TEAMWORK

MUHAMMAD ISHA ISMAIL

Learning Outcomes
At the end of this chapter, students should be
able to;
1. Define the term teamwork
2. Explain the stages in team development
3. Describe the characteristics of an effective
team
4. Describe team dysfunctions
5. Define the term team conflict, describe the
causes of conflict and explain various ways
of conflict resolutions

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MUHAMMAD ISHA ISMAIL

Contents
TEAMWORK

Introduction
Stages in team development
Characteristics of an effective team
Team dysfunctions
Team conflicts and conflict resolutions

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Introduction
Definition of TEAM
A team is a unit of two or more
people who work together to achieve
a goal.
Definition of TEAMWORK

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THERE IS NO I IN TEAM
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Characteristics of good team members

Must be capable of contributing ideas and
complete the task given by the leader.
Have a shared mission and are collectively
responsible for the outcome of the
projects.
Must communicate effectively inside and
outside the team.
Have a positive attitudes and capable of
with other members.
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Characteristics of good team leaders

Must have the ability to delegate tasks
among team members
Have a good communication skills and
capable of motivating team members.
Must be confidence and focus on the goals.
Be fair among team members.
Have the ability to inspire the team
members.
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Advantages and Disadvantages

of Teams
ADVANTAGES

Increased information
and knowledge

DISADVANTAGES
be unproductive,
Can
frustrating, or
counterproductive

diversity of
Increased
views

Can develop groupthink

acceptance
Increased
of a solution

be derailed by
Can
hidden agendas

the time in
Reduce
completing the task

Can encourage free riders

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Stages in team development

Forming

Storming

Norming

Performing

Adjourning
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Forming
In this stage, there's lots of exploration as group members get
to know one another. Issues that arise are questions of
whether each person feels like they belong to the group,
whether members can be trusted and who is in charge.
Orientation is an important task in the forming stage. This is
also a good time to look at how the group is organized.

Team members are introduced and begin

getting to know each other
Goals and tasks are established
Generally polite behavior among members

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Storming
When group members get to know each other better, the
storming stage begins. This stage is characterized by a bid
for power. This is an excellent time to focus on team building
to ensure that people can get to know one another and not
get stuck in seeing each other as competitors.

Members are sizing each other up and may

feel more comfortable and voice their views
Members may compete for team roles
May argue about goals or how they should be
accomplished
May choose sides against other members
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Norming
Norms are acceptable standards of behaviour within a group
that are shared by the group members. In the norming stage,
the group has begun to be effective. Trust begins to emerge
and differences are appreciated. The issues become how to
strengthen relationships, open communication and provide
positive and constructive feedback.

Once issues are resolved, agreement occurs

around team norms and expectations
Trust and common interests are developing
Roles and objectives are clarified and
understood
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Performing
At this point, the group is asking "How can we do our
best?" and is filled with enthusiasm and focused on
creative problem solving. Characteristics include harmony,
productivity, effective problem-solving and full development
of the potential of the group and the individuals in the
group.

Members make contributions and are motivated

by results
Leadership is shared according to members
knowledge and skills
Norms and culture are well understood
Tasks get accomplished effectively and efficiently
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Adjourning
Adjourning refers to the team breaking up after the task
has been completed. There is a sense of fulfillment and
a loss of team unity.

The team shares the improved process

during this phase.
When the project, there is always a sense of
accomplishment.
Many relationships formed within these
teams continue long after the team disbands.

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Characteristics of Effective Teams

Members have a clear
goal
The focus is on
achieving results
There is a plan for
achieving the goal
Members have clear
roles
Members are
committed to the goal
Members are
competent

They achieve
decisions through
consensus
There is diversity
among team members
Members have
effective interpersonal
skills
They know each other
well and have good
relationships

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Every member in a TEAM, has times when they need support

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from other members

Five Dysfunctions of a Team

1. Absence of trust
2. Fear of conflict
3. Lack of commitment
4. Avoidance of accountability
5. Inattention to result

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Five Dysfunctions of a Team

Absence of trust
Fear of conflict

Avoidance of accountability

Lack of commitment
Inattention to result
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Absence of Trust
Members of Teams that Lack Trust
Conceal their weaknesses and
mistakes from one another
Hesitate to ask for help or provide
constructive feedback
Hesitate to offer help outside their
own areas of responsibility
Jump to conclusions about the
intentions and aptitudes of others
without attempting to clarify them
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Fear of Conflict
Teams That Fear Conflict
Create environments where back
channel politics , personal attacks and
harassment thrive
Ignore controversial topics that are
critical to team success
Fail to tap into all the opinions and
perspectives of team members
Waste time and energy revisiting
issues
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Lack of commitment
A Team That Fails to Commit
Creates ambiguity among the team
about direction and priorities
Spends too much time doing analysis
and delay making decisions
Breeds lack of confidence and fear of
failure
Revisits decisions again and again
Encourages second-guessing among
team members
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Avoidance of accountability
A Team That Avoids Accountability
Creates hatred among team members
who have different standards of
performance
Encourages averageness
Misses deadlines and key deliverables
Does not hold each other accountable
Places undue burdens on the team
leader as the sole source of discipline
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Inattention to result
A Team That is Not Focused on Results
Stagnates / fails to grow
Loses achievement-oriented members
Is easily distracted

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CONFLICT

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Understanding Conflict
Conflict is pretty much inevitable when
you work with others. People have
different viewpoints and under the right set
of circumstances, those differences
escalate to conflict.
How you handle that conflict determines
whether it works to the team's advantage,
or contributes to its death.

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Causes Team Conflict

Poor or no

communication
Lack of problem solving
skills or getting to root
cause
Lack of clarity in

purpose, goals,
objectives, team and
individual roles
Uncertainty about or

lack of resources and

sources for help and
support

Poor time management

Lack of leadership and
management
Team members bored,
not challenged, not
really interested
Lack of skills and
abilities in team
members
Personality conflicts
Personal problems
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Conflict Resolutions
Strategies for managing conflict (Adapted from Johnson, 2003,
deVito, 2009)

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Amazing clips
1. http://www.youtube.com/watch?v=Px5qsjx8NcU
2. http://www.youtube.com/watch?v=o9mdHMtxOjY
3. http://www.youtube.com/watch?v=A5MxELqXHFw
4. http://www.youtube.com/watch?v=s-poQaPPJbQ

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References
1. DeVito, J.A. (2009). The interpersonal communication book, 12th ed. Boston:
Pearson.
2. Johnson, D.W. (2003). Reaching Out: Interpersonal effectiveness and self
actualization, 8th ed. Boston: Pearson.
3. Building Blocks For Teams (N.D.). Retrieved on 02/21/2010 from
http://tlt.its.psu.edu/suggestions/teams/student/conflicts.html
4. Cooney, R. & Sohal, A. (2004). Teamwork and Total Quality Management: A
Durable Partnership. Total Quality Management, 15(8), 1131-1142.
5. Goetsch, D.L & Davis, S.B. (2006). Quality Management for Organizational
Excellence. Columbus, Ohio: Prentice Hall.
6. Strokes Jr., S.L. (1995). Rewards and Recognition for Teams. Information
Systems Management ,12(3), 61-66.

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