NATIONAL COLLEGE OF

BUSINESS ADMINISTRATION &

ECONOMICS

ASSIGNMENT REPORT ABOUT

MANAGING TEAMS
 Groups And Groups Development
 Work Group Performance And Satisfaction
 Turning Groups Into Effective Teams
 Current Challenges In Managing Teams

PRINCIPLE OF
MANAGMENT

SUBMITTED BY

 SABA KOMAL
 KOMAL ILYAS
 OMAMA QURESHI
 AHMAD TUFAIL
 USAMA SYED
 HASNAIN RAZA CLASS BBA
SESSION SPRING 21
SUBMITTED TO SECTION A
SEMESTER 1ST
SIR UMAIR CHAUDHARY 1
“Be a Good coach to your team”
MANAGING TEAMS
“Team management is the ability of an individual or an
organization to administer and coordinate a group of
individuals to perform a task. Team management involves
teamwork, communication, objective setting and performance
appraisals”

G ROUP is defined as two or more interacting and interdependent individuals who

come together to achieve specific goals. Groups can be either formal or informal.

Formal groups are work groups that are defined by the organization‟s structure and
have designated work assignments and specific tasks directed at accomplishing
organizational goals.

Informal groups are social groups. These groups occur naturally in the workplace and
tend to form around friendships and common interests.

Command groups are specified by the organizational chart and often consist of a
supervisor and the subordinates that report to that supervisor.

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Task groups are also commonly referred to as task forces. The organization appoints
members and assigns the goals and tasks to be accomplished.

Cross-functional team is a group of people with different functional expertise working

toward a common goal. It may include people from finance, marketing, operations,
and human resources departments

Self-managed team is responsible and accountable for all or most aspects of making a
product and/or delivering a service

STAGES OF GROUP DEVELOPMENT

1) Orientation (Forming Stage)

The first stage of group development is the forming stage. This stage presents a time
where the group is just starting to come together and is described with anxiety and
uncertainty.

2) Power Struggle (Storming Stage)

The second stage of group development is the storming stage. The storming stage is
where dispute and competition are at its greatest because now group members have an
understanding of the work and a general feel of belongingness towards the group as
well as the group members.

3) Cooperation and Integration (Norming Stage)

In this stage, the group becomes fun and enjoyable. Group interaction are lot more
easier, more cooperative, and productive, with weighed give and take, open
communication, bonding, and mutual respect.

4) Synergy (Performing Stage)

Once a group is clear about its needs, it can move forward to the third stage of group
development, the norming stage. This is the time where the group becomes really
united.

5) closure (Adjourning Stage)

This stage of a group can be confusing and is usually reached when the task is
successfully completed. At this stage, the project is coming to an end and the team
members are moving off in different directions.

External conditions:
A group is a part of large organisations. They are created by the organisation and as
such they do not exist in isolation. A group has to rather work within the framework
provided by the organisation. Every group is influenced by a number of external
conditions imposed from outside it.

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Group Member Resources
A group‟s potential level of performance is, to a large extent, dependent on the
resources that its members individually bring to the group.

Abilities - set the parameters for what members can do and how effectively they will
perform in a group.

Personality Characteristics - the magnitude of the effect of any single characteristic

is small, but taking personality characteristics together, the consequences for group
behavior are of major significance.

Group Structure
Work groups are organized and have structural elements that help the members
understand who is responsible for what tasks, what kind of behaviors are expected of
group members, and more.

Role

A role is a set of expected behavior patterns attributed to someone occupying a given

position in a social unit.

Role conflict: conflict arises when the duties of one role conflict with the duties of
another role.

Role ambiguity occurs when people are unclear or uncertain about their expectations
within a certain role, typically their role in the job or workplace.

Norms

Norms are the acceptable standards of behavior within a group that are shared by the
members.

There are common types of norms:

Performance norms: the group will determine what is an acceptable level of effort,
product and outcome should exist in the workplace.

Appearance norms: the group will determine how members should dress, when they
should be busily working and when they can take a break, and what kind of loyalty is
shown to the leader and company.

Social arrangement norms: the group regulates interaction between its members.

Allocation of resources norms: the group or the organization originates the standards
by which pay, new equipment, and even difficult tasks are assigned.

Conformity

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Conformity is typically defined as the expectation of employees to adapt to company
policies and standards and use traditional business practices to complete job functions.
Instead, conformity includes setting boundaries for which employees are expected to
complete their job functions.

