• created by Deming
• small representative group of people that get together to solve problems
• i.e. scheduling, making suggestions, etc...

• govern themselves
• no appointed manager
• leader rises naturally
• team has a lot of freedom
• team has a budget
• authoity to manage each other

• people from different functions sit in on a team (from accounting, marketing, etc..)
• used usually for strategic planning, formation between departments, projects requiring different functions

• tasked with something specific
• Composition of the team is very impotant (i.e. expertise of the particular task at hand)
• structure of the team is important

1. Continued appropiatenes of goals
2. Progress toward content goals
3. Progress toward process goals
4. Evidence of individual and team growth

• people who offer you ideas
• define the poblem
• proposes goals, new ideas, and solutions
• defines problems, suggests procedures, points out benefits

• clarifying suggestions
• asking questions
• seeks clarification or suggestions based on the facts relevant to the problem

• Offer facts, opinions, data, relevant info or experience, etc... to the group

• keep the work of the group on track
• keep people together

• clarify relationships and ideas
• put everything into summary form so everyone has a common understanding
• review and integrate others' points, check fo common understanding and readiness for action

• evaluate logic, facts
• play devils advocate (pick apart the idea, question the role, etc...)
• assess validity of assumptions, quality of info, reasonableness of recommendations

• people that encourage the group
• praise others, show appreciation fo others' contributions
• warm and friendly

praises good points, exhibits acceptance (the "we" feeling); and group solidarity

• people that relieve the conflict/tension in the group
• reolve interpersonal conflicts

attempts to mediate differences among members or their points of view; reduces conflict and tension; attempts to

      reconcile differences

• assuring even participation by all group members
• make sure that everyone has a chance to be heard and that no individual dominates

attempts to encourage communication, bringing persons into the discussion who have not given their ideas, keeping the discussion to the point, etc.

• people that make sure everything is at a certain standard or level
• Evaluate team's progress

expresses standards for the group to attempt to achieve, and applies them to evaluating the group process

people that make sure othes follow along

more or less a passive and accepting person; going along                                                                      

       with the ideas of others

is negativistic and resistant, disagreeing and opposing beyond          reasonable objections; getting discussion off on a tangent; focuses on           personal concerns rather than on team problem; argues too much

• people who are all about boasting, drawing attention to themselves
• tries to get attention; calls attention to self, boasts; loud or unusual behavior; excessive talker

• people that use authority to try to manipulate the group
• tries to assert authority to control team at expense of other members

• passive resistors
• acts indifferently; withdraws from discussion; daydreams; wanders off,      talks to others; fools around

• Aggressive, belittle people, hostile, intimidating
• may express disapproval of others, joke excessively, attack group or the problem, show envy, etc.

• Engage in irrelevant behavior
• distract members from what the task is

• Forming
• Storming
• Norming 
• Performing

• first stage of group development
• characterized by polite conversation
• gathering of superficial information about fellow members
• low trust
• group's rejection of emerging potential leaders with negative characteristics

• second stage of group development
• marked by intragroup conflict
• heightened emotional levels
• status differentiation as remaining contenders struggled to build alliances and fulfill the group's leadership role

• third stage of group development
• clear emergence of a leader and the development of group norms and cohesiveness are key indicators in this stage

• final stage of group development
• group members play functional, interdependent roles that are focused on the performance of group tasks

Formation: Definition, Adjustment

Development: Cohesion, Reinforcement

Renewal: Learning, Transformation

1) Definition- team building, ground rules formation, getting to know each other

2) Adjustment- power struggle, fighting for leadership, fighting for your role/authority, go through possible conflict

1) Learning- first part of being a high performing team, learning from each other, growing as a team

2) Transforming- doing very complex problems, folding in solutions into your team, reengineering your process

• informal rules groups adopt to regulate and regularize group members' behaviors
• do not govern all behaviors, just those a groups feels are impotant

• glue that keeps a group togehter
• sum of forces that attracts members to a group
• provides resistance to leaving it, and motivates them to be active in it
• interpersonal loops that tie the group together
• important for job satisfaction, commitment, etc...
• if there is too much ____ ____, Group Think can develop

• refers to reduced effort by people when they are not individually accountable for their work
• person in the group that doesn't carry their weight
• group size is impotant to avoid this.  The larger the group, the more opportunity there is for ____ ______

• deivinduation
• social process in which individual group members lose self awareness and its accompanying sense of accountability, inhibition, and responsibility for individual behavior