工作群体和工作团队
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Work groups and work wenku.baidu.comeams
Work groups versus work teams Important group and team concepts Group performance Interventions with work groups in organizations • Future issues and challenges • • • •
Process loss
• All the time and effort expanded on activities not directly related to production or task accomplishment are referred to as process loss.
Team mental model
• A team mental model refers to the shared understanding among team members of the task, team , equipment , and situation. 两种类型： 基于任务完成的； 基于团队合作的。
Several factors can lead to groupthink
Group cohesiveness Pressure for conformity
Isolation of the group
groupthink
Strong leader
Group conflict
• Dysfunctional conflict(功能失调的冲突) • Functional conflict(功能正常的冲突)
Group performance
1. Performance in the presence of others; 2. Group versus individual performance on additive tasks ; 3. Brainstorming; 4. Group decision making; 5. Group conflict
Important group and team concepts
• • • • • • Roles Norms Group cohesiveness Process loss Team commitment Team mental model
Roles
• The concept of roles implies that not everyone in a group or team has the same function or purpose. • Formal roles • Informal roles
Performance in the presence of others;
• • • • • • Social facilitation & social inhibition 四种解释：（不同的任务类型中） 他人在场有一定的唤醒作用； 共同合作的人彼此间会产生比较； 评价恐惧（evaluation apprehension）； 注意力分散。
Group cohesiveness
• Group cohesiveness is the sum of forces attracting group members and keeping the group together.
• 一般来说，群体凝聚力越强，越具有较高的： 生产力和效率，决策质量，成员满意度， 成 员互动，员工礼仪。 • 群体凝聚力高就一定会带来高的绩效吗？
Group versus individual performance on additive tasks;
• 名义群体的绩效等于甚至经常高于互动群 体的绩效。 • 两种解释： • 过程损失； • 社会惰化。
Brainstorming
• A group is given instructions to generate ideas without being critical or judgemental in any way. Ideas will be evaluated and modified later. • 研究并没有发现进行头脑风暴的群体绩效优于 名义群体。群体成员常常彼此抑制，而非互相 启发。
Team commitment
• Team commitment is the strength of an individual’s involvement in a team, and comprises acceptance of team goals, willingness to work hard for the team, and desire to remain on the team. • Team commitment and Group cohesiveness ?
Interventions with work groups in organizations
• Autonomous work team • Quality circles • Team building
Future issues and challenges
• 1. To find ways to improve the functioning of teams; • 2.How to find the best people and enhance their skills, how to increase their motivation; • 3.To use effective team-building techniques; • 4.how people can most effectively work in virtual teams; • 5.how to work effectively in a group with variety .
冲突解决
• 冲突产生前； • 1.组织应该就如何处理冲突制定正式规定； • 2.员工应该接受冲突原因，预防冲突的办法 和解决冲突的策略等方面的培训。 • 冲突刚产生； • 1.运用一些技能，减少双方的紧张和增加双 方的信任； • 2.良好沟通，谈判，合作解决问题。
• 第三方干预 • 1.调解 • 2.仲裁
Norms
• Norms are unwritten rules of behavior accepted by members of a work group. • Violation of norms will bring pressure to bear on the violator.
inform scold punish ostracize
Group decision making
• Whether groups take more risks or are more conservative in their decisions than individuals?(group polarization) • How groups sometimes make inappropriate decisions?(groupthink)
• Group polarization • The group is more extreme than the mean of its individuals.
• Groupthink • Groupthink is a phenomenon that can occur when groups make decisions that individual members know are poor ones.
Work groups versus work teams
• A work group is a collection of two or more people who interact with one another and share some interrelated task goals. • A work team is a type of work group, but it has three specific properties: • 1. The actions of individuals must be interdependent and coordinated . • 2. Each member must have a particular ,specified role. • 3. There must be common task goals and objectives.
