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Transcript of Sess20
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Organizational Behavior
Session 20
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Groups and teams: Part I
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Differences between ‘group’ and ‘team’
Team is a group that generates positive synergy through coordinated effort.
Collective performance in a team may be more than the sum of individual performance.
A team is formed for a limited time.
Team tasks require members to work interdependently.
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Types of team tasks
Approach 1 (Steiner):
1- additive tasks: require the summing of every team member’s performance.
2- conjunctive tasks: every team member should perform their tasks at least at a minimally acceptable level.
3- disjunctive tasks: refer to tasks that require only one team member to perform well in order to gain group achievement.
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Types of team tasks (continued)
Approach 2 (McGrath):
1. Generative2. Executing3. Negotiating4. Decision making
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Types of teams
Problem solving teams: Members share ideas and offer suggestions on how a situation or a process can be improved.
Self-managed teams: are groups of employees who perform interdependent tasks and take the responsibilities of their actions.
Self-managed teams may be involved in planning, scheduling, assigning tasks to members, collective controlling, decision making, and even selecting their own members.
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Types of teams (continued)
Cross-functional teams: consist of employees from different work areas but with similar hierarchical levels who come together to accomplish a task.
The main idea in forming cross-functional teams is that every aspect of a client’s work can be handled within
one team instead of separate departments.
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Types of teams (continued)
Virtual teams: collaboration on-line.
Virtual teams can be effective in many situations. However, it may have limitations in non-verbal communications and using emotional signs.
Some have recommended using virtual teams for task-oriented jobs.
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Important factors in forming a team
Inspirational team leadership;
Clarification of team tasks;
designing different roles to cover all aspects of team tasks;
Allocation of roles based on individuals’ strengths;
Considering appropriate size (5-10)
Composition/Diversity (gender, age, expertise, ethnic backgrounds, cultural/industrial/departmental values and norms, etc.);
Socialization and trust building.
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Social loafing
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What is social loafing?
Consciously or unconsciously, individuals may not exert as much effort in group settings as when they are alone.
Social loafing is based on the de-individuation that can occur when people work in groups as opposed to working alone.
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Important antecedents of social loafing
Lack of identification and uniqueness of individual contribution to the group;
Low intrinsic involvement;
Individualistic orientation;
Lack of peer appraisal;
Large group size;
Task visibility (hiding in the crowed);
Distributive justice
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Social loafing and expectancy theory
Expectancy: A group member may realize that other factors aside from their own effort will influence his/her group’s performance.
Instrumentality: A group member may realize that valued outcomes (rewards) are divided among all group members, and she/he may not receive a fair share given his or her level of effort.
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Reading
Please read page 242 to 267 and 280 to 296 of the text book.
Please read the social loafing document.