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Team Work and Team Building

The document discusses teams and team building. It defines a team as a group of interdependent people working towards common goals. Work groups are also defined, which can be dependent, independent, or interdependent. Team building aims to create a climate that values contributions to problem solving and effectiveness. The stages of team development are forming, storming, norming, performing, and adjourning, as the team initially comes together, works through conflicts, establishes norms, becomes highly effective, and concludes its work.

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278 views21 pages

Team Work and Team Building

The document discusses teams and team building. It defines a team as a group of interdependent people working towards common goals. Work groups are also defined, which can be dependent, independent, or interdependent. Team building aims to create a climate that values contributions to problem solving and effectiveness. The stages of team development are forming, storming, norming, performing, and adjourning, as the team initially comes together, works through conflicts, establishes norms, becomes highly effective, and concludes its work.

Uploaded by

jyoti_tatkare
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Team Work and Team Building

WHAT IS A TEAM?
A team is a collection of people who iteract with

each other regularly and are dependent on each other for attainment of common goals.

What is a work group?


A WORK GROUP CONSISTS OF TWO OR

MORE PEOPLE WHO INTERACT AND WORK TO DO A PARTICULAR TASK.

The levels of work groups


Dependent level work groups Independent level work groups Interdependent level work groups

Dependent level work groups


Dependent-level work groups are the traditional

work unit or department groups with a supervisor who plays a strong role as the boss. Everybody has a job to do. Boss tells dos and donts. Can perform well in the short run.

Independent level work groups


each person is responsible for his or her own main area. staff members work on their own assignments with general

direction and minimal supervision. Examples:Sales representatives, research scientists, accountants, lawyers, police officers, librarians, and teachers are among the professionals who tend to work in this fashion.

Interdependent level work groups


Members of an interdependent-level work group rely on each

other to get the work done. Sometimes members have their own roles and at other times they share responsibilities. They coordinate with one another to produce an overall product or set of outcomes.

Teams are a from of work group, but not all work

groups are teams.

work groups
Work Groups Individual accountability Come together to share information and perspectives Teams Individual and mutual accountability

teams

Frequently come together for discussion, decision making, problem solving, and planning.

Focus on individual goals Focus on team goals Produce individual work products Produce collective work products Define individual roles, responsibilities, and tasks to help team do its work; often share and rotate them

Define individual roles, responsibilities, and tasks

Concern with one's own outcome and challenges Concern with outcomes of everyone and challenges the team faces

Purpose, goals, approach to work shaped by manager Purpose, goals, approach to work shaped by team leader with team members

What is team building ?


It is an effort to create a climate that encourages

and values the contribution of people , with energies directed towards problem solving and task effectiveness to achieve teams purpose.

Stages of team development


Forming

Storming
Norming Performing Adjourning

Stages of Team Development


Forming
Goal

Storming
Goal

Norming
Goal

Performing
Goal

M M M M M M M M M Leader

M M

M M

M M M

M Leader M

Leader M M M M M M M M

M Leader M M

Explain

Demonstrate

Guide

Enable

Stages in team development


Forming team members are introduced Storming the team transitions from as is to to be Norming the team reaches consensus on the to be

process
Performing the team has settled its relationships

and expectations
Adjourning the team shares the improved

processes with others

Forming
The polite stage in which the team starts to

form. Everyone is trying to figure out what the team concept is. Initial silent leaders may take the rein. The team is usually positive for the most part for the initial meetings. No one has offended anyone at this point yet!

Storming
The honeymoon is over. The silent leaders may be clashing for control

of the group. People disagree and may blame the team concept, saying it doesnt work. Management needs to do a lot of coaching to get people to work past their differences, may take separate 1on1s with people.

Storming includes feelings and behaviors of:


Resisting

the tasks. Resisting quality improvement approaches suggested by other members. Sharp fluctuations in attitude about the team and the project's chance of success. Arguing among members even when they agree on the real issues. Questioning the wisdom of those who selected this project and appointed the other members of the team. This phase sometimes takes 3 or 4 meetings before arriving at the Norming phase.

Norming
The team is starting to work well together They may start to boast the team concept to others

who arent in the team and will be very positive about their role/team group.

Often, the team will bounce back and forth between

storming and norming when issues crop up. Regressions will become fewer and fewer and the team will bounce back to norming in a quicker manner as the team matures.

Norming includes feelings and behaviors of:


Acceptance of membership in the team. An attempt to achieve harmony by avoiding

conflict. More friendliness, confiding in each other, and sharing of personal problems. A sense of team cohesion, spirit, and goals. Establishing and maintaining team ground rules and boundaries. They now have more time and energy to spend on the project.

Performing
This is the level where the team is a high performance team. They can be given new projects and tasks and accomplish them successfully. They are a complete self-directed team and require little, if any, management direction. There is a high degree of cohesion among team members. In many organizations, this can take 6 months or longer to reach this state this stage.

Cohesion
Comes together as a

team High energy High interest Progress is made Team is supportive Develop relationships

Adjourning
The team briefs and shares the improved

process during this phase. When the team finally completes that last briefing, there is always a bittersweet sense of accomplishment coupled with the reluctance to say goodbye. Many relationships formed within these teams continue long after the team disbands.

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