This document provides an overview of teams and teamwork. It defines what a team is, describes different types of teams, and discusses the benefits and challenges of teamwork. The document also covers team development stages, factors that influence team effectiveness, and ways to manage conflicts within teams. Key points include: teams have common goals, different types include functional, cross-functional, and self-directed teams, benefits are synergy and increased productivity, disadvantages can be groupthink and intergroup conflicts, and effective teams have clear roles and utilize resources.

1. Team work; problems and
incentives

2. Objectives
• By the end of this session, you will be able to:
• Define team
• Know types of teams
• Know the benefits of teams
• Know the advantages and disadvantages of team work
• Know stages of creating teams
• Define conflicts, types of conflicts, causes and management
• Define motivation
• Know motivation strategies

3. Introduction
• In the new world of business, many tasks are completed through
teamwork.
• Ideally, working toward a common goal should be the most important
reward for any employee.
• And as a team member, an employee should be proud and motivated
to be a part of the team’s effort toward organizational goals.
• When a team achieves a goal, each team member is unlikely to forget
his or her experience of being a part of a successful team.

4. Definition
Kron 1978
• Team is based on philosophy in which groups of professional and non
professional personnel work together to identify, plan, implement
and evaluate comprehensive client centered care.
• The key concept is a group that works together toward a common
goal by providing qualitative comprehensive nursing care.

5. Definition
Donavan 1975
• Team was designed to accommodate several categories of personnel
in meeting the comprehensive nursing needs of a group of clients.

6. Definition
• The process of working collaboratively with a group of people in order
to achieve goal.
• Teamwork is a crucial component of a business.
• It is necessary for colleagues to work well together trying their best in
any circumstance.
• Teamwork means that people will try to cooperate using their
individual skills, expertise and providing their constructive feedback
despite any personal conflict between individuals.

7. • Philosophy of job design in which employees are viewed as members
of interdependent teams instead of as individual workers.
• Ability to identify and motivate individual employees to form a team
that stays together, works together and achieves together.
• Unity of goals and less errors.

8. • In U.S. businesses, a strong movement toward the use of teams is
occurring. Management experts and researchers suggest that a
successful organization is characterized by effective teamwork and
leadership rather than management.
• Organizations are realizing the importance of developing teams that
can work in a coordinated, efficient, and creative manner.
• As a result, managers are responsible for creating, developing, and
supporting the cooperative efforts of teams under their influence.

9. Interactions among employees can be characterized in three ways:
• Groups: A group exists almost anywhere two or more people interact
or coexist. A group does not have a unified purpose. Many people
mistakenly expect that simply working in close proximity to others is
enough to allow an effective team to emerge.

10. Interactions among employees can be characterized in three ways:
• Mobs: Unlike groups, mobs have a unified purpose. Mobs of
employees often form with the focused intent to challenge, malign, or
even sabotage the established processes or improvements. Although
many people think of mobs as chaotic, disorganized, and
unstructured, but they are actually very purposeful in their actions.

11. • Interactions among employees can be characterized in three ways:
• Team: Teams share a common goal. A team is composed of two or
more people who interact regularly and coordinate their work to
accomplish a mutual objective. Some management experts believe
that highest productivity results only when groups become teams.

12. How group become a team?
• When all members become aware of the same mission, vision and
goals
• When all members adhere to team rules
• When responsibility and authority are shared among members
• When members are treated equally
• When they help each other to change positively

13. Types of teams
• The development of teams and teamwork has grown dramatically in
all types of organizations for one simple reason: No one person has
the ability to deliver the kinds of products and services required in
today’s highly competitive marketplace.
• Teams can be vertical (functional), horizontal (cross-functional), or
self directed (self-managed).

14. • Functional teams perform specific organizational functions and
include members from several vertical levels of the hierarchy. In other
words, a functional team is composed of a manager and his or her
subordinates for a particular functional area.

15. •Cross-functional teams are made up of experts in various specialties
(or functions) working together on various organizational tasks. Team
members come from such departments as research and development,
design, engineering, marketing, and distribution. These teams are often
empowered to make decisions without the approval of management.

16. • Self-directed work teams, or self-managed teams, operate without
managers and are responsible for complete work processes or
segments that deliver products or services to external or internal
customers. Self-directed work teams (SDWTs) are designed to give
employees a feeling of “ownership” of a whole job.

17. Team benefits
• No matter what type of team is formed, the benefits of teamwork are
many, including:
• Synergy
• Increased skills
• Knowledge
• Productivity
• Flexibility
• Commitment
• Increased job satisfaction
• Employee empowerment
• Improved quality and organizational effectiveness.

