HCS370
Cammy9399
HCS370_Use_of_Groups_and_Teams_in_an_Organization.pptx.pptxUse of Groups and Teams in an Organization
By:
11/11/2019
HCS/370
Prof. Connie Woods
Discussion:
Difference between groups and teams as they are used in an organization.
How groups and teams can be used effectively in an organization
The 5 phases of group development.
Strategies and practices we can implement to build and maintain team performance.
Help engage employees through the phases of group development.
We encourage the use of teams and groups in this organization. We will learn how to work well in said teams and groups while we also learn their differences between each. It is important to encourage the use of these as we will know how they can be used effectively in an organization. There are 5 phases of group development which we will be able to identify as well as what strategies and practices we can implement to build and maintain team performance. With this information we will be able to engage employees through the phases of group development.
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Difference Between Groups and Teams
Team: “A team can be defined as a small group of people who are committed to a common purpose” (Borkowski, 2016)
Group: “a number of individuals assembled together or having some unifying relationship” (Merriam-Webster, 2019)
As defined in our text-book by Borkowski “A team can be defined as a small group of people who are committed to a common purpose” and as defined by Merriam-Webster’s dictionary a group is “a number of individuals assembled together or having some unifying relationship”
“What is the difference between groups and teams? Does a group of people who happen to be thrown together in a surgical suite or primary care office constitute a team? The answer is obviously “no”—not all groups are teams” (Borkowski, 2016)
At first we may see these as interchangeable but in an organization they are separated by objective, level of autonomy and cohesiveness.
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Individual and Organizational Benefits
Individual:
Professional Development
Opportunities for organizational growth
Unique skill set
Empowerment and fulfillment
Organizational
Team Work
Key talent
Organizational Strategy
This structure is being used by organizations much more often since the benefits have been experienced by many. Individuals come together in a cohesiveness of framework. In order to achieve organizational objectives they use a set of specific talents and usually the employees are subject matter experts which usually the objective is reached with no problems. This allows for opportunities for growth and professional development and in turn utilizes the employees unique skill set. This will bring empowerment and fulfillment to the individual. This will also allow the organization to foster teamwork which brings visibility to key talent and focus to an organizations strategy or objective.
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How Groups and Teams can be used Effectively in an Organization
COMMUNICATION
GOALS
LEADERSHIP
PERFORMANCE
Teamwork is crucial in an organization. This helps improve quality and project completion as well as the change processes. Of course in order to have a successful team we must have certain components. In order to achieve a project or objective we must have employees with specific talents and skill set to contribute to the overall success.
We need to be able to have strong communication skills as well as be understanding of others situations while keeping the team objective always as top priority. Being able to treat others with respect and dignity specially coming from leaders will help foster team unity and the team will most likely be high performing.
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5 Phases of Group Development
Stage 1: Forming. This is where everyone in the specific group meet each other and get to know one another by sharing their backgrounds, interest, and experiences. This stage is where we experience first impressions.
Stage 2: Storming. This is where working together starts. It is where ideas are shared and members compete for status and acceptance of their own. This is also where a leader is chosen since conflict may arise thru many different opinions and way of how things get done.
Stage 3: Norming. This is where we develop a way of working together and focus on the overall goal and not as individuals. We have to respect and value each others opinions.
Stage 4: Performing. This is where we trust and rely on each other to get closer to reaching the goal. At this stage we as a group are highly motivated to get the job done and solely focus on the main objective.
Stage 5: Adjourning. This stage is the ending and finality of the group development. The assignment has come to an end and everyone has finished with their part of the project. There is no longer a need for teamwork. Members look at this stage as a success at getting a project done and celebrate their efforts toward said project. It can also be a look on for a possibility of this group to work on another objective together.
