The Team Effectiveness Critique

Topics: Problem solving, Decision making, Problem Pages: 6 (1642 words) Published: November 23, 2010

Mark Alexander

Most groups exist and persist because (a) the purpose of the group cannot be accomplished by individuals working on their own, and (b) certain needs of individual members can be satisfied by belonging to the group. Of course, the mere existence of a group does not ensure that it will operate effectively; a group is effective only to the degree to which it is able to use its individual and collective resources. The measure of the group’s effectiveness is its ability to achieve its objectives and satisfy the needs of the individuals in the group.

An organization is a collection of groups. The success of an organization depends on the ability of the groups within it to work together to attain commonly held objectives. Because organizations are becoming increasingly more complex, their leaders must be concerned with developing more cohesive and cooperative relationships between individuals and groups. Similarly, the development of effective groups or teams within the organization will determine, to a large extent, the ability of the organization to attain its goals.


Team development is based on the assumption that any group is able to work more effectively if its members are prepared to confront questions such as: How can this collection of individuals work together more effectively as a team? How can we better use the resources we represent? How can we communicate with one another more effectively to make better decisions? What is impeding our performance?

The answers to these questions may be found by examining the factors that lead to team development and effectiveness. These factors can be measured, or inventoried, by team members with the use of the Team Effectiveness Critique. Before the critique form is administered, however, all team members should understand the terminology used to describe the nine factors. The following descriptions can be presented in a lecturette format to the team members prior to completion of the critique.

1. Shared Goals and Objectives
In order for a team to operate effectively, it must have stated goals and objectives. These goals are not a simple understanding of the immediate task, but an overall understanding of the role of the group in the total organization, its responsibilities, and the things the team wants to accomplish. In addition, the members of the team must be committed to the goals. Such commitment comes from involving all team members in defining the goals and relating the goals to specific problems that are relevant to team members. The time spent on goal definition in the initial stages of a team’s life results in less time needed later to resolve problems and misunderstandings.

Utilization of Resources
The ultimate purpose of a team is to do things effectively. In order to accomplish this, the team must use effectively all the resources at its disposal. This means establishing an environment that allows individual resources to be used. Team effectiveness is enhanced when every member has the opportunity to contribute and when all opinions are heard and considered. It is the team’s responsibility to create an atmosphere in which individuals can state their opinions without fear of ridicule or reprisal. It is each individual’s responsibility to contribute information and ideas and to be prepared to support them with rational arguments. Maximum utilization of team members requires full participation and self-regulation.

Trust and Conflict Resolution
In any team situation, disagreement is likely to occur. The ability to openly recognize conflict and seek to resolve it through discussion is critical to the team’s success. People do not automatically work well together just because they happen to belong to the same work group or share the same job function. For a team to become effective, it must deal with the emotional...
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