1. © 2006 Prentice Hall Leadership in Organizations 11-1 Chapter 11 Leadership in Teams and Decision Groups

2. © 2006 Prentice Hall Leadership in Organizations11-2 Learning Objectives Understand the processes that determine how well a group performs an operational task Understand how leaders can influence team processes and improve performance Understand the different types of teams that are commonly used in organizations and the implications for team leadership Understand how leadership is shared in self-managed teams and the conditions that make these teams more effective Understand the advantages of cross-functional teams and the difficulties confronting leaders of these teams

3. © 2006 Prentice Hall Leadership in Organizations11-3 Learning Objectives Understand procedures to facilitate team learning and build trust and cooperation Understand why some groups make better decisions than others Understand the primary leadership functions in decision groups Understand procedures for leading successful meetings

4. © 2006 Prentice Hall Leadership in Organizations11-4 The Nature of Teams

5. © 2006 Prentice Hall Leadership in Organizations11-5 Types of Teams Functional Teams Cross-Functional Teams Self-Managed Teams (“Semi-Autonomous Work Group”) Virtual Teams

6. © 2006 Prentice Hall Leadership in Organizations11-6 Percentage of Companies That Delegate Responsibility to Self-Managed Teams Set work schedules 69% Deal directly with external customers 59 Set performance targets 57 Conduct training 55 Purchase equipment or services 47 Deal with vendors or suppliers 46 Prepare budgets 35 Hire team members 29 Fire team members 21

7. © 2006 Prentice Hall Leadership in Organizations11-7 Facilitating Conditions for Self-Managed Teams Clearly defined objectives Complex and meaningful task Small size and stable membership Substantial discretion over work processes Access to relevant information

8. © 2006 Prentice Hall Leadership in Organizations11-8 Facilitating Conditions for Self-Managed Teams Appropriate recognition and rewards Strong support by top management Competent external leader Members have strong interpersonal skills

9. © 2006 Prentice Hall Leadership in Organizations11-9 Determinants of Team Performance Commitment to Shared Objectives Member Skills and Role Clarity Internal Organization and Coordination External Coordination Resources and Political Support Mutual Trust and Cooperation Collective Efficacy and Potency

10. © 2006 Prentice Hall Leadership in Organizations11-10 Key Performance Determinants

11. © 2006 Prentice Hall Leadership in Organizations11-11 Leadership in Different Types of Teams Cross-Functional Teams

12. © 2006 Prentice Hall Leadership in Organizations11-12 Leadership in Different Types of Teams Cross-Functional Teams

13. © 2006 Prentice Hall Leadership in Organizations11-13 Procedures for Facilitating Team Learning After-Activity Reviews Near the beginning, make a self-critique that acknowledges shortcomings Encourage feedback from others and model nondefensive acceptance of it Ask members to identify effective and ineffective aspects of team performance Encourage members to examine how group processes affected team performance

14. © 2006 Prentice Hall Leadership in Organizations11-14 Procedures for Facilitating Team Learning After-Activity Reviews Keep the discussion focused on behaviors rather than on individuals If necessary, provide your own assessment of team performance Recognize improvements in team performance Ask members for suggestions on how to improve team performance Propose improvements not already included in the team’s suggestions

15. © 2006 Prentice Hall Leadership in Organizations11-15 Guidelines for Team Buildings Emphasize common interests and values Use ceremonies and rituals Use symbols to develop identification with the group Encourage and facilitate social interaction

16. © 2006 Prentice Hall Leadership in Organizations11-16 Guidelines for Team Buildings Tell people about group activities and achievements Conduct process analysis sessions Conduct alignment sessions Increase incentives for mutual cooperation

17. © 2006 Prentice Hall Leadership in Organizations11-17 Decision Making in Groups Determinants of Group Processes Group size Status differential Cohesiveness Member diversity Emotional maturity Physical environment Communication technology

18. © 2006 Prentice Hall Leadership in Organizations11-18 Leadership Functions in Meetings

19. © 2006 Prentice Hall Leadership in Organizations11-19 Leadership Functions in Decision Groups

20. © 2006 Prentice Hall Leadership in Organizations11-20 Guidelines for Leading Meetings Inform people about necessary preparations for a meeting Share essential information with group members Describe the problem without implying the cause or solution Allow ample time for idea generation and evaluation Separate idea generation and from idea evaluation

21. © 2006 Prentice Hall Leadership in Organizations11-21 Guidelines for Leading Meetings Encourage and facilitate participation Encourage positive restatement and idea building Use systematic procedures for solution evaluation Encourage members to look for an integrative solution Encourage efforts to reach consensus when feasible Clarify responsibilities for implementation