- Working with groups is a collaborative effort to finish tasks. The amount of effort group members expend is influenced by factors like task design, reward systems, and group interaction processes. - Task design, specifically task salience and clarity, as well as organizational reward systems can impact member motivation. As group size increases, effort from each member tends to decline. - Group composition, size, and how members solicit and weigh contributions based on expertise can influence how knowledge and skills are applied to the task. Interaction processes also impact how much knowledge group members contribute.

1. Working With Groups
Interpersonal Skills
YUSRI RISKY
AMELIA -
4520210012
Book: Interpersonal Skills at Work - John Hayes

2. Report Outline EFFORT
PART 2
PART 3
PART 4
PART 5
02

3. Working with groups is a collaborative effort to finish
something
Definition of working
with groups
03

4. Factors
A number of factors can influence the amount of effort group
members expend on carrying out the task.
Effort
knowledge and skills
Performance strategies.
04
Business
Name

5. Effort
 A number of factors can influence the
amount of effort group members
expend on carrying out the task such
as: Task Design
 Reward System
 Group Interaction Processes
"Catch yourreader's eye by
highlighting one of your
main points in this space."
- N a m e H e r e

6. T A S K D E S I G N
The design of the task can
have an enormous impact
on member motivation.
Handy (1985) points to the
importance of task salience
and task clarity.
R E W A R D S Y S T E M
Organizational reward
system may provide
motivation to its employee
when working as a group.
by doing this, it may
increase output. But your
milage may vary
G R O U P I N T E R A C T I O N P R O C E S S E S
As groups increase in size, the
amount of effort invested by each
member tends to decline. this is the
main challenge when we're working
with a large group.
The design of the task can have an enormous impact on
member motivation. Handy (1985) points to the importance of
task salience and task clarity.
Effort

7. G R O U P C O M P O S I T I O N
The availability of task-relevant expertise is
largely determined by group composition.
Unfortunately, all too often the composition
of a group is determined by factors such as
seniority or personal preference rather than
ability or technical expertise.
G R O U P S I Z E
Many groups in organisations are
larger than they really need to be
because additional members are
recruited for ‘political reasons’ G R O U P I N T E R A C T I O N P R O C E S S E S
t the knowledge and skill of group
members can be wasted if the group
solicits and weighs contributions in a
way that is incongruent with
members’ expertise.
Several factors will be considered under this heading: group
composition, group size and group interaction processes. Group
members need to be technically and functionally competent.
Knowledge and Skills

8. "Raiseyour level of performance to meet your expectations not lower it"
Performance strategies
1 2
4
3
A V A L I A B L I T Y O F
I N F O R M A T I O N
this is used when we evaluate
strategies.
G R O U P I N T E R A C T I O N
P R O C E S S E S
I N F O G R A P H I C S
an organized snapshot of
relevant data
more likely to be appropriate when
group support performance situation
asesment
5 T I M E L I N E S
a visual way to track progress
over time
R E P O R T C A R D S
criteria and grade assessments
for transparent reporting
Performance strategiesare often taken for granted and are never questioned.
As a result people sometimes work hard to little effect because the way their
group has set about its task is not as productive as itmight be

9. Well, something could
affect performance of the
group. There are 8 of
them. but this three is the
most common in
Indonesia,. this will wreak
havoc on your groups
Slipage
I N V U L N E R A B I L I T Y R A T I O N A L I S A T I O N U N A N I M I T Y
Members overconfident
that the past success will
continue in the future
Members find
rationalisations which
explain away evidence
that threatens their
emerging consensus.
Members screen out the
possibility of divergent
views as soon as the
most vocal members are
in agreement
Noun: "a slight or slow steady fall in the amount, value, etc. of something"

10. Groups that experience
problems with decision
making ,are more likely
than others to choose an
inappropriate strategy in
the first place
Slippage
S T E R E O T Y P I N G I L L U S I O N O F
M O R A L I T Y
P R E S S U R E
Members ignore
disconfirming data by
forming negative
stereotypes which
discredit the sources of
such information.
Members believe that
right is on their side and
tend to be blind to the
moral implications of
their policy.
Members are
discouraged from
expressing doubts too
forcefully.

11. They are also likely to
make poor decisions
about how the chosen
strategy should be
implemented.
Slippage
M I N D G U A R D S S E L F - C E N S O R S H I P
Members protect the
group from being
exposed to disturbing
ideas.
Members keep quiet
about misgivings and try
to minimise their doubts.

12. The amount of knowledge and skill
members bring to bear on the task can
also be influenced by the quality of
group interaction processes. Attention
was focused on participation rates, the
weighting of member contributions and
the benefits of collective learning.
Furthermore, the process skills of group
members were shown to affect the
extent to which task-relevant skills are
actually applied to the task.
Importance of interaction
processes
Summarize the key points here.
Bullet points help!
Bullet points help!
K N O W L E D G E
A N D S K I L L S
P E R F O R M A N C E
S T R A T E G I E S
H I G H L I G H T 3

13. Coordinator Shaper Plant
Resource investigator Monitor
evaluator Implementer
Team worker Completer-
finisher
people will differ in their ability and inclination to play these different roles
these are 8 fantastic roles that group should have.
Fantastic Eight

14. "The way a
team
plays as
a
whole
deter
mines
its
succes
s"

15. Interpersonal Skills
At Work
John Hayes
Ifthere's correction to this presentation,i am
truly sorry
Interpersonal
Skills