Many studies have been completed on the topic of what effective teams look like. They agree on key characteristics that effective teams share. The chart that follows identifies skills and attitudes that help teams function effectively. Show KEY CHARACTERISTICS OF EFFECTIVE TEAMSClarity of PurposeThe purpose of the team must be clearly defined in concrete and measurable objectives. Effective teams know how their work contributes toward an organizational goal. The team leader reminds members of how each team member makes business success possible.Good CommunicationOpen and accurate communication both between the team members and between the team and the larger organization is critical to keep members informed, motivated and focused. Part of the communication process involves establishing roles, making plans, and following standard business protocols and procedures.Positive Role for ConflictWe will look at the role of positive and negative conflict in more detail later in this module, but generally effective teams use conflict to improve decision-making and problem solving processes.Accountability and CommitmentEach member of the team understands his role on the team and takes responsibility for his actions. Team members take proactive measures to ensure that they can complete tasks, and they alert management when a problem arises. Members of effective teams not only know the team‘s purpose but are committed to achieving it and demonstrate the behavior needed to meet the goals. Team members have the authority to do what they need to do without being checked every step along the way. Finally, members must be incentivized and rewarded on both an individual and team basis.Shared LeadershipEffective team members are willing to assume leadership roles when appropriate. Shared leadership reinforces a sense of shared responsibility and increases morale and team performance.Positive Group DynamicsInterpersonal relationships in effective teams are built on trust, respect, honesty, and acceptance. Conflict will still occur, but a positive group dynamic will focus the conflict productively. Check out the following video to discover what Cisco has found to be the key tips for building effective teams: Common Techniques for Team BuildingOnce you know the characteristics of effective teams, how do you go about building those qualities into a group? When initially forming the team, follow these procedures and techniques to help create the environment needed for the development of those characteristics.
Optimal Team SizeThere seems to be no question about the right size of many teams. Basketball teams have five players (on the court), football is played with eleven members on the field, and a bridge team is made up of only two players. Businesses don’t have rules for the proper size of a team. Jeff Bezos, CEO and founder of Amazon, has his own rule for the right-sized teams: the team should only be as big as can be fed with two pizzas. By normal standards, that would suggest five to eight people on a team. Bezos is said to have followed this guide when he created the innovative and decentralized start-up that has grown into one of the most successful companies in the country. When in doubt about the right size of your team, you can always fall back on the “two-pizza rule.” The ideal size, according to most management experts, falls within the range of five to nine people. The reason the size is so important that it is the focus of research studies has to do with processes and outcomes. Too few people and the team may not have enough resources or skills. Too many people and communication becomes more challenging. Groupthink and social loafing may occur and negatively affect team performance. In one study, it was determined that teams with more than twelve people had greater conflict and formed subgroups that disrupted the team cohesiveness. Experts also agree that the optimal size of the team is driven by other factors: what type of task the team will perform, what skills the team requires to complete the task, and the time provided to complete the task. Answers to those questions will often determine the best size for a team. If the task, for example, is a sales function, then one individual may do most of the work until the very end, when a finance and delivery/inventory manager gets involved. One business may be fortunate to have four employees with multiple skill sets whereas another company would have to include six or seven people to reach the same level of abilities. Finally, the shorter the timeframe to complete the task, the fewer the people should be on the team. Larger numbers increase complexity of communication and administration. What are the 4 factors affecting cohesion?Factors that affect Cohesion
Such factors include the environment (e.g. social and physical), personal factors (e.g. personality), team factors (e.g. norms), and leadership factors (e.g. styles; Carron, Widmeyer, & Brawley, 1985).
Which of the following is not a factor that is expected to increase team cohesion?The correct option is b) increasing the size of the group
Among all the given options, option B is not likely to encourage group cohesiveness because increasing the size of the group will decrease the individual productivity of the member.
What are the different methods of developing team cohesion?How to improve team cohesiveness at work. Encourage communication. A cohesive team thrives on open communication. ... . Practice team-building activities. ... . Structure goals. ... . Provide training and development. ... . Celebrate successes as a team. ... . Focus on building trust. ... . Define the values of the company and team. ... . Empower members of the team.. What is lack of team cohesion?Lack of cohesion within a team working environment is certain to affect team performance due to unnecessary stress and tension among coworkers. Therefore, cohesion in the work place could, in the long run, signify the rise or demise of the success of a company. 1.
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