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Copyright 2012 Pearson

Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-1
Prentice Hall
Define groups and the stages of group
development
Describe the major components that
determine group performance and
satisfaction
Define teams and best practices
influencing team performance
Discuss contemporary issues in
managing teams Copyright 2012 Pearson
Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing2012
as Pearson Education, Inc. publishing as Prentice Hall 13-2
Prentice Hall
Groups
Two or more interacting and
interdependent individuals who come
together to achieve specific goals.
Formal groups
Work groups defined by the organizations
structure that have designated work
assignments and tasks
Informal groups
Groups that are independently formed to
meet the social needs of their members
Copyright 2012 Pearson
Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-3
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Quality Control Circle
Voluntary problem solving groups committed
to improving quality and reducing costs.
5 stages to quality control circle
development
1. Forming stage - the first stage of group
development in which people join the group
and then define the groups purpose.
2. Storming stage - the second stage of
group development, characterized by intra-
group conflict
Copyright 2012 Pearson
Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-4
Prentice Hall
Quality Control Circle
3. Norming stage - the 3rd stage of group
development, characterized by close
relationships and cohesiveness.
4. Performing stage - the 4th stage of
group development when the group is fully
functional and works on group task.
5. Adjourning - the final stage of group
development during which group members
are concerned with wrapping up activities
rather than task performance.
Copyright 2012 Pearson
Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-5
Prentice Hall
Why do Individuals Join
Groups
1. Security: Individuals feel fewer self-doubts
and are resistant to threats when they are part of
a group.
2. Self-Esteem: Membership can give a feeling
of increased worth.
3. Affiliation: People enjoy the regular
interaction that comes with being part of a group.
4. Goal Achievement: Easier to accomplish a
task using a group rather that an individual.

Copyright 2012 Pearson


Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-6
Prentice Hall
Roles
Socially determined way of behavior
in a certain position.
Roles evolve over time
Role models have powerful influence
over others

Copyright 2012 Pearson


Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-7
Prentice Hall
Norms
Degree of acceptability and
unacceptability. General standards of
conducts for various social settings.
Norms are enforced because:
To facilitate survival in a group
To clarify role expectations
To help avoid group member from
embarrassing situations
To express group values
Copyright 2012 Pearson
Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-8
Prentice Hall
Group Structure
Group Pressure- direct or indirect social
pressure that is exerted by a group on its
individual members to influence their
choices
Social loafing - the tendency for individuals
to expend less effort when working
collectively than when working individually.
Group cohesiveness - the degree to which
group members are attracted to one another
and share the groups goals.

Copyright 2012 Pearson


Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-9
Prentice Hall
What Is a Work Team?

Work teams - groups whose


members work on a specific, common
goal using their synergy, individual
and mutual accountability, and
complementary skills.

Copyright 2012 Pearson


Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-10
Prentice Hall
Types of Work Teams
Problem-solving team - a team
from the same department or
functional area thats involved in
efforts to improve work activities or
to solve specific problems.
Self-managed work team - a type
of work team that operates without a
manager and is responsible for a
complete work process or segment.
Copyright 2012 Pearson
Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-11
Prentice Hall
Types of Work Teams
Cross-functional team - a work
team composed of individuals from
various functional specialties.
Virtual team - a type of work team
that uses technology to link
physically dispersed members in
order to achieve a common goal.

Copyright 2012 Pearson


Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-12
Prentice Hall
Intergroup Conflicts
Perceived incompatible differences
resulting in some form of interference
or opposition between different groups.
Reasons for Intergroup Conflict
1.Poor Communication
2.Competition
3.Harm Done in the Past
4.Diversity
Copyright 2012 Pearson
Education,
Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter Inc. Publishing as Education, Inc. publishing as Prentice Hall
2012 Pearson
13-13
Prentice Hall