18. TEAM
Together
Everyone
Achieves
More

19. Advantages of team work
• Learning
• Better productions
• Better solutions and decisions
• Great motivation
• Diversity of ideas
• Avoid major errors
• Innovation and creativity
• Increase competition

20. Disadvantages of team work
• The never ending debate
• Group think
• Performance management is problematic
• Not all members group oriented
• Intergroup conflicts
• Waste of time to take decision
• Unequal participation

21. • Highly effective and performance team need:
• Visionary leader
• Motivated members
• Expert facilitator

22. Criteria for effective teams
• The team has a common focus, including clear and understandable goals,
plans of action, and ways to measure success.
• Roles and responsibilities are clearly defined for each team member.
• Each member has clearly defined expectations of other members.
• The team fully utilizes its resources.
• Members value each other’s differences in healthy and productive ways.
• Each member is able to give, receive, and elicit necessary feedback.
• The team members manage their meetings in a productive way.
• The team is able to reach goals by achieving the necessary results.

23. Factors influencing team effectiveness
• External factors
• Organization culture
• Level of autonomy
• Feedback mechanisms
• Internal factors
• Structural factors: size of team
• Team processes: roles, norms, conflict, communication, leadership

24. Team judgement
• To judge the effectiveness of their teams, leaders need to examine
their teams’ performances and personal outcomes.
• Performance outcomes may be measured by products made, ideas
generated, customers served, numbers of defects per thousand items
produced, overtime hours, items sold, and customer satisfaction
levels.
• Personal outcomes may be measured by employee satisfaction,
commitment, and willingness of members to stay on the team. Both
outcomes are important for the long-term viability as well as the
short-term success of the team.

25. Stages of team development
According to a 1965 research paper by Bruce Tuckman of the Naval
Medical Research Institute at Bethesda. The following sections describe
Tuckman’s four stages.
1. Forming
2. Storming
3. Norming
4. Performing

26. Forming
• During the forming stage, team members not only get to know each
other but also familiarize themselves with their task and with other
individuals interested in the project, such as supervisors. At the end
of the forming stage, team members should know the following:
• The project’s overall mission
• The main phases of the mission
• The resources at their disposal
• A rough project schedule
• Each member’s project responsibilities
• A basic set of team rules

27. Storming
• Storming is characterized by competition and conflict within the team
as members learn to bend and mold their feelings, ideas, attitudes,
and beliefs to suit the team organization.
• In order to progress to the next stage, team members must move
from a testing-and-proving mentality to a problem-solving mentality.
Listening is the most helpful action team members and the team
leader can take to resolve these issues.

28. Norming
• Team relations are characterized by cohesion.
• Team members actively acknowledge all members’ contributions, build
community, maintain team focus and mission, and work to solve team
issues.
• During this stage of development, team members begin to experience a
sense of group belonging and a feeling of relief as a result of resolving
interpersonal conflicts.
• It is characterized by the flow of data between team members: They share
feelings, ideas, give feedback to one another, and explore actions related to
the task.
• Creativity is high.

29. Performing
• Teams that reach this stage not only enjoy team members who work
independently but also support those who can come back together
and work interdependently to solve problems.
• A team is at its most productive during this stage.
• Team members are both highly task-oriented and highly people-
oriented during this stage. The team is unified: Team identity is
complete, team morale is high, and team loyalty is intense.
• The overall goal is productivity through problem solving and work.

30. Conflicts
• Conflicts are generally defined as relational disputes between two or
more parties.
• Conflict is inevitable in organizational life but it need not have
destructive consequences for the organization.
• Depending on how the conflict is managed, the negative effects may
be minimized, and positive effects may result from the conflict.
• Effective conflict management is based, in part, on a solid
understanding of the different ways conflict emerges and can be
resolved.

31. Conflicts
• Conflict isn’t always negative; conflict is inevitable, natural, and even
healthy whenever people work together.
• Conflict can be an effective means for everyone to grow, learn, and
become more productive and satisfied in the workplace.

32. Types of conflicts
• Relationship conflict
• Value conflict
• Interest conflict

33. Relationship conflict
• Relationship Conflict is a personal perspective and can arise when one
person behaves in a negative manner or another person has skewed
perception due to things like rumors.
• The relationship between people is affected negatively.
• In the workplace, performance is eroded due to poor team cohesion.

34. Value conflict
• Value Conflict arises when two people or groups have dissenting
views on moral values that basic understanding of what is naturally
right or wrong.
• Relationship and value conflicts are the most subjective conflict types,
because they are based totally on what someone "feels" about a
person or situation.

