1. Contrast a group and a team2. Define norms3. Explain the relationship between cohesiveness & group

productivity4. Describe who is likely to become an emergent leader in an

informal group5. Explain what a supervisor can do when group norms are

hindering department performance6. Identify three categories of teams7. List the characteristics of real teams8. List actions a supervisor can take to improve team performance9. Describe the role of teams in continuous-improvement programs

Group Interacting and interdependent individuals Come together to achieve particular objectives

Team Work group with common purpose Common performance goals Mutually accountable for the team’s result

Security Status Self-esteem Affiliation Power Goal achievement

Formal group Established by the organization Designated work assignments

Informal group Social group Social contact

Norms Acceptable standards shared by group members

Norms dictate Dress code Promptness or tardiness Output levels Amount of socializing on the job Effort level

Conformity pressure

Cohesiveness members are attracted to each other motivated to stay in the group

Productivity, cohesiveness and performance related norms

Emergent leader Traits Skills and knowledge

Informal groups Fill gaps in the organization

Information Social needs Recognition

Influence informal groups Norms

Physical separation Reward anti-norm

Departmental goals Clarify goals and desirable behaviors

Emergent leaders Identify emergent leaders Gaining their cooperation

Why teams? Multiple skills, experience, and judgement Flexible and adaptable to changing environment

Categories Provide advice Manage Make or do things

Working group Share information Make decisions in a given area of responsibility The whole is not greater than sum of the parts

Pseudo team The whole is less than sum of the parts negative synergy

Potential team No sense of accountability

Real team

Small size Complement skills Common purpose Specific goals Common approach Mutual accountability

Weak sense of direction Infighting Shrinking of responsibilities Lack of trust Critical skill gaps Lack of external support

Create clear purpose and goals Encourage small wins Build mutual trust Appraise both group and individual

performance Provide necessary external support Offer team building training Change the team’s membership

Continuous improvement Share ideas Act on suggestions

Work force diversity Multiple perspectives Creative solutions More difficult to achieve cohesiveness