CHAPTER 9
PINOY
DEVELOPMENT OF
GROUPS AND TEAMS
GROUP 3
The Nature of Groups in Organization
THE NATURE OF GROUPS IN
ORGANIZATION
A group is a collection of two or more people who work
together [ gularly to achieve common goals. These are the
PINOY who are firm teracting freely and shares common
interest, identity and goals either rsonal or organizational in
nature. A group of five or more people who came together and
bind themselves with the spirit of cooperation and mutual
understanding and work together for a social and economic
bases are considered as a group.
THE FOLLOWING FACTORS
MAKE A GROUP.
1. It consists of two or more people
2. There must be free interaction
3. They must have common identity
4. They must have common purpose
5. Members must be mutually dependent
on one another
THE REASONS WHY PINOY NEEDS
GROUPS
1. The complementary-of-needs hypothesis 9. Status
2. The proximity—attraction effect
10. Self-esteem
3. The exposure hypothesis
11. Security
4. . The value of reciprocity
5. Basking in reflective glory
6. Affiliations
7. Goal Achievement
8. Power
POTENTIAL BENEFITS OF PINOY GROUP
MEMBERSHIPS
1. Groups can improve creativity
2. Groups can increase commitment to
action
3. Groups can help control members
4. Group can help experience self-
esteem and personal involvement
GROUP ROLES IN ORGANIZATION
• 1. Initiator — contributor — He generates new ideas
to the grou and starts the discussions. He develops new
paradigm shift the group to ponder and comes up with
new ideas and solutions to group problems.
• 2. Information seeker — PINOY would ask
information about group opinion and ideas about the
problem at hand as bases future action. The group is task
to research on new ideas will generate procedure or
system that could be adopted.
GROUP ROLES IN ORGANIZATION
• 3. Opinion seeker — giver — The process that PINOY
would adapt in this situation is to ask opinion about the
current issues hand. The groups brainstorm on the issue and
let members come with new ideas. Sometimes he gives his
opinion and let the group decide on the issue at hand.
• 4. Elaborator-coordinator — He explains new ideas and
offers some examples to clarify the ideas as starting point for
group discussions. He shows the relationship of ideas and
defines the parameters to group actions.
GROUP ROLES IN ORGANIZATION
• 5. Energizer and evaluator — He stimulates the
group to a higher level of activity by motivating them to
think on new ideas. Late he makes evaluation on the
group output or makes revision b' giving more inputs to
the discussion.
TYPES OF GROUP TECHNIQUES
1. Focus Groups
2. Group Discussions
3. Brainstorming
ORGANIZATIONAL TIPS FOR TEAM BUILDING
• 1. Organize seminars that will enhace team
efforts
• 2. Develop planning sessions and team building
activities
• 3. Organize training and organizational
interventions systematically
• 4. Build fun and shared occasions into agenda
• 5. Hold follow up departmental meetings to
review progress and coordinate work processes
FORMAL GROUPS (ORGANIZATION-HAS
SPECIFIC PURPOSE)
• Cross function team or task force (Bigger
group to engage/address special problems and
draw a solution) •Project teams (Study specific
and well defined special projects)
•Virtual team (Teleconferencing-Technology
and computer) Informal Groups (People-
Seeking of friendship and acceptance that needs
belonging)
FORMAL GROUPS (ORGANIZATION-HAS
SPECIFIC PURPOSE)
• Friendship Group (Principles and
Philosophy of life)
• Interest Group (Same interest)
EFFECTS OF INFORMAL GROUPS
• Help people get jobs done.
• Speed up worklflow by supplementing authority
• Satisfy needs that are unmet by formal group.
• Provide Social satisfaction
• Provide security and sense of belongingness
ORGANIZATIONAL WORK TEAMS
• Shares commom purpose with a
complimentary skills
• Work on allocated Special Tasks
• Work toward a common vision
RATIONALE IN ESTABLISHING WORK TEAMS
• Global Economy
• Industry Organizations
• Technological advancement
LEADING WORK TEAM EFFORTS
• 1. Provide adequate resources - finish
task
• 2. Determine if the items is necessary
• 3. Team members - goals and objectives
• [Link] structure - flexibility and
autonomy
LEADING WORK TEAM EFFORTS
• 5. Training for team leaders - supportive
role
• 6. Careful account of knowledge and
skills
• 7. Regular feedback - work performance
• 8. Compensation system - Contribute to
overall performance
CHARACTERISTICS OF GOOD WORK TEAMS
• [Link] Actively and positively
• 2. Carefully listened - Received
thoughtful feedbacks
• 3. Take risks - focus on the ultimate goal
• 4. Open communication - trust the
judgements of others
CHARACTERISTICS OF GOOD WORK TEAMS
• 5. imitative to get things done - Supportive
• [Link] and commits to team
objectives - willing to work to reach the
goals
• 7. Influences and involves themselves in
decision making
• 8. Encourages and acknowledges other -
accepts mistakes
Characteristic of a Good Work Team
CHARACTERISTIC OF A GOOD WORK TEAM
• 1. Everyone participates activiely and positively.
• 2. Members carefully listened and receive thoughtful feedbacks.
• 3. Members are willing to take risk and focus on the ultimate
goal.
• 4. There is an open communication and teammates trust the
judgment of others.
CHARACTERISTIC OF A GOOD WORK TEAM
• 5. Everyone takes imitative to get things done and
supports other team members.
• 6. Everyone undertands and is committed to team
objectives and works willingly towards group goals.
• 7. Everyone influences others and get involved in
decision making.
• 8. Everyone encourages and acknowledges others
and accepts mistakes rather than blame others.
BENEFITS OF WORK TEAMS
• 1. Improve organizational performance.
• 2. Reduce wastage and minimizes errors.
• 3. Make innovative solutions.
• 4. Improve product quality and increase
productivity and customer satisfaction.
• 5. Reduce stress and improves the
quality of life.
BENEFITS OF WORK TEAMS
• 6. Fewer accidents and reduces cost.
• 7. Lower employee turnover and absences from
work.
• 8. Create organizational flexibility and enhancement.
• 9. Less use of employee assistance program.
• 10. Quick adaptation to face global competition.
BUILDING TRUST TO WORK TEAM
Trust is the belief in the integrity and character of the other. It
is based on mutual support and fairness through honest
assessment and evaluation of individual performance and the
team efforts. Trust encourages self - control and reduces the
need for close and direct supervision of subordinates.
BUILDING HIGH PERFORMANCE TEAM
The members of the team must come from a group of
subordinates with the same attitude and values
towards work. They must have the same norms and
conduct. A high set of standard for selection must be
maintained and the size of the group must be
manageable to supervise and to coordinate.
CHARACTERISTICS OF HIGH PERFORMING
TEAM
• 1. High driven with task oriented
structure
• 2. With clear and elevating goals
• 3. Committed and competent workers
who work hard
• 4. Collaborative climate of trust among
members
CHARACTERISTICS OF HIGH PERFORMING
TEAM
• 5. High standard of excellence
• 6. External support and recognition
• 7. Strong and principled leadership
TEAM BUILDING
Team building is an organizational
intervention that focuses on the
development of effective human relation.
It is a [Link] process
where the participants are exposed to
various exercises that will enhance
camaraderie and understanding human
nature and character.
ORGANIZATIONAL
TIPS FOR TEAM
BUILDING
• 1. Organize seminars that will enhace team efforts
• 2. Develop planning sessions and team building activities
• 3. Organize training and organizational interventions systematically
• 4. Build fun and shared occasions into agenda
• 5. Hold follow up departmental meetings to review progress and coordinate work
processes
