High Performing Teams Analysis (HPTA)

9/25/2018 Week 3 Readings - HRMD 665 9042 Managing Virtual and Global Teams (2188)

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Required Readings

1. This first article presents an overview of the stages of development that teams go through as they come together to perform their functions. Smith, M. K. (2005). Bruce W. Tuckman - Forming, storming norming and performing in groups. Retrieved from http://infed.org/mobi/bruce-w-tuckman-forming- storming-norming-and-performing-in-groups/

2. In this pdf, you will see that over time, the additional stage of Adjourning has been added to the original four stages. 5 stages of group development. (n.d.). Retrieved from http://med.fsu.edu/uploads/files/FacultyDevelopment_GroupDevelopment.pdf

3. This is one of the seminal articles that presents the elements instrumental in team productivity and performance. Steiner, I. D. (1966). Models for inferring relationships between group size and potential group productivity. Systems Research and Behavioral Science, 11(4), 273- 283. doi:10.1002/bs.3830110404 Retrieved from http://onlinelibrary.wiley.com/doi/10.002/bs.3830110404/full This article is in eReserves.

4. This article focuses on the concept of social loafing and how it manifests itself in teams and the impact it has. Latané, B., Williams, K., & Harkins, S. (1979, June). Many hands make light the work: The causes and consequences of social loafing. Journal of Personality and Social Psychology, 37(6), 822-832. http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=sih&AN=16690672&site=eds- live&scope=site

5. This article presents ways to mitigate the effect of social loafing through building cohesion on teams and using effective communication techniques. Lam, C. (2015). The role of communication and cohesion in reducing social loafing in group projects. Business and Professional Communication Quarterly, 78, 454- 475. This article is in eReserves.

6. In this study, Pearsall, Christian, and Ellis found that hybrid rewards, which include both shared and individual incentives, led to higher team performance by improving the allocation of information and reducing social loafing. Pearsall, M. J., Christian, M. S., & Ellis, A. J. (2010). Motivating interdependent teams: Individual rewards, shared rewards, or something in between?. Journal of Applied Psychology, 95(1), 183-191. doi:10.1037/a0017593 http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=2010-00343-008&site=eds-live&scope=site

Recommended Readings

The two articles below discuss how the success of team-based compensation is dependent on alignment with corporate goals and corporate culture and with rewarding the desired behavior.

1. Bolch, M. (2007). Rewarding the team. HR Magazine, 52(2), 91-93. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/Pages/bolch.aspx. http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=f5h&AN=24036129&site=eds-live&scope=site

2. Garvey, C. (2002, May). Steer teams with the right pay: Team-based pay is a success when it fits corporate goals and culture, and rewards the right behavior. (Focus on Compensation). HR Magazine, 47(5), 71-78. http://ezproxy.umuc.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=edsgbe&AN=edsgcl.86053654&site=eds-live&scope=site