Working in Teams For Success Alana Neal S5007262 Nathan - - PowerPoint PPT Presentation

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Dec 21, 2022 283 likes •355 views

Working in Teams For Success Alana Neal S5007262 Nathan Moore S5094536 Jude Kim S2712748 Jaeden Godinez S5114367 LACK OF COMMUNICATION OF GOALS AND EXPECTATIONS Failure to communicate a groups goals and

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Working in Teams For Success

Alana Neal S5007262 Nathan Moore S5094536 Jude Kim S2712748 Jaeden Godinez S5114367

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LACK OF COMMUNICATION OF GOALS AND EXPECTATIONS

Employee Implications ❏ Social loafing ❏ Motivation ❏ Job Satisfaction ❏ Workplace Involvement Managerial implications ❏ Poor performance ❏ Productivity ❏ Organisational cooperation ❏ Efficiency

Failure to communicate a group’s goals and expectations for a project can play a major role in failure. Groups that actively communicate with each other in order to establish specific group goals are more likely to have success than those where each individual is just doing what they think is best (Wegge & Haslam, 2004).

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Recommendations for communicating Goals

❏ Set out time at the beginning of the process to thoroughly discuss their expectations and objectives (De Janasz, Crossman, Campbell, & Power, 2014). ❏ Create a document which states the objectives and expectations, including deadlines, which all members should sign (De Janasv et al., 2014). ❏ ❏ Having specific goals ❏ Repeat and revise goals and expectations ❏ Create checkpoints to ensure people don't overlap responsibilities.

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Conflict Recommendations

Issues surrounding roles and responsibilities is one of the most recurring causes of conflict within a team.

A member taking on responsibilities of

another and crossing boundaries

Members don’t agree on certain topics
Members have alternate points of view

❏ Assigning and repeating specific roles and the expectations ❏ Body Language and Tonality ❏ Group training/activity days ❏ Interviene and suggest alternate directions

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Groupthink

Groupthink causes team members to value reaching agreements, unanimously and often prematurely, without considering all the alternatives (Houghton, 2015) Employee Implications ❏ Stress ❏ Motivation ❏ Poor performance Implications to Managers ❏ Poor Performance ❏ Costly decisions ❏ Damage to brand and reputation

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Groupthink Recommendations

Recognise risk of groupthink

❏ Organisational culture ensures both creative and critical thinking and analysis ❏ Diverse range of group members allowing for diverse points of view ❏ Be aware of the risk of groupthink and actively express their opinions

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References

Auer-Rizzi, W., & Berry, M. (2000). Business vs. Cultural Frames of Reference in Group Decision Making: Interactions Among Austrian, Finnish, and Swedish Business Students. Journal Of Business Communication, 37(3), 264-288. http://dx.doi.org/10.1177/002194360003700304 Bénabou, R. (2012). Groupthink: Collective Delusions in Organizations and Markets. The Review Of Economic Studies, 80(2), 439-462. http://dx.doi.org/10.1093/restud/rds030 De Janasz, S., Crossman, J., Campbell, N., Power, M. (2014). Interpersonal Skills in Organisations. Australia: McGraw Hill Education. Eaton, J. (2001). Management communication: the threat of groupthink. Corporate Communications: An International Journal, 6(4), 183-192. https://www-emeraldinsight-com.libraryproxy.griffith.edu.au/doi/full/10.1108/13563280110409791 Haslam, S., Wegge, J., Postmes, T. (2008). Are we on a learning curve or a treadmill? The benefits of participative group goal setting become apparent as tasks become increasingly challenging over time. European Journal of Social Psychology, 39(3), 430-446. Houghton, D. (2015). Understanding Groupthink: The Case of Operation Market Garden. Parameters, 45(3). https://doi-org.libraryproxy.griffith.edu.au/10.12968/bjon.2017.26.2.100 Janis, I. L., (1972) Victims of Groupthink, Boston: Houghton Mifflin. Jeffery D, K. P. (2015, May). OpenSIUC. Retrieved April 2018, from Southern Illinois University Open SIUC: http://opensiuc.lib.siu.edu/do/search/?q=Effect%20of%20conflict%20in%20team%20performance&start=0&context=585089&facet= Kleingeld, A., Van Mierlo, H., & Arends, L. (2011). The effect of goal setting on group performance: a meta analysis. Journal of Applied Psychology, 96(6), 1289-1304. doi:10.1037/a0024315 Macleod, L. (2011). Avoiding “groupthink” A manager’s challenge. Nursing Management (Springhouse), 42(10), 44-48. doi:10.1097/01.NUMA.0000394953.94337.b4 Mahesh, G., Lynn, B., Frank,vK., (2011) "The evaporating cloud: a tool for resolving workplace conflict", International Journal of Conflict Management, 22(4),394-412, https://doi.org/10.1108/10444061111171387 McKibben, L. (2017, January 28). Conflict management: importance and implications. British Journal of Nursing, 26(2), 366-366. Miller, R. (2016, June 14). 5 Strategies to Improve Communication in the Workplace. Retrieved from Sandler Training: https://www.sandler.com/blog/5-strategies-improve-communication-workplace Shoraj, D., & Llaci, S. (2015). Motivation and Its Impact on Organizational Effectiveness in Albanian Businesses. Retrieved April 25, 2018 from http://journals.sagepub.com.libraryproxy.griffith.edu.au/doi/10.1177/2158244015582229 Sullivan, J. (2018, March 26). Four Types of Conflict in Organizations. Retrieved April 2018, from Chron: http://smallbusiness.chron.com/four-types-conflict-organizations-174.html Wegge, J., & Haslam, A. (2004). Improving work motivation and performance in brainstorming groups: The effects of three group goal-setting strategies. European Journal of Work and Organizational Psychology, 14(4), 400-430. Retrieved from https://www-tandfonline-com