Group Think

Groupthink is a phenomenon that occurs when the desire for group consensus
overrides people's common sense desire to present alternatives, critique a position, or
express an unpopular opinion.

Status System

Status is a socially defined position or rank given to groups or group members by

others. A group structure status includes group norms, culture, status equity. All these
factors when combined presents the status of members of the group.

Group Size

Small Size Of Group

There is no set number of members for the ideal small group. A small group requires
a minimum of three people (because two people would be a pair or dyad), but the
upper range of group size is contingent on the purpose of the group.

large Size Of Groups

When the people of groups become larger they requires more people.A large groups
requires a maximum of five to ten people.

Social Loafing
It is the phenomenon of people exerting less effort to achieve a goal when they work
as a group than when they work alone.

This is one of the main reasons why groups are sometimes less productive than the
combined performance of their members working as individuals, but should be
recognized from the accidental coordination problems that groups sometimes
experience.

Group Cohesiveness

Group cohesion is not attributed to one single factor, but is the interaction of more
than one factor. While group cohesion may have an impact on group performance,
group performance may create or increase group cohesion. Thus, group cohesion can
actually have a negative impact on group task performance.

Group Decision Making

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Group decision making (also known as collaborative decision making) is when
individuals collectively make a choice from the alternatives before them. Such
decisions are not attributable to any single individual, but to the group as a whole. By
definition, group decisions are participatory, and often a member‟s contribution is
directly proportional to the degree to which a particular decision would affect him or
her.

Advantages and Disadvantages

Advantages Of Group Decision Making

Group decision making provides two advantages over decisions made by individuals:
synergy and sharing of information. Synergy is the idea that the whole is greater than
the sum of its parts. When a group makes a decision collectively, its judgment can be
keener than that of any of its members. Through discussion, questioning, and
collaboration, group members can identify more complete and robust solutions and
recommendations.

Disadvantages Of Group Decision Making

One possible disadvantage of group decision making is that it can create a diffusion of
responsibility that results in a lack of accountability for outcomes. In a sense, if
everyone is responsible for a decision, then no one is. Moreover, group decisions can
make it easier for members to deny personal responsibility and blame others for bad
decisions.

Conflicts

Conflict is both normal and inevitable where a group of people are trying to achieve
something. It may be a sign that relationships have not been developed or maintained
well. The important thing is how conflict is dealt with. If it‟s addressed constructively,
conflict can be an important step in building and maintaining relationships

Types Of Conflicts
Traditional Conflict

traditional method of conflict management involves all the process of modern

mediation, except that the process is non-retributive and is aimed at a peaceful and
amicable resolution of conflict between disputants.

Human Relationships Conflict

Interpersonal conflict refers to any type of conflict involving two or more people. It's
different from an intrapersonal conflict, which refers to an internal conflict with
yourself. Mild or severe, interpersonal conflict is a natural outcome of human
interaction

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Interactionist View

Interactionist view proposes that conflict can be a positive force in a group and
explicitly argues that some conflict is necessary for a group to perform effectively.
According to the interactionist view, conflict can be functional or dysfunctional.

1. Problem Solving
In this method, people involved in the conflict or having a difference in opinion, they
come forward to discuss the problem at hand with a very open mind. They focus on
resolving the conflict and finding the best alternative/solution for the team. They
discuss by rising above personal emotions with the sole intention to finding what is
best for the team. This leads to a win-win kind of an outcome. Here everyone
collaborates.

2. Compromising
Sometimes for certain conflicts, there will be a need for the involved parties to think
of a middle path wherein both parties decide to give up something and identify a
resolution. This kind of solution will be temporary for that moment and are not long
lasting solution. This leads to lose-lose kind of an outcome as both parties may feel
they have lost something.

3. Withdrawing
In some situation one of the parties in the conflict may decide to retract from the
discussion and allows going with the other person‟s opinion. Or some situation, one
of the parties may decide to completely avoid the conflict by maintaining silence. This
works well in situation where one of the parties in the conflict is emotionally charged
up or is angry. Hence avoiding any conflict resolution provides a “cooling off” period
to the people involved so that they can later come back for meaningful resolution.

4. Forcing
In some situations, a person with authority and power can force his/her opinion and
resolves the conflict without giving any chance to the other party/person. This leads to
a win-lose kind of an outcome. Someone may end up feeling as a loser while the other
person with authority may feel as a winner. This technique can be used if we see the
conflicts are unnecessary and mostly destructive for the team.

