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A Team-Effectiveness Model

This document outlines a team-effectiveness model with three key components: context, composition, and processes. It discusses that effective teams require adequate resources, leadership and structure, and a climate of trust. They also need members with the right abilities and personalities, properly allocated roles and managed diversity and size. Finally, teams must have commitment to purpose, specific goals, efficacy, shared mental models, managed conflict, and minimized social loafing.

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Khanal Nilambar
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244 views4 pages

A Team-Effectiveness Model

This document outlines a team-effectiveness model with three key components: context, composition, and processes. It discusses that effective teams require adequate resources, leadership and structure, and a climate of trust. They also need members with the right abilities and personalities, properly allocated roles and managed diversity and size. Finally, teams must have commitment to purpose, specific goals, efficacy, shared mental models, managed conflict, and minimized social loafing.

Uploaded by

Khanal Nilambar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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A Team-Effectiveness Model

1
Creating Effective Teams: Context
• Adequate Resources
– Need the tools to complete the job

• Effective Leadership and Structure


– Agreeing to the specifics of work and how the team fits together to
integrate individual skills
– Even “self-managed” teams need leaders
– Leadership especially important in multi-team systems

• Climate of Trust
– Members must trust each other and the leader

• Performance and Rewards System that Reflect Team Contributions


– Cannot just be based on individual effort
2
Creating Effective Teams: Composition
• Abilities of Members
– Need technical expertise, problem-solving, decision-making, and
good interpersonal skills

• Personality of Members
– Conscientiousness, openness to experience, and agreeableness all
relate to team performance

• Allocating Roles and Diversity


– Many necessary roles must be filled
– Diversity can often lead to lower performance

• Size of Team
– The smaller the better: 5 to 9 is optimal

• Members’ Preference for Teamwork


– Do the members want to be on teams?
3
Creating Effective Teams: Team Processes
• Commitment to a Common Purpose
– Create a common purpose that provides direction
– Have reflexivity: willing to adjust plan if necessary

• Establishment of Specific Team Goals


– Must be specific, measurable, realistic, and challenging

• Team Efficacy
– Team believes in its ability to succeed

• Mental Models
– Have an accurate and common mental map of how the work gets done

• A Managed Level of Conflict


– Task conflicts are helpful; interpersonal conflicts are not

• Minimized Social Loafing


– Team holds itself accountable both individually and as a team
4

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