Teams & Work Groups Pathways to Higher Education Project Faculty of Eng. Cairo University. Chapter 2 Types of Teams and their Functions. GSS, Fall Semester, 2008 By: Mustafa mustafa Ahmad milhem Yasmeen darwaze Tariq ghanem. types of teams.
Pathways to Higher Education Project
Faculty of Eng. Cairo University
Types of Teams and their Functions
GSS, Fall Semester, 2008
By: Mustafa mustafa
*cross- functional team
composed of 5 to 12 employees from the same department.
Meet for few hours each week to discuss ways of improving quality , efficiency ,and work environment .
*Composed of 10 to 15 ,
*Select there own members
*Responsibilities taken by their former supervisor
*collective control over the pace of work
*determination of work assignments
*organization of breaks
*collective choice of inspection procedures use
employee at the same hierarchical level from different work areas .
its an effective means of allowing people from divers areas to
*develop new ideas
*coordinate complex projects
use computers technology to tie together physically dispersed members .
*the absence of Para verbal and nonverbal cues.
*limited social context .
*The ability to overcome time and space constraints.
decision making process
*Evaluating and selecting alternatives
*Implementing the solution
*Define the problem more clearly .
*Visualize the problem from different perspectives.
*Reach a clear definition of the problem.
*teams are able to collect data more
than individual .
*Teams can develop more alternatives tan individuals .
*Teams use different technique as brainstorming act
Evaluating and selecting alternatives
*Produce more positive solutions
*Objectives criteria in selecting the right alternatives
Implementing the solutions
*teams are able to define the roles of each team members in implementing the solution
Formal and informal groups are different of each other in many ways
*how did they formed
*why did they formed
Groups appear through a five_stage development sequence:-
During this stage the members get acquainted with each other.
In this stage group establish the background rules by trying to find out what behaviors are acceptable .
In this stage group members focus their efforts on seeking basic information , defining goals , developing procedures for performing the task.
There is uncertainty at this point which their input will bevalued.
1.Keeping feelings to themselves until they know the situation.
2.Acting more secure that they actually feel.
3.Experiencing confusion and uncertainty about what is expected.
5.Accepting dependence on a powerful person.
Group members frequently experience conflict with one another to resolve differences of opinion about key issues , relative priorities of goals , who is responsible for what , and task-related direction of the leader.
It is important at this stage not to suppress or withdraw from the conflict.
Storming stage is characterized by a high degree of conflict within the group.
As conflicts are resolved and the groups leadership is accepted , the storming stage is completed.
A real sense of cohesion and team work begins to emerge.
At this stage group members:-
2.Give and receive feedback.
3.Being to share a sense of success.
In this stage the group becomes more cohesive , and identification as members of the group becomes great.
The norming stage is complete when the members accept a common set of expectations that constitutes an acceptable way of doing things.
By this stage questions about group relationship and leadership have been resolved and the group is ready to work.
group members can in this stage :-
1.Work well with everyone in the group .
2.Communication is constant.
3.Decision are made easily through .
4.Understand the roles they need to be effective.
The adjourning stage involves the termination of task behaviors and disengagement from relations-oriented behaviors.
1.Team cohesion tends to be strengthened under conditions of high external threat .
2.Cohesion generally tends to be greater the more time team members spend together.
3.Choesiveness tend to be greater in smaller teams.
4.Teams with a history of success tend to be tightly chhesive.
organizations-related steps managers can take to build spirit of work team include :
1. building a stable company structure the team members view as secure .
2. becoming involved in team events .
3. properly rewarding team for their accomplishments.
4.Setting goals and priorities for the team .
5.Developing clear objectives , and project plans for the team.
(Cont) spirit of work team include :
6.Providing proper technical direction and leader ship for the team.
7.Establishing autonomy for the team and challenge work within the team.
8.Appointing experienced and qualified team personnel.
9.Eencouraging team involvement.
10.Bbuilding visibility with in the organization for the teams work.
There are two main sets of skills which a team must acquire:
As a self-managing unit ,a team has to undertake most of the functions of a group leader –collectively.
Team needs to learn some basic manners and people –management skills.
Generally speaking ; team members should possess the following skills:
1.Share a common purpose/goals.
2.Build relationship for trust and respect.
3.Balance task and process.
4.Plan thoroughly before acting.
5.Involve members in clear problem-solving and decision-making procedures.
6.Respect and understand each others.
7.Value Synergism and interdependence. following skills:
8.Emphasize and support team goals.
9.Reward individual performance that support the team.