5. Smoothing
This is a technique which is used when the atmosphere seems to be filled with
apprehension/distrust among the parties involved. And no one is coming forward for
resolving the conflict. In these kind of scenarios, one of the parties can take charge
and tries to smooth the surrounding by using nice words and by emphasizing on the
points of agreements and playing down on the points of disagreements. This can work
as catalyst to break the discomfort between the involved parties by creating a feeling
of trust and encourages them to come forward and resolve the conflict.

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Group Task And Group Effectiveness
Group Tasks
Task groups consist of people who work together to achieve a common task.
Members are brought together to accomplish a narrow range of goals within a
specified time period. Task groups are also commonly referred to as task forces. The
organization appoints members and assigns the goals and tasks to be accomplished.

Group Effectiveness

An effective group work together to complete a task in an agreed time, with each
member contributing to the team according to their skills, experience and personality.

Advantages Of Using Teams

There are many advantages to teamwork, even though at times it can feel a little
stressful and messy. True teamwork can take time to get going as working with fellow
humans with different personalities isn‟t always easy.

But there‟s a reason that the common phrase “two heads are better than one” has been
around for ages. Some of the best things simply cannot be done alone.

A good team can produce a wide range of possible solutions for each specific problem
and then work together to ascertain the most effective one, with collective input and
interaction. Individuals will tend to be more limited in the solutions they can conceive.

An organization‟s decision-making process can be much better understood by its

members. When group members participate equally in discussions, they all feel
ownership for and buy into the decisions made.

Team Work
Teamwork can be best defined as “the process of working collaboratively with a
group in order to achieve a goal.” It is about gathering together a group of individuals
from different backgrounds in hopes that their collective talents, skills, and
experiences will provide a more efficient and successful outcome.

Types Of Teams

1: Functional Teams
Functional teams are permanent and include members of the same department with
different responsibilities. A manager is responsible for everything and everyone
reports to them. This is the typical top-down management approach that you‟ll see in

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most organisations. Across all organisational teams, it‟s important to prioritise
workplace culture; the foundations of which are communication and trust.

2: Cross-Functional Teams
Cross-functional teams are made up of individuals from various departments. These
teams tackle specific tasks that require different inputs and expertise. This can happen
when various teams need to work on a project together to get the best outcome. This
can be a difficult dynamic to navigate if teams have been operating in a „silo‟
approach up until the point of collaboration.

3: Self-Managed Teams
Generally, individuals in self-managed teams are employees of the same organisation
who work together. Even though they may have a wide array of objectives, their aim
is to reach a common goal. They operate without managers and are relatively
autonomous, sharing responsibility and leadership

4: Virtual Teams
Virtual teams are made up of individuals who work in different physical locations and
who use technology and collaboration tools to achieve a common goal.
With more employees looking for work from home opportunities, virtual teams will
become much more common in the future of work.

Groups Verses Teams

Groups
A group is a collection of individuals who coordinate their individual efforts. On the
other hand, at team is a group of people who share a common team purpose and a
number of challenging goals. Members of the team are mutually committed to the
goals and to each other. This mutual commitment also creates joint accountability
which creates a strong bond and a strong motivation to perform.
Teams
Without purpose and goals you cannot build a team. The purpose must be worthwhile
and create a sense of doing something important together. The goals must be
challenging and specific so that each member can understand how they contribute to
the success of the team.

A well-defined strategic plan outlining the purpose, values, goals and objectives of the
team becomes the glue that binds the group together and helps transform them into a
team. Participation in developing that plan helps to build understanding, consensus,
and commitment. As a leader, you use the plan to set expectations for individuals and
the team as a whole.

Effective Teams

Teamwork has always been an essential capability for successful enterprises, but with
today‟s organisations undergoing disruption and digitisation in an „innovate or die‟
economy, it is now more important than ever that employees can collaborate

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effectively across geographical sites, between business functions and within
increasingly fluid job hierarchies.

Successful teamwork is also an important for employee engagement and wellbeing at

a time when talent retention faces the highly competitive global job market as well as
the „loyalty challenge‟ posed by millennial workers

Characteristics Of TeamWork

 Setting a Clear Direction

Organizations are often in a big hurry to get a move on their projects and deliver them
as quickly as possible. The battle with the clock often leads to project teams getting
pulled together without deciding on the goals and desired outcomes first. You just
want to get started.

