TEAM PERFORMANCE

Presented by: Jeshmarie Balansi-Gumabay

 Team Performance
• is defined as the extent to which a team is able to meet its
output goals (e.g., quality, functionality, and reliability of
outputs), the expectations of its members, or its cost and time
objectives (Ancona & Caldwell, 1992).
• Team performance is a component of team effectiveness
because teams are generally considered to “perform well”
when they yield superior outputs. (Guzzo & Dickson, 1996).
 
Factors affecting Team Performance
1. Individual
• A group is as good as the individuals who form the
group. If the individuals are dedicated towards their
responsibilities, then the group would be an
effective group.
2. Group Size
• It is difficult to determine as to what the
optimal group size should be, but it depends upon
the complexity of the tasks. It is important to have
an odd number of members to avoid a DEADLOCK .
3. Group Norms
• Informal guidelines of behavior that provides
some order to group operations. These can be concerning,
performance, dress code and so on.

4. Leadership
• Quality of leadership is highly influential on the
quality of the group. The leader must be
knowledgeable, patient and respectful .
5. Cohesive
• Degree of interpersonal attraction among members
of the group. It is identified by attitude such as loyalty,
friendliness or willingness to defend the group against
outside undesirable interference.
 Characteristic of Team Performance
1. People have solid and deep trust in each other and in team’s
purpose- They feel free to express their feelings and ideas.
2. Team members actively diffuse tension in a relaxed and informal
atmosphere.
3. The team engages in extensive discussion, and everyone gets a
chance to contribute- even the introverts.
4. The leadership of the team shifts from time to time, as
appropriate , to drive results. No individual members are
important than the team.
TEAM DEVELOPMENT INTERVENTIONS (TDIS)
THAT CAN SIGNIFICANTLY IMPROVE TEAM
PERFORMANCE
1. Team training
 Team training is structured in similar ways to formal training programs with
team members gaining a formalized and structured learning experience with
learning objectives that focus on specific team competencies (Lacerenaza et
al., 2018).
2. Leadership training
 is a TDI that seeks to increase leader knowledge, skills, and competencies
through formalized and structured programs (Laceranaza et al., 2018); 
 3. Team building
 Team building is a TD that focuses on building strong internal
dynamics within a team including improvements in goal-
setting, relationship building, role clarification, and problem
solving. 
4. Team debriefing
Team debriefing is useful because it helps improve teamwork
processes and team members are more actively engaged
through reflecting on an event, particularly when there are
conflicting viewpoints about an experience.
 5. Simulation training

 Researchers and practitioners have also invested in developing

and implementing simulations that attempt to mimic real world
phenomena (Buljac-Samardzic et al., 2010).
Conclusion:
Effective teams are those that are productive and
also have strong team processes to ensure that they
reach their goals. Organizations can enhance team
performance using team development interventions
(TDIs) that focus on equipping leaders and team
members with skills and competencies and also foster a
beneficial organizational environment, which allow
team members to be effective.