The Chinese word "team"
The "mouth", "only" a group of people, "ear" to hear "man" composed.
The organization does not listen to talk about gangs, very impulsive "fire" a group of people.
Team (Team) is a community composed of employees and management, it is a reasonable use of the knowledge and skills of each member to work together to solve problems and achieve common goals. Groups of components summed 5P, namely the target person, location, permissions, plan. Teams and groups have some fundamental differences, the group can transition to the team. The purpose of the team is generally based on the presence and size of the ownership of the team will be divided into three types: problem-solving teams, self-managed teams, functional teams.
First, the definition of team
How many textbooks there are many kinds of explanations about the team, where the team is defined as: a community team is composed of employees and management, the Community rational use of the knowledge and skills of each member to work together to solve problems and achieve common goals.
Management expert Robbins said: Team is made up of two or more than two, interaction, interdependence of individuals for specific goals together according to certain rules of the organization.
Second, groups of components
Team has several important components, summarized as 5 P
1. Target (Purpose)
The team should have an established goal for team members navigation, know where to go, no goal of this team is no existence value.
There is a little knowledge of the nature of insects like to eat clover (also called Rooster leaves), the insects are eating foods when droves, first lying on the second body, lying in second The third body, led by the one insect to find food, these insects are connected as a one of the train cars. Management scientist doing an experiment, as these insects like train cars together to form a circle, and then put them like to eat clover in a circle. They climb the results can not eat the grass exhausted. This example illustrates the loss of goals in the team, the team members do not know where to go on, the final result may be starving to death, the team may have to discount the value of existence. The team's goal must be consistent with the organization's goals, in addition to the goals can be divided into small target specific body assigned to individual team members, we work together to achieve this common goal. Meanwhile, the target should also be effective dissemination to the public, so that team members are aware of these goals both inside and outside, and sometimes can even target attached to the desk team members, conference room, to inspire all people to go to work this goal.
2. Person (People)
People constitute the core strength team. 3 (including 3) one or more groups can be formed.
Goal is achieved by specific personnel, personnel of the team so I chose a very important part. In a team might need someone to come up with ideas, it was a plan, it was implemented, it was coordinated to work together with different people, there are people working as a team to monitor the progress of the final evaluation of the contribution of the team. Different people come together to complete the team by division goals in personnel _select_ion to consider how a person's ability, skills are complementary, how experienced personnel.
3. Team positioning (Place)
Positioning the team included two meanings:
Positioning △ team, the team is in what position in the enterprise, who is a member of the team choices and decisions, the team who is responsible for the final deal with the team in what way motivate subordinates?
△ positioning of the individual, as a member of the team, what role? Was _set_ plan or specific implementation or evaluation?
4. Permissions (Power)
Among the leaders of the right size of the team with the relevant stage of development team, in general, more mature team leader of the right to have a corresponding smaller leadership team in the early stages of development is relatively concentrated.
Two aspects of the relationship between the team permission:
(1) The entire team has the right to decide what kind of organization? Let's say the right financial decisions, personnel decisions, the information decision.
Basic characteristics (2) organization. For example, how much the size of the organization, the number of teams is more than adequate, the organization for authorized team how much, what type of business it is.
5 Plan (Plan)
Planned two-level meanings:
(1) the realization of the ultimate goal, requires a series of specific programs of action, can be understood as a specific work plan objectives of the program.
(2) can be planned in advance to ensure the smooth progress of the team. Only in the plan will operate under the team step by step closer to the goal, and ultimately achieve their goals.
Second, the difference between teams and groups
The concept groups:
Interactions and interdependencies of two or more individuals, in order to achieve certain goals together. Group members share information, make decisions to help each member to better assume their responsibilities.
Differences between teams and groups
Teams and groups are often easily confused, but there is a fundamental difference between them, a summary of six:
(1) in terms of leadership. As a group should have a clear leader; team may not be the same, especially in the mature stage of the development team members to share decision-making power.
(2) goals. Target groups must be consistent with the organization, but the team, in addition to this, you can also generate their own goals.
(3) collaboration. Collaborative groups and teams is the most fundamental difference between collaborative groups may be moderate, sometimes members also some negative, some opposition;, but the team is a concerted effort atmosphere.
(4) responsibility. Community leaders to bear a great responsibility, and the team leader is responsible for, in addition to outside, every member of the team is also responsible for, or even to interact together and jointly responsible.
