Using Team in Organization

San Beda College | College of Arts & Science | Department of Business Management & Entrepreneurship

Using Team in Organization

Ms. Reschelle F. Veran, MBA


Chapter Learning Objectives

• Differentiate teams from groups.• Identify and discuss the benefits and costs of

teams in organizations.• Identify and describe various types of teams.• Describe how organizations implement the

use of teams.• Discuss other essential team issues.


Differentiating Teams from Groups

Team DefinedA small number of people with complementary skills who are committed to:

a common purposecommon performance goalsan approach for which they hold themselves mutually accountable

Required skills:Technical and functional job skillsProblem solving and decision-making skillsInterpersonal skills


Differences Between Teams and Traditional Work Groups


• Job categories • Authority • Reward

systems

• Group versus Team Differences



• Skill-based pay

• Gain-sharing systems

• Team-bonus plans

• Reward Systems for Teams


• Reward System – for employees is vital for the long-term of organization

• 3 Types of reward systems:

• 1. Skilled Based Pay – require team members to acquire a set of the core still needed to for their particular team plus additional special skills, depending on career tracks or team needs.

• 2.Gain-sharing system- reward all team member for all teams based on the performance of the organization, division or plant.

• 3 Team Bonus Plans – similar to gain-sharing system plans except the unit of performance and pay is the team rather than a plant, division or entire organization


Benefits of Teams in Organizations

• Enhanced performan

ce

• Organizational

enhancements

• Employee benefits

• Reduced costs

• Team-Based Environment

Benefits


4 Categories of Benefits

1. Enhanced Performance – enables workers to avoid wasted effort , reduce error and react better to customer.

2. Employees Benefits – employees have better work life, face less stress at work, and make less use of employees assistance programs.

3. Reduced cost- empowered team reduce scrap, make fewer worker compensations claims, reduce absenteeism and turn-over

4. Organizational enhancements- increased in innovation, creativity, and flexibility.

Benefits of Teams in Organizations


Costs of Teams in Organizations

• Difficulties in

changing to a team-

based organizatio

n • Cumbersome and lengthy team development process

• Employee resistance to role changes

• Managerial sense of loss of usefulness

• Managerial role confusion/frustration

• Losses due to premature abandonment of the process


Types of Teams

• Management Teams

• Product Development

Teams• Virtual

Teams

•Team Types

• Quality Circles

• Work Teams

• Problem-Solving Teams


1. Quality Circles – small groups of employees from the same work area who are regularly meet to discuss and recommend solutions to workplace problems.

2. Work teams- include all the people working in an area, are relatively permanent, and do daily work, making decision regarding how the work of a team is done.

3. Problem-solving team –temporary team established to attack specific problems in a workplace.

4. Management teams –consist of managers from various areas, they coordinate work team

5. Product Development teams- combination of work team, problem-solving team that create new designs for product or services that will satisfy customer needs.

6. Virtual Teams-work together by computer and other electronic communication utilities.

Types of Teams


•Changing to a Team-Based Situation• Planning the Change

Making the decision Change leader’s competencies

▫Have a strong belief that employees want to be responsible for their own work

▫Be able to demonstrate the team philosophy▫Articulate a coherent vision of the team

environment▫Have the creativity/authority to overcome

obstacles as they surface

Implementing Teams in Organizations


▫Planning the Change Making the decision

Change leader’s competencies▫Have a strong belief that employees want to be

responsible for their own work▫Be able to demonstrate the team philosophy▫Articulate a coherent vision of the team

environment▫Have the creativity/authority to overcome

obstacles as they surface


Change Process▫Leader establishes steering committee to explore

the organization’s readiness for the team environment and lead it through the planning and preparation for the change

▫Establish a feasibility study▫Make a go or no-go decision

Steps involved in preparing for implementation: Clarify the mission Select the site for the first work teams Prepare the design team Plan the transfer of authority Draft the preliminary plan


▫Implementation Phases Phase 1 -Start-up

Select and train team members Identify team boundaries Adjust preliminary plan to fit

the particular team situations Phase 2 -Reality and unrest: Managers’ roles

Provide encouragement Monitor team performance Act as intermediaries between teams Help teams acquire needed resources Foster the right type of communication Protect teams from those who want to see them fail


Phase 3 - Leader-centered teams Encourage strong internal team leaders Assist each team in development of its

own sense of identity

Phase 4 - Tightly formed teams Keep communication channels with other teams open Provide performance feedback Transfer authority/responsibility to all team members

Phase 5 - Self-managing teams: keeping teams on track Continue job-team-interpersonal skill training Improve support systems for facilitation of team

development and productivity Improve internal customer/supplier relationships


Phases of Team Implementation


Essential Team Issues

• Performance-based

reasons for teams

• Proper planning of strategies

• Proper implementa

tion of strategies

• Necessities for Team-Based Organizational

Success


Performance and Implementation of Teams


References: info.psu.edu.sa/psuGriffin, Moorhead, 2012, Human Behavior in Organization,2nd Edition, Singapore:

Cengage Learning Asia Pte Ltd.

Thank you!

Using Team in Organization

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