1. Chapter 17
Managing Work Teams
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2. 17.1
Learning Objectives
After reading this chapter, you should be able to:
• Explain the importance of work teams
• Identify four types of work teams
• State the meaning and determinates of team effectiveness
• Describe the internal team processes that can affect team
performance
• Explain how to diagnose and remove barriers to poor team
performance
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3. 17.2
Importance of Work Teams
Improve on-time delivery of results
Improve customer relations
Facilitate innovation in products and services
Essential for management and employee development
and career growth
Reinforce or expand informal networks in the organization
Improve employees' understanding of the business
Reduce costs and improve efficiency
Quality improvement
Increase employee ownership, commitment and motivation
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4. 17.3
Members of a Self-Managing Work Team
Other team
leaders and
managers
Self-managing team
Communications
Software team
Participate in selection team
of new members
Train new members
Order supplies and obtain
other needed resources
Communicate with
suppliers and customers
Set goals
Budget team Schedule work Training team
Design work processes
Recognition and
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compensation
team Adapted from Figure 17.2

5. 17.4
Effectiveness Criteria for Work Teams
Team Effectiveness
Task completion Team development Stakeholder satisfaction
Accuracy Team cohesiveness Customer satisfaction with
team’s procedures and outputs
Speed Team flexibility Team satisfaction with team’s
procedures and outputs
Creativity Team preparedness Satisfaction of other teams with
for new tasks the teams procedures and
Cost outputs
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Adapted from Figure 17.3

6. 17.5
Effectiveness Criteria for Work Teams (cont.)
Individual Effectiveness
Task performance Relationship with others Personal development
Speed Increased understanding Develop competencies
of other perspectives (teamwork, communication,
strategic action, global
awareness, planning and
administration, and self-
awareness)
Accuracy Build others’ trust in you Develop network of colleagues
within and outside the
Creativity organization
New friendships Gain technical knowledge
Efficiency and skills
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Adapted from Figure 17.3

7. 17.6
A Model of Work Team Functioning
External Context
Member Team Reward
Culture
Selection Training Systems
Team Internal Effectiveness
Design Processes Criteria
o Team Size o Developmental o Team
o Team Location Stages o Individual
o Feelings
o Behavioral Norms
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Adapted from Figure 17.4

8. 17.7
The Development of Work Teams
High
End or
recycle
Degree of Maturity
End or
recycle Performing
End or
recycle Norming Adjourning
End or
recycle Storming
Forming
Low
Start Time Together End
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Adapted from Figure 17.5

9. 17.8
Some Guidelines for Virtual Teams
Use a variety of communication technologies
Pay attention to quality of communication transmission
Encourage team members to discuss cultural
differences
Be sure that someone is responsible for facilitating
communication process
Encourage team members to interact one on one
Train members to match their choice of technology to
the task
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10. 17.9
Choices in Designing Reward Systems for Work
Teams
How can nonmonetary rewards be used to recognize excellent
team performance?
What portion of a person’s total monetary rewards should be
linked to performance of the team?
If rewards are to be linked to results, which effectiveness
criteria should be used to evaluate team results?
How should rewards be distributed among team members?
Who should be responsible for the allocation of rewards among
team members ?
For global teams, how should cultural differences among
members of the team be addressed?
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Adapted from Table 17.2