35. Interest conflict
• Interest Conflict arises when one person’s desired outcome is in
conflict with another person or group’s interests.
• Typically, this occurs when one person believes that another person's
desires, if enacted, will prevent his or her own interests from being
met.
• This type of conflict can be experienced when two people who have
relationship conflict are required by a team manager to work as a part
of a team.

36. Causes of conflict
• Employee competition
• Different objectives
• Different values and perceptions
• Disagreement about roles
• Breakdowns in communication

37. Features of Poorly Handled or Unresolved
Conflict
• Tensed relationships
• Resentment
• Ill health
• Low productivity
• Unresolved problems

38. Features of Effectively Handled Conflict
• Improved Relationships
• Relaxed atmosphere
• Improved communication
• Empowerment
• Efficient problem solving
• High productivity
• A sense of achievement
• Team cohesion

39. Strategies to manage team conflicts
• Avoidance—withdrawing from or ignoring conflict.
• Smoothing—playing down differences to ease conflict.
• Compromise—giving up something to gain something.
• Collaboration—mutual problem solving.
• Confrontation—for verbalization of disagreements.
• Appeal to team objectives—highlighting the mutual need to reach a
higher goal.
• Third-party intervention—asking an objective third party to mediate.

40. Conflict outcomes
• Lose – lose: dissatisfaction of all parties
• Win – lose: domination of the powerful or the one with authority
• Win – win: problem solving strategy or collaboration lead to this
outcome

41. • Remember that conflict should be looked upon as an opportunity.
When conflict is identified early, managers can prevent small issues
from escalating into major long-term conflicts in the workplace.
• Good communication and respect are conflict resolution.

42. Motivation
• Motivation is the word derived from the word ’motive’ which means
needs, desires, wants or drives within the individuals.
• It is the process of stimulating people to actions to accomplish the
goals. In the work goal context the psychological factors stimulating
the people’s behavior can be:
• desire for money
• success
• recognition
• job-satisfaction
• team work, etc

43. Motivation
• Many people incorrectly view motivation as a personal trait—that is,
some people have it, and others don’t.
• But motivation is defined as the force that causes an individual to
behave in a specific way.
• A highly motivated person works hard at a job; an unmotivated
person does not.
• Managers often have difficulty motivating employees while others
find it not.

44. Motivation strategies
• Empowering employees: occurs when individuals in an organization
are given autonomy, authority, trust, and encouragement to
accomplish a task.
• In an attempt to empower and to change some of the old
bureaucratic ideas, managers are promoting corporate
intrapreneurship.
• Intrapreneurship encourages employees to pursue new ideas and
gives them the authority to promote those ideas.

45. Motivation strategies
• Providing an effective reward system: A reward is a work outcome of
positive value to the individual. Organizations are rich in rewards for
people whose performance accomplishments help meet
organizational objectives.

46. An effective reward system has four elements:
• Rewards need to satisfy the basic needs of all employees.
• Rewards need to be included in the system and be comparable to
ones offered by a competitive organization in the same area.
• Rewards need to be available to people in the same positions and be
distributed fairly and equitably.
• The overall reward system needs to be multifaceted. Because all
people are different, managers must provide a range of rewards—pay,
time off, recognition, or promotion. In addition, managers should
provide several different ways to earn these rewards.

47. Motivation strategies
• Redesigning jobs: Many people go to work every day and go through
the same, unenthusiastic actions to perform their jobs. These
individuals often refer to this condition as burnout.
• But smart managers can do something to improve this condition
before an employee becomes bored and loses motivation.

48. • When redesigning jobs, managers look at both job scope and job depth.
Redesign attempts may include the following:
• Job enlargement. Often referred to as horizontal job loading, job
enlargement increases the variety of tasks a job includes.
• Job rotation. This practice assigns people to different jobs or tasks to
different people on a temporary basis. Job rotation can encourage higher
levels of contributions and renew interest and enthusiasm. The
organization benefits from a cross-trained workforce.
• Job enrichment. Also called vertical job loading, it provides an employee
with more responsibility and authority. Job enrichment may improve
morale and performance.

49. Motivation strategies
• Creating flexibility: Today’s employees value personal time. Because
of family needs, a traditional nine-to-five workday may not work for
many people. Therefore, flextime, which permits employees to set
and control their own work hours, is one way that organizations are
accommodating their employees’ needs.

50. • The power of a team video
• https://www.youtube.com/watch?v=xevQ2yTyK9Y

51. Thank you