Professional Documents
Culture Documents
MKTG Team PPT 1 Shannon
MKTG Team PPT 1 Shannon
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Changing Nature of the
Workplace
• Before World War II the United States was
the top manufacturing country in the world.
• After the war, products were in such demand
that they were not concerned about product
quality. This lack of attention to quality
began to hurt American industry.
• During the 1980’s, American manufacturers
were being out-produced by manufacturers in
foreign countries, particularly Japan.
• Analysts determined that Japanese
firms had a competitive advantage
because they used work teams to
increase their productivity.
• Two popular approaches to teamwork,
Total Quality Management (TQM)
and Quality Circles resulted from
this study.
Total Quality Management
(TQM)
TQM encourages team members to
constantly look for ways to reduce errors
and improve product quality.
It teaches team members to measure the
effect of their improvements and to check
the accuracy of their work.
Quality Circles bring team members
together on a regular basis to discuss how
the workflow might be improved.
Total Quality Management
(TQM)
Defined by four cornerstones:
1. Customer Satisfaction
2. Continuous Improvement
3. Empowerment
4. Teamwork
Empowerment
• The sense of satisfaction that comes
with managing and controlling your own
work.
If we always do what
we’ve always done,
We’ll always get what
we’ve always gotten.
Role of the Team in the Workplace
Teams in the workplace are formed for
different purposes. Four common types
of teams exist:
Ad Hoc teams – a temporary team
brought together to solve one problem
Functional teams – all members have
similar skills and expertise although they
would not be able to perform each
others’ jobs. They solve problems based
on their understanding of the work to be
done and each team member’s unique
contribution.
Cross-Functional Teams –consists of
workers from different areas within a
company who are assigned to work on a
variety of problems. Members are
selected based on their expertise and
ability to make a unique and meaningful
contribution.
Multifunctional Teams - have been
crossed-trained so that each person is
able to perform the duties of all the
other team members.
Each of the previous teams could
perform as a self-directed team. It is
an empowered team that makes
decisions independently of management.
A self-directed team is given full
responsibility for carrying out its
assignment. The members of the team
must set work-related goals and
objectives. They identify priorities, set
budgets, develop work plans, and solve
problems. Self-directed teams evaluate
their own progress and often hire, train,
and evaluate their team members.
Stages of Teams
Storyteller/Gossiper
Tells irrelevant stories or anecdotes that distract the team.
Recognition Seeker
Calls attention to his or her achievements. Steals attention from other
members and from the task. However, sometimes his/her behavior reminds others
that individuals need to be recognized. If each member gets attention for time to time,
motivation may be increased.
Dominator
Monopolizes team interaction. Asserts authority or superiority through
manipulation techniques.
Withdrawer
Backs down when anyone challenges his or her views. Submits ideas
tentatively regardless of quality.
Negativist/Protester
Takes pride in pointing out the weakness of any idea. Consistently disagrees and
opposes. Sometimes his/her arguments block the group’s harmony and its ability to
complete its task.
Comic
Acts to relieve tension. Can find humor and take the drudgery out of work. At times,
may get the team off –task, and detract from its focus.
Five Ways to Inhibit Destructive Roles
Avoid Encouragement of the Role
• Team Members often encourage a destructive role by laughing at a storyteller’s
story, paying attention to a Dominator and allowing Negativism to monopolize
the discussion.
• By taking away the encouragement of destructive roles a team can more easily get back on
task.
Focus on the task
• A member can direct the team by saying something like, “We need to try and get this
done.”
Ask yourself, ”What am I doing to support the destructive role?”
• Beginning judgment may cause the Withdrawer or Negativist roles to emerge.
• Avoidance of the task on the part of the team may cause the Storyteller/Gossiper
role to emerge.
• Noninvolvement or apathy on your part may allow the Dominator role to emerge.
• By changing the dynamics of the situation, and by getting more involved in a
constructive way, you may be able to prevent the adoption of destructive roles.
Use Humor
• Destructive roles can cause friction on a team.
• Use humor to relieve tension and to change the course of the discussion back to the
task.
Adopt a Constructive Role
• Generally, by adopting a constructive manner, you can effectively counteract any
of the destructive roles.
Complete Worksheet –
Examining Team Roles
Problem Solving
What is a Problem?
• A problem exists when there is a difference between
reality (what you have) and expectation (what you
want)
• Problem solving is the process of making an
expectation a reality
– Employers are finding that many benefits occur when
workers are given more responsibility for solving work
problems.
– Employers expect their workers to be qble to solve problems
– Without problem –solving ability, workers are not effective
in the workplace
Problem Solving Steps