ORGANIZATIONAL BEHAVIOR

1. Designing Effective Teams and
Group
MA. JOALYN R. SARMIENTO

2. 3 KEY ELEMENTS OF
DESIGNING
SARMIENTO
RELATIONSHIP
TASK
PROCESS
ASKS- just mean what are we doing as a team, what is our purpose?, what
o we need to get accomplished? what do we need to finish?
ELATIONSHIP - means the relationships between the team members and
ow we relate to each other? The relationship also is who are we as a
ollective. Who are we as a team? How do we use each other’s strengths?
o we know each other well enough and even recognize each other’s
fferent strengths and weaknesses and where we might complement each
her?
ROCESS - means how do you approach tasks and relationship? How is it
at you get to where you want to be? So process might include, how do we
et things done? What is the meeting’s structure? What techniques will we
e to make decisions? Are we focusing on a democratic process or a
onsensus based process?

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Designing Effective Teams
Designing an effective team
means making decisions about
⮚Team Composition (who
should be on the team),
⮚Team Size (the optimal
number of people on the
team),
⮚Team Diversity (should team
members be of similar
background)

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Creating Effective
Teams
“take it to the next level”
• Context
• Composition
• Work design
• Process
4
SARMIENTO

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5
SARMIENTO
• Context
❑ Adequate
resources
❑ Leadership
and structure
❑ Trust
❑ Performance
evaluation
and reward
systems
• Composition
⮚ Abilities of the
members of the
team.
⮚ Personalities of
team members
⮚ Roles that will
be allocated.
⮚ iversity of team
members.
⮚ Size of the team
• Work design
❖ Autonomy
❖ Skills
variety
❖ Task
identity
❖ Task
significance
❖ feedback
• Process
❑ Common
purpose
❑ Specific goals
❑ Team efficacy
❑ Managed
conflict levels
❑ Minimized
social loafing
Effective Teams Model

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Steps to Building an Effective Team
•Consider each employee's ideas
as valuable.
•Be aware of employees'
unspoken feelings.
•Act as a harmonizing influence
•Be clear when communicating
•Encourage trust and cooperation
among employees on your team.
•Encourage team members to
share information.
•Delegate problem-solving tasks
to the team.
•Facilitate communication.
•Establish team values and goals;
evaluate team performance
•Make sure that you have a clear
idea of what you need to accomplish
•Use consensus.
•Set ground rules for the team.
•Establish a method for arriving at a
consensus.
•Encourage listening and
brainstorming
•Establish the parameters of
consensus-building sessions.
SARMIENTO

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Managing Teams
and Groups
7

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Groups and teams are ubiquitous on the organizational landscape and managers will find that
team management skills are required within each of the planning-organizing-leading-
controlling (P-O-L-C) functions.

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5 Key Factors to Managing Successful Teams
SARMIENTO
1. Trust among team members
Building trust takes time. If trust is lacking it must be the responsibility of the team leader to focus
first on building trust, i.e. getting team members to open up (among the team) and expose their
weaknesses and fears to each other. In some cases, a team building exercise can be utilized. In certain
business cases, due to time pressures, the leader may have to take responsibility for building trust or
change the team to achieve the necessary level of trust for team success. Until everyone is willing to
trust the other members of the team, progress towards team success will be limited.
2. Prepare to engage in debate around ideas.
Disagreements can lead to conflict, but conflict can be good. If ideas are not presented and debated,
the team will miss opportunities to find the best solutions to problems. Respect for the thoughts and
ideas of the other team members will be developed through healthy debate.

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5 Key Factors to Managing Successful Teams
SARMIENTO
3. Learn to commit to decisions and plans of action.
Team results will only come about as a result of team commitment to team decisions, this includes
agreeing on the specifics of action plans. If some team members are not consistent with their
commitments, the team will not succeed.
4. Hold one another accountable against their plans.
Team members must be prepared to check among themselves to assure progress and overcome
obstacles to progress. Ad hoc meetings may be necessary to coordinate actions between departments or
groups to assure progress.
5. Focus on achieving collective results.
The vision and/or mission of the team must be accepted by all the team members and critical goals viewed
as the collective responsibility of the team. If a return to profitability is a critical goal of an executive team,
priorities and time commitments must be pulled from elsewhere. Focusing on results that in any way does
not support the critical goal(s) of the team will lead to team failure.

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MANAGING GROUP AND TEAM
SARMIENTO
https://www.youtube.com/watch?v=FHRYPB8Av-g

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Thank You for
listening
MA. JOALYN R. SARMIENTO