• • • • • • •
冲突产生的原因： 资源竞争(competition for resources); 任务依存(task interdependence); 权限模糊(jurisdictional ambiguity); 沟通障碍(communication barriers); 信仰(belief); 人格(personality);
Work groups versus work teams Important group and team concepts Group performance Interventions with work groups in organizations • Future issues and challenges • • • •
Process loss
• All the time and effort expanded on activities not directly related to production or task accomplishment are referred to as process loss.
Team mental model
• A team mental model refers to the shared understanding among team members of the task, team , equipment , and situation. 两种类型： 基于任务完成的； 基于团队合作的。
Several factors can lead to groupthink
Group cohesiveness Pressure for conformity
Isolation of the group
groupthink
Strong leader
Group conflict
• Dysfunctional conflict(功能失调的冲突) • Functional conflict(功能正常的冲突)
Group performance
1. Performance in the presence of others; 2. Group versus individual performance on additive tasks ; 3. Brainstorming; 4. Group decision making; 5. Group conflict
Important group and team concepts
• • • • • • Roles Norms Group cohesiveness Process loss Team commitment Team mental model
Roles
• The concept of roles implies that not everyone in a group or team has the same function or purpose. • Formal roles • Informal roles
Performance in the presence of others;
• • • • • • Social facilitation & social inhibition 四种解释：（不同的任务类型中） 他人在场有一定的唤醒作用； 共同合作的人彼此间会产生比较； 评价恐惧（evaluation apprehension）； 注意力分散。
Group cohesiveness
• Group cohesiveness is the sum of forces attracting group members and keeping the group together.
• 一般来说，群体凝聚力越强，越具有较高的： 生产力和效率，决策质量，成员满意度， 成 员互动，员工礼仪。 • 群体凝聚力高就一定会带来高的绩效吗？
Group versus individual performance on additive tasks;
• 名义群体的绩效等于甚至经常高于互动群 体的绩效。 • 两种解释： • 过程损失； • 社会惰化。
Brainstorming
• A group is given instructions to generate ideas without being critical or judgemental in any way. Ideas will be evaluated and modified later. • 研究并没有发现进行头脑风暴的群体绩效优于 名义群体。群体成员常常彼此抑制，而非互相 启发。
Team commitment
• Team commitment is the strength of an individual’s involvement in a team, and comprises acceptance of team goals, willingness to work hard for the team, and desire to remain on the team. • Team commitment and Group cohesiveness ?
Interventions with work groups in organizations
• Autonomous work team • Quality circles • Team building
Future issues and challenges
• 1. To find ways to improve the functioning of teams; • 2.How to find the best people and enhance their skills, how to increase their motivation; • 3.To use effective team-building techniques; • 4.how people can most effectively work in virtual teams; • 5.how to work effectively in a group with variety .
冲突解决
• 冲突产生前； • 1.组织应该就如何处理冲突制定正式规定； • 2.员工应该接受冲突原因，预防冲突的办法 和解决冲突的策略等方面的培训。 • 冲突刚产生； • 1.运用一些技能，减少双方的紧张和增加双 方的信任； • 2.良好沟通，谈判，合作解决问题。
• 第三方干预 • 1.调解 • 2.仲裁
Norms
• Norms are unwritten rules of behavior accepted by members of a work group. • Violation of norms will bring pressure to bear on the violator.
inform scold punish ostracize
Group decision making
• Whether groups take more risks or are more conservative in their decisions than individuals?(group polarization) • How groups sometimes make inappropriate decisions?(groupthink)
• Group polarization • The group is more extreme than the mean of its individuals.
• Groupthink • Groupthink is a phenomenon that can occur when groups make decisions that individual members know are poor ones.
Work groups versus work teams
• A work group is a collection of two or more people who interact with one another and share some interrelated task goals. • A work team is a type of work group, but it has three specific properties: • 1. The actions of individuals must be interdependent and coordinated . • 2. Each member must have a particular ,specified role. • 3. There must be common task goals and objectives.
• • • • • • •
冲突产生的原因： 资源竞争(competition for resources); 任务依存(task interdependence); 权限模糊(jurisdictional ambiguity); 沟通障碍(communication barriers); 信仰(belief); 人格(personality);