 Open and Honest Communication

Communication and chemistry go hand in hand. Communication is a crucial part of
building a sense of belonging and camaraderie between team members. On the other
hand, the failure to communicate effectively within the team is the cause of a
multitude of teamwork problems.

 Support for Risk Taking and Change

Risk-taking and experimentation in pursuit of change and improvement are some of
the staples of effective teams. You should openly support it. You will not always be
right, but even mistakes are an opportunity to learn. By promoting this mindset and
helping your team get aboard the initiative, your team will be able to do amazing
things.

 Defined Roles
Even though the roles might shift within your team after you start operating, it's
essential to understand the skills and competencies needed to reach your goals.
Therefore, you should have a good handle on those roles before you begin staffing. A
bunch of individuals doing their own thing on their own is not a team. Effective teams
are collaborative and supportive entities.

 Mutual Accountability
Effective teams can notice the problems when they arise and start problem-solving
before they escalate. They are not happy when elephants are sitting in the room. It's
crucial to define and accept responsibility both as an individual and as a team.

Current Challenges In Managing Teams

Challenge 1: Building Trust

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Trust in a team is important. It is a key building block of all relationships and is
especially critical in teams. Leaders often don‟t realize that a lack of trust can break
down a team. Not only this, but it also de-motivates team members that ultimately
affect the bottom-line of your business.

Challenge 2: Maintaining Good Communication

As a leader, it is your responsibility to make sure that everyone goes in the same
direction through open lines of communication. Some of you may not be aware of the
quality of communication and how your communication is perceived by your
employees. A team that doesn‟t communicate well is like an engine that is broken
down into several parts. And if you have a culture of good communication, it can
encourage a healthy and peaceful work environment.

Challenge 3: Unrealistic Deadlines

Deadlines are a common source of stress for teams and leaders. Moreover, according
to Liquid Planner, meeting deadlines was the second-largest issue faced by project
managers in manufacturing (45.8%). If your team has developed the habit of missing
deadlines, it could be because of unrealistic deadlines. Unrealistic deadlines are not
motivating.

Challenge 4: Team Member Self-awareness

Is your team self-aware? If you‟ve managed a team, you would have likely felt how
some people are low in self-awareness: opposing feedback, playing blame-game for
failure, not ready to learn things, takes unnecessary credit, increased stress, decreased
motivation, and so on.

Challenge 5: Delegating Jobs

Delegating means to assign the responsibility to do something, such as a task or
project, to another individual and move from what you can do personally to what you
can manage. How do you decide who will do what without overloading or
demotivating?

Managing Global Team

Global teams often consist of employees who work remotely across different
countries and time zones. To maintain clear lines of communication and make
contributors outside the office feel valued, it‟s critical to hold regular meetings with
them.

Make your employees feel involved by highlighting how your team‟s work connects
to the larger goals of your organization or department. During meetings, call out
specific contributions and projects and explain how each one connects to, and furthers,
your company‟s mission.

A key challenge of overseeing a global team is figuring out how to encourage

participation and promote discussion among employees with varying levels of
language proficiency.
1. Group Member Resources:The members‟ knowledge, abilities, skills; and
personality characteristics (sociability, self- reliance, and independence) are the

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resources the group members bring in with them. The success depends upon these
resources as useful to the task.

2. Group structure is defined as the layout of a group. It is a combination of group

roles, norms, conformity, workplace behavior, status, reference groups, status, social
loafing, cohorts, group demography and cohesiveness. Group Roles − The different
roles a person plays as a part of the group.

3. Group process refers to how an organization's members work together to get things
done. Typically, organizations spend a great deal of time and energy setting and
striving to reach goals but give little consideration to what is happening between and
to the group's greatest resource – it's members.

Socail Network
Social networking connects managers with employees, customers, job seekers, and
other professional contacts in new and diverse ways. By virtually erasing the
boundaries between individuals from different locations and organizations, social
networking creates new opportunities for communication and collaboration.

The internet changed the way people interact with each other as well as work culture,
and those changes first arose on social media sites. That is why social networks for
apps are so important.

Importance Of Socail Network

Social media helps people establish better relationships with their family and friends,
and now the networking sites also show their significance for apps.

Companies can use these platforms differently and obtain numerous advantages and
benefits. See the following main advantages of social sites for the expansion of your
app.

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