5 Factors Affecting Team Effectiveness In An Organisation
Some of the factors affecting team effectiveness are shown as follows:
While informal work groups often develop feelings of close affiliation among members, formal work groups sometimes do not develop such loyalty. It is very important for management to develop, among the group members, such characteristics as dedication and cohesiveness. As Likert concludes:
“Management will make full use of the potential capacities of its human resources only when each person in the organization is a member of one or more effectively functioning work groups that have a high degree of group loyalty, effective skills of interaction, and high performance goals.”
To build an effective team, the management must provide an environment which is conducive to team work with an attitude which is understanding and supportive of team efforts and innovation. It is a real challenge to management to learn how to use groups more effectively.
a. Individuals:
A group is as good as the individuals who form the group. If the individuals are dedicated and consciously aware of their roles and their responsibilities towards accomplishing their group and organizational objectives, then the group would be an effective group. It is necessary and important that all members must share the enthusiasm of group activities and group accomplishments.
b. Group size:
It is difficult to determine as to what the optimal group size is, but such a size would depend upon the complexity of the problems that a group is expected to address. However, in general, smaller groups are more effective than the larger ones. Research conducted by Cummings, Huber and Arendt has led to the following recommendations.
i. For complex problems requiring high quality decisions, use seven to twelve members under a formal and expert leader. ii. When consensus in a conflict