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Team Effectiveness Model

This document outlines a model for team effectiveness with four main components: context, composition, work design, and process. The context refers to adequate resources, leadership structure, climate of trust, and performance evaluation. Composition looks at members' abilities, personalities, roles, size, and flexibility. Work design focuses on collective responsibility and using skills and talents. The process includes having a common purpose, specific goals, team efficacy, managing conflict levels, and preventing social loafing.

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sunny22071985
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7K views

Team Effectiveness Model

This document outlines a model for team effectiveness with four main components: context, composition, work design, and process. The context refers to adequate resources, leadership structure, climate of trust, and performance evaluation. Composition looks at members' abilities, personalities, roles, size, and flexibility. Work design focuses on collective responsibility and using skills and talents. The process includes having a common purpose, specific goals, team efficacy, managing conflict levels, and preventing social loafing.

Uploaded by

sunny22071985
Copyright
© Attribution Non-Commercial (BY-NC)
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Download as PPT, PDF, TXT or read online on Scribd
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TEAM EFFECTIVENESS MODEL

BY : SANDEEP KR. SINGH


REGN NO.-1159
GROUP-III
1) CONTEXT 3) WORK DESIGN

TEAM
EFFECTIVENESS

2) COMPOSITION
4) PROCESS
CONTEXT:--

• ADEQUATE RESOURCES:
- RELY ON RESOURCES
- SCARCITY
- “THE SUPPORT”
• LEADERSHIP & STRUCTURE:
- WHO IS TO DO WHAT
- CONTRIBUTING THE WORK-LOAD
- INFLUENCING BY EXPECTETION & MOOD
CONTI-----

• CLIMATE OF TRUST:--
- TRUST EACH MEMBER
- WILLING TO ACCEPT AND COMMITED
• PERFORMANCE EVALUATION & REWARD
SYSTEM:--
- HOW TEAM MEMBERS TO BE INDIVIDUALLY &
JOINTLY ACCOUNTABLE ?
COMPOSITION:--

• ABILITIES OF MEMBERS:
- DEPENDS ON A.S.K. OF INDIVIDUAL
- TYPES OF SKILLS
• PERSONALITY:
- PERSONALITY INFLUENCES
- EXTEND TO TEAM BEHAVIOR
• ALLOCATING ROLES:
- LINKER, ADVISER, MAINTAINER,ETC.
CONTI-----

• SIZE OF TEAM:--
- SEVEN TO NINE MEMBERS
- DEVELOP DIVERSITY OF VIEW & SKILL
- PROBLEM:- COORDINATION PROB., SOCIAL
LOAFING
• MEMBER FLEXIBILITY:
- IMPROVES ADAPTABILITY
- LESS RELIANT, FLEXIBLE INDIVIDUAL
WORK DESIGN:--

- COLLECTIVE RESPONSIBILITY
- “A TEAM IS NOT IN NAME ONLY”
- OPPORTUNITY TO USE SKILLS, TALENT
- ABILITY TO COMPLETE TASK
PROCESS:--

• COMMON PURPOSE:
- COMMAN & MEANINGFUL PURPOSE
- AMOUNT OF TIME
- EFFORT INTO PURPOSE THAT BELONGS TO
THEM
• SPECIFIC GOALS:
- TRANSLATE THEIR PURPOSE INTO GOAL
- FOCUS ON GETTING RESULT
CONTI------
• TEAM EFFICACY:
- CONFIDENCE IN THEMSELVES
- BELIEVE THAT THEY CAN SUCEED
- TWO FACTOR HELPING TEAM EFFICACY
->ACHIVE SMALL SUCCESSES
->PROVIDING SKILL TRAINING
• CONFLICT LEVELS:
- IT IS NOT DETRIMENTAL(DISAGREEMENT ON
TASK CONTENT, PERFO. NON ROUTINE ACTI.
CONTI-----
- CONFLICT IMPROVE TEAM EFF.
- BUT NOT ALL TYPES OF CONFLICT (LIKE
RELATIONSHIP CONFLICT)
• SOCIAL LOAFING:
- HIDE INSIDE A GROUP
- DEFINE RESPONSIBLE FOR INDIVIDUAL &
JOINTLY
THANK
YOU
…………….

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