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Definition
•A type of team that is used in high performance HR systems. |
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| Challenges to Self-Directed Work Teams |
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- Cross - culture issues - Management resistance - Employee and labor union resistance |
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Definition
–enhance productivity –have a positive effect on specific attitudes relating to self-management (like responsibility and control) –No relationship with employee satisfaction, commitment, absenteeism or turnover. |
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| What makes self-directed work teams effective? |
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Definition
- total management support - clear and reachable goals - adequate resources - trained to carry out tasks with coordination/communicaton - ability to do peer evals, selection and discipline decisions, conflict management - rewarded for individual and team results |
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Definition
Teams whose members operate across space, time, and organizational boundaries and are linked through information technologies to achieve organizational tasks. |
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Possible because of information technology and knowlege based work Necessary because of Knowledge management and globalization |
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| Virtual teams perform best when: |
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Definition
Team environment: creative combination of communication channels Team Tasks: Structured tasks, sequential interdependance Team Size: Smaller size than traditional team performing similar tasks Team Composition: Good communication and cross-cultural skills in team members Team Processes: Some face-to-face meetings to assist team development Team trust: Important in all teams, but especially virtual teams
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Term
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Definition
A psychological state comprising the intention to accept vulnerability based upon positive expectations of the intent or behavior of another person |
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Term
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Definition
Identity based trust (highest) Knowledge based trust (med) Calculus based trust (low) |
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| How to build trust in teams |
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Definition
•Communicate: Explain policies and decisions, provide feedback, socialize with team •Support: Be available and approachable •Respect: Trust begets trust. Delegate real decision making power to team members in show you trust their abilities. •Fairness: Give credit when earned and recognize team members •Predictability: Be consistent, keep promises, follow through •Competence: Demonstrate good business sense and professionalism |
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time constraints Evaluation apprehension Conforminty to peer pressure |
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Definition
1. speak freely 2. don't criticize 3. Provide as many ideas as possible 4. Build on others' idea |
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| Guidelines for team effectiveness |
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Definition
•Team norms should encourage critical thinking •Sufficient team diversity •Ensure neither leader nor any member dominates •Maintain optimal team size •Introduce effective team structures |
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Term
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Definition
Any formal intervention directed toward improving the development and functioning of a work team (e.g. wilderness retreat) |
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