORMING STAGE The storming stage is that stage when conflict within the group happens. members may get involved in competition for desired assignments and disagreement over appropriate behaviors and responsibilities related to task performance. the group experiences may changes, expectations of the members tend to be clarified and elaborated further. under this stage, coalitions of cliques may form. As individuals compete to impose their desired status position, conflict may develop over leadership and authority. when there is relatively clear hierarchy of leader ship within the group, the storming stage is completed.
- 12. THE NORMING STAGE This stage is also known as the initial integration stage, this is when the group really begins to come together as a coordinated unit. Cooperation and collaboration are its main characteristics. There is an open exchange of information, acceptance of differences of opinion, and active attempts to achieve goals and objectives which are mutually agreed upon. in this stage, members feel a preliminary sense of closeness, and would want to protect the group from disintegration. When the group structure solidifies and the group has assimilated a common set of expectations of what defines correct member behavior, the norming stage is complete.
- 13. THE PERFORMING STAGE in the performing stage, the group emerges as a mature, organized, and a well functioning group, and it is ready to focus on accomplishing it key tasks. This stage is also referred to as the total integration stage. under the stage, group energy has moved from getting to know and understand each other to performing the task at hand. Intrinsic motivation and creativity are likely to emerge as the group performs. 1. the sub-stage where the group has attained a level of effectiveness that will remain more or less constant and as such, group performance will be maintained at a level sufficient to ensure survival. 2. the sub-stage where the process of learning and development of the group is ongoing so that group effectiveness and efficiency continues, and as a result, group performance will reach higher levels.
- 14. THE ADJOURNING STAGE the adjourning stage involves the termination of activities. This stage is applicable to temporary groups such as committees, project groups, task forces, and similar entities. the termination of the group’s activities may be triggered by any of the following: 1. when the group’s purpose has been fulfilled’ or 2. when the group has failed to revitalized itself during the performing stage. there are instances, however, when the activities of permanent groups are also terminated. The reasons for such termination include organizational downsizing merging, or bankruptcy.
- 15. FORMING NORMING PERFORMING STORMING ADJOURNING THE STAGES OF GROUP DEVELOPMENT
- 16. ROLES WITHIN GROUPS Group efforts can be made more effective if relevant roles are played within the group. These are specific roles that are deemed important in the group process. These are the following 1. KNOWLEDGE CONTRIBUTOR Any group would largely benefit from a member who plays this role. If he is technically proficient enough, he will be providing useful and valid information. He can be of great help in task accomplishment and the value of sharing technical expertise with other members of the group. 2.PROCESS OBSERVER The person occupying this role forces members to look at how the group functions. He is the first member affected when the group is starting to fail in doing its function. However, he is also the first to acknowledge excellent group performance.
- 17. 3. PEOPLE SUPPORTER Some group members are not emotionally strong to face the various difficulties heaped upon them in the performance of their functions. There is a need for one member to assume the role of people supporter who provides emotional support to teammates and resolved conflicts. He listens actively to presentations made by other members. His smiles, humorous comments, and his relaxed appearance make others feel relaxed. Even if he disagrees with others, he supports and encourages them 4. CHALLENGER The group needs someone who confronts and challenges bad ideas. This will prevent complacency and non-critical thinking. The challenger will succeed his role if he possesses effective interpersonal skills. He must not appear as someone who challenges anything for the sake of challenging. His role must be regarded as a part of the problem solving process.
- 18. 5. LISTENER There is a need for someone to listen to whatever ideas or proposals presented by any members of the group. Somebody must assume that role. Even the best proposals will go to waste if nobody cares to listen. 6. MEDIATOR It is not uncommon for group members to et involved in disputes between each other. When this happens, it will affect not only the performance of the protagonist but also that of the whole group as well. To avoid this, it is important for the group to have someone assume the role of mediator.
- 19. 7. GATEKEEPERS There is always a chance that one or two overeager members will dominate discussions. As a result, timid members may not be heard even if their views are worth listening to. There is also that chance that even good ideas that were presented and recognized may be forgotten after some time. The role of the gatekeeper is to provide the opportunity for every member to express his or her opinion. The gatekeeper will also remind every member about good ideas that were recognized previously 8. TAKE-CHARGE LEADER There are occasions when a group has no appointed leader, or if there is one, he could not play his role for one reason or another. The leadership vacuum cannot exist indefinitely and for the sake of group effectiveness, a team member should assume the role of the take- charge leader. With the leader, the group can then move forward by defining its mission and determining its objectives.
- 20. ADVANTAGES AND DISADVANTAGES OF GROUPS Working in a group offers the following advantages: 1. More inputs from various perspectives can be made available for effective decision making; 2. Synergism is more likely when people work together as a group; 3. People in the groups are more supportive of decisions that were formulated with their assistance; 4. It allows the efficient exchange of information for effective problem solving; 5. The opportunity for fulfilling the safety, affiliation, and esteem needs of group members is made available; and 6. Group members get mutual support from each other.
- 21. Working in a group, however, has disadvantages which include the following: 1. Group activity is usually slower and more cumbersome because every member has the opportunity to make contributions; 2. Group meetings are held to disseminate strictly routine data that could be more efficiently conveyed in writing through interoffice memorandum. When it happens, the effectiveness of the group is undermined 3. The group’s decision may be dilute by every member’s input making the decision ineffective. 4. Accountability is often a problem with group activity; 5. There are occasions when some members shirk responsibility and let other members of the group to do work; 6. When the group is highly cohesive and motivated, outside criticism tends to be ignored as group members look inward for reinforcement of each other’s opinions.
- 22. GROUPTHINK the previously-cited item No. 6, which is a disadvantage of working in a group, is actually referred to as “group thinking”. This term may be briefly defined as a deterioration of metal efficiency, reality festing, and moral judgement in the interest of group cohesiveness. Individual thinking is brought in line with the average quality of the group’s thinking. An illustration of groupthink may be provided as follows: 10 years ago, Mr George Publico was assigned to train 5 bright new employees. He was satisfied with their performance and he facilitated their promotion to supervisory positions. Later, Mr. Publico was directed to form a group that will perform special tasks like finding effective ways of cost cutting. The 5 new supervisors were assigned to him as members of the group. They were thankful that they were given the opportunity to work with their benefactor. During group meetings, the 5 members always defer to their leader. Whatever problems are tossed to the group, they determine Mr. Publico’s view, and not wanting to displease him, they indicate their approval. Their job as group members became routine and easy because it is their leader who does all the thinking.
- 23. HOW TO MINIMIZE GROUPTHINK the existence of groupthink is an indication that the group may be functioning effectively. There are some ways of minimizing groupthink. These are: 1. Monitoring group size, so it will not grow large enough to intimidate some members to perform well; 2. Encouraging group leaders to play an impartial role by actively seeking input from all members and avoid expressing their own opinions, especially in the early stages of deliberation; 3. Appointing a member to play the role of devil’s advocate; and 4. Using exercise that stimulate active discussion of diverse alternatives without threatening the group and intensifying identity protection.