Being a team player
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Being a Team Player. Task-Related Characteristics: Possess technical expertise or functional competence Assumes responsibility for problems Shows a willingness to commit to team goals Has an ability to see the “Big Picture”. Being a Team Player Con’t. People-Related Characteristics:

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Being a Team Player

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Being a team player

Being a Team Player

  • Task-Related Characteristics:

    • Possess technical expertise or functional competence

    • Assumes responsibility for problems

    • Shows a willingness to commit to team goals

    • Has an ability to see the “Big Picture”

Being a team player con t

Being a Team Player Con’t

  • People-Related Characteristics:

    • Trusts other team members

    • Shares credit for your accomplishments with the team

    • Recognize the interests and achievements of others

    • Listens actively both inside and outside of meetings

    • Offers constructive criticism, able to accept it

Types of team building

Types of Team Building

  • Role Definition – clarifying obligations, norms etc.

  • Goal Setting – learning how to write proper goals, how to use them to motivate, and learning to give and receive feedback

  • Problem solving – exercises to improve the team’s decision processes

  • Interpersonal processes – building trust and open communication (wilderness )

Advantages of a team based organization

Advantages of a Team-Based Organization

  • More knowledge and skills

  • Increased communication

  • Provides support/satisfies member needs

  • Good at problem solving

  • Often makes better decisions

  • Better at gaining acceptance of decisions

  • Less levels in organization

  • Good coordinating mechanisms

Disadvantages of a team based organization

Disadvantages of a Team-Based Organization

  • Time

  • Fairness issues

  • Intergroup conflict

  • Loss of clear, formal leadership

  • Dominant individuals

  • Can change organization’s processes

  • Social loafing

Management must re think

Management must re-think:

  • How to select members

  • How to reward teams

  • How to pay teams

  • How to design jobs for teams

  • How much authority will be given up

Virtual teams

Virtual Teams

  • Cross-functional teams that operate across space, time and organizational boundaries using information technology

  • Increasingly possible because of:

    • Members communicate through technology

    • Usually temporary task forces or product development groups can work from a distance

  • Increasingly necessary because of:

    • Globalization

    • Knowledge management

    • Need for team work

Team effectiveness model

Organizational and

Team Environment

Team Design



  • Reward systems

  • Communication systems

  • Physical space

  • Organizational environment

  • Organizational structure

  • Organizational leadership

  • Task characteristics

  • Team size

  • Team composition

  • Achieve organizational goals

  • Satisfy member needs

  • Maintain team survival/commitment

Team Processes

  • Team development

  • Team norms

  • Team roles

  • Team cohesiveness

Team Effectiveness Model

Team design elements

Team Design Elements

  • Task characteristics

    • Better when tasks are clear, easy to implement

    • Task interdependence

    • Share common inputs, processes, or outcomes

  • Team size

    • Smaller teams are better

    • But large enough to accomplish task

  • Team composition

    • Members motivated/competent to perform task in a team environment

    • Team diversity

Stages of team development




Existing teams might regress back to an earlier stage of development


Stages of Team Development


Team norms

Team Norms

  • Informal rules and expectations team establishes to regulate member behaviors

  • Norms develop through:

    • Explicit statements

    • Critical events in team’s history

    • Initial team experiences

    • Beliefs/values members bring to the team

Causes of team cohesiveness

Causes of Team Cohesiveness














Difficult Entry

Team cohesiveness outcomes

Team Cohesiveness Outcomes

Members of cohesive teams:

  • Want to remain members

  • Willing to share information

  • Strong interpersonal bonds

  • Want to support each other

  • Resolve conflict effectively

  • More satisfied and experience less stress

© J. Major, Ottawa Citizen

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