(Abudi, 2018)
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Forming
Storming
Norming
Preforming
Adjourning
Strategies and Practices The Company Can Implement to Build and Maintain Team Performance
Urgency and Direction
Skills and Skill Potential
First Meetings and Actions
Clear Rules of Behavior
Figure 17–1 The Team Performance Curve
Source: The Wisdom of Teams: Creating the High-Performance Organization, by J. R. Katzenbach and D. K. Smith, 1993. Boston, MA: Harvard Business School Press, p. 84. McKinsey & Company. Used with permission
Strategies and practices that may be implemented are many. As identified in our textbook by Borkowski we will identify eight approaches to building team performance. The team needs to know the reason and urgency as to why they are doing the project at hand as well as what their expectations are while also being able to build their own purpose, goal, and approach. Selecting the members of the team based on skills and skill potential instead of personality will be key for potential. This will allow the team to build on already set skills instead of developing them. Initial impressions are key factors as well. “They pay attention to those in authority: the team leader and any executive who set up, oversee, or otherwise influence the team. What leaders do is more important than what they say!” (Borkowski, 2016). There needs to be set clear rules of behavior. This will help them achieve their purpose and performance goals and be critical with early rule that pertain to attendance, discussion, confidentiality, analytic approach, end-product orientation, constructive confrontation, and most importantly contributions. Setting clear examples will allow the team to know boundaries and what to do and not to do to achieve the goal.
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Strategies and Practices The Company Can Implement to Build and Maintain Team Performance
Immediate Performance-Oriented Tasks and Goals
Fresh Facts and Information
Time Together
Power of Positive Feedback, Recognition, and Reward
Key performance-oriented tasks and goals are what most teams trace their advancements on. By establishing challenging and achievable goals that can be reached early on gives teams a sense of purpose and achievement giving high quality team performance. The group needs to be regularly be challenged with new information to redefine and enrich its understanding of the performance challenge. “thereby helping the team shape a common purpose, set clearer goals, and improve on its common approach.” (Borkowski, 2016). Teams that spend a lot of time with each other specially at early stages build special bonds and makes the group dynamic much better as well as trust and performance grows. “Positive reinforcement works well in a team context. There are many ways to recognize and reward team performance, of which direct compensation is only one. Ultimately, the satisfaction in the team’s performance becomes the most cherished reward.” (Borkowski, 2016)
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Help Engage Employees Through the Phases of Group Development
Other critical practices and strategies are communication and leadership which heap build and maintain team performance. This helps engage employees thru the stages of group development. An example would be the establishment of effective channels of communication. Group members will be able to understand various roles and tasks assigned when forming the group. A leader need to guide the members to facilitate the achievement of group goals. (Borkowski, 2016)
The development of a team is very difficult. Communication is key in order for the group to be successfully established and without leadership a group cannot execute its mandate or take on a clear path.
“the careful management of group conflict to reap its potential benefits without suffering its potentially disruptive consequences; and facilitating the development of an (appropriate) shared understanding of the team and the task.”(van Knippenberg, 2007)
It is important for a team to distinguish between a group and a team. This way we will be able to allocate duties appropriately. Certain aspects needed to be taken care of by a team will not be handled by a group correctly due their differences.
The five phases of group development ensure projects will be effectively handled.
The most important an organization should implement strategies and practices that will help build and maintain high-performance teams.
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References:
Abudi, G. (2018). The five stages of team developement: case study. Retrieved from http://www.projectsmart.co.uk
Borkowski, N. (2016). Organizational behavior, theory, and design in health care (2nd ed.). Burlington, MA: Jones & Bartlett Learning.
Group. (2018). In Miriam Webster. Retrieved from https://www.merriam-webster.com/dictionary/team
van Knippenberg, D. (2007). Group Dynamics and Processes. In S. G. Rogelberg (Ed.), Encyclopedia of Industrial and Organizational Psychology (Vol. 1, pp. 295-298). Thousand Oaks, CA: SAGE Reference. Retrieved from https://link.gale.com/apps/doc/CX3470600126/GVRL?u=uphoenix&sid=GVRL&xid=5b12148c
