What function of management…where have we been?
Organizing
Determining what
needs to be done
how it will be done
and who is to do it
g
Leadin
ng and
Directi
ll
ting a
motiva parties
ts
ed
involv lving conflic
o
s
e
r
and
ing
lish
stab
s, e loping
ng
l
a
o
nni
Pla ning g d deve inate
i
d
Def egy an coor
t
s to
stra
plan
sub ities
v
acti
Controlling
Monitoring activities
to ensure that they
are accomplished
as planned
Courtesy of Clipart.com
 A group is two or more interacting
and interdependent individuals
who come together to achieve
particular objectives
 Groups can be formal or informal
Chapter 7 Lesson 2
 Roles
A set of expected behavior patterns attributed to
someone who occupies a given position in a social
unit
 Norms and Conformity
Acceptable standards shared by the members of a
group
 Status Systems
A prestige grading, position, or rank within a group
 Group Cohesiveness
The degree to which members of a group are
attracted to each other and share goals
Chapter 7 Lesson 2
A team is a collection of individuals
identified by themselves and others
as a group, who work together to
accomplish a common goal
Chapter 8 Lesson 1
Complementary
Skills
Common
Approach
Mutually
Accountable
Small
Team
Leadership
1) A group is two or more people who interact with each
other to accomplish a goal.
2) A team is a group who work intensively with each
other to achieve a specific common goal.
3) All teams are groups, BUT, not all groups are teams.
4) Teams often are difficult to form because:
It takes time for members to work together.
Teams can improve organizational performance, but
this requires time and effort
Adjourning
Performing
Norming
Storming
Forming
Chapter 8 Lesson 1
Courtesy of Comstock Images
Forming is the first stage of
work-team development,
when everyone tends to be
unsure about the group’s
purpose, structure, and
leadership
Chapter 8 Lesson 1
Storming is the
second stage of workteam development,
characterized by
conflict within the
group
Chapter 8 Lesson 1
Courtesy of BananaStock Images
Norming is the third
stage of work-team
development, in
which close
relationships develop
and members begin
to demonstrate
cohesiveness
Chapter 8 Lesson 1
Courtesy of Comstock Images
Performing is the fourth stage of
work-team development, in
which the structure is fully
functional and team members
accept it
Chapter 8 Lesson 1
Adjourning is the
fifth and final stage of
a temporary work
team, in which the
team prepares to
disband
Chapter 8 Lesson 1
Courtesy of Photos.com
Ø
Ø
Ø
Ø
Ø
Ø
Ø
Ø
Ø
Ø
Ø
Makes use of synergy. Better output.
Members correct others’ errors and bring new ideas to peers.
Teams do better: multiple skills, judgment, and experience
Orgs can assemble teams quickly, disband and reorganize
Teams are flexible/responsive than more-traditional depts.
Innovative: Teams possess a wide variety of skills.
Managers should empower for the full innovation process.
Team members also uncover flaws and develop new ideas.
Teams are more motivated and satisfied than groups.
It is fun to work next to other motivated people.
Team members see their contribution to the team.
Company
Results
Federal Express
Reduced errors 13%, 1999
Corning
Defects dropped from 1,800 parts per
million to only 9 parts per million
Shenandoah Life Ins Co
Saved $200K per year; increased
productivity 33%
Xerox
Increased productivity 30%
Tektronix
One team produces as many products in
3 days as an entire assembly line used to
produce in 14 days
Westinghouse
Productivity increased 74% within 3
years
8 Stages of the Team Performance Model
(1) Sense of Purpose: Mission
(2) Open Communication : No hidden agendas
(3) Trust and Mutual Respect: Proud to belong
(4) Shared Leadership: No group think
(5) Effective Working Procedures: Agreed upon policies, procedures, etc.
(6) Build on differences: Explore everyone's talents
(7) Flexibility and Adaptability
(8) Continuous Learning
Sources: www.angelfire.com
What’s next? Our final
management process…