(5) skills. Skills of group members may be different, it may be the same, and the skills of the team members are complementary, the different knowledge, skills and experience combined, form a complementary role to achieve the effective combination of the whole team.
(6) outcome. Performance group is the sum of each individual's performance and the team's results or performance is by everyone working together to complete the product.
Examples of groups and teams to distinguish
(1) Examples
The following four types, which are groups? What is a team?
△ Dragon Boat Team
△ tours
△ football team
△ waiting passengers
In fact, the dragon boat team and football team is a team in the true sense; while the tour is composed of people from all over the world, it's just a group; passenger waiting room can only be a group.
(2) Examples
NBA at the end of each season the team should be composed of a star, a basketball team from each of the different players in the composition of the team, with the winning team tournament, this team is the star of the team or group, or other organization?
Star team is a team or group, there is some controversy. Here the view is: Star team, at least not in the true sense of the team can only be said to be a potential team, because the most crucial point is that collaboration among members was not as skilled, have not formed an integral force, of course, From the personal skills Star team for personal skills may be higher. So think of it as a potential team was also called pseudo-foreign team.
Groups to transition team
From the group of developing a process to real team, take some time to hone. This process is divided into the following phases:
Figure 3-1 transition groups to team
The first phase, the group developed the so-called pseudo-team, which is what we call a false team.
The second phase, from the fake team development potential of the team, then the team already has a prototype.
The third stage, the potential of the team developing a real team, and it has some of the basic characteristics of the team. Real team from the high performance team is still relatively distant.
Team Type
The purpose of the team based on the presence and size of the ownership of the team can be divided into three types.
◇ problem-solving team
◇ self-managed teams
◇ functional teams
Problem-solving team
Core point problem-solving team is to improve production quality, increase productivity, improve business work environment. In such team members on how to change procedures and working methods of mutual exchange, put forward some suggestions. Member of little practical right to take action on the recommendation.
[Example]
80 years of the most popular problem-solving team is quality circles, look at its structure.
Figure 3-2 Quality Circle
Quality circle divided into six units, or six parts.
First, to find what are the problems of quality, then choose some of the many problems that must be solved immediately, and then assess the problem - if you do not solve what may bring loss level to this problem is still the heavyweight Lightweight? fourth part is the recommended solution to solve the problem of what way to take better? Fifth Assessment Programme, look feasible feasible, how much it costs to spend. The last part is the final decision whether to implement.
Figure 3-3 team problem-solving
Quality circles usually by the 5-12 staff members, they meet a few hours a week, focuses on how to improve the quality, they can question the traditional procedures and methods. Confirm the quality circle in this part of the problem is to eventually implemented by management, members of the team has no authority to determine where the problem lies, only comments. The second to fourth part is operated by members of the quality circle, the last two members of the management part of the need to seize and quality circles.
In this 6 part of the right which is actually decompose, not all members of the quality team has six power or ability to complete this task.
Self-managed teams
Quality circles on the quality of the performance of the enterprise works, but team members to participate in decision-making was not very motivated, companies always want to establish an independent, self-managed teams - Self-managed teams.
Self-managed teams Figure 3-4
[Example]
Texas FAW company since the implementation of self-managed teams and won the State Quality Award. America's largest financial and insurance institutions will interact Ruth Catholics, because the implementation of self-managing teams attrition by 15% in four years time, while business volume increased by 50%, the main reason is to improve employee satisfaction, the implementation of the Self-managed teams. McDonald's _set_ up an energy management team members from different departments of the chain, how to reduce their own energy issues identified Fang Ning, this part of the enterprise to solve the cost control is very helpful. Energy management team put all the power switches with different colors of red, blue, yellow, etc. marked, red is the shop when opening and closing the shop when closed; Blue is the time after opening the shop until finally closing off. With this color point system they can determine what is the most time switch to save energy, while meeting the needs of customers. This energy is actually a self-managed team-oriented team that can really play a role in reducing operational costs.
However, the implementation of self-managed team does not always have a positive effect, although sometimes with employee satisfaction while enhancing decentralization, but absenteeism, turnover is also increasing. So first look at how the business is currently maturity, sense of how the staff, and then again to determine the trend of the development of self-managing teams and repercussions.
Multi-functional team
Figure 3-5 multifunctional team
Multi-functional team is composed of employees from different areas of the same level of composition, the exchange of information among members, to stimulate new ideas, solve some of the problems faced.
60s will love 尔诺威 360 class developed a fruitful feedback system, which is used in a large-scale task tackling team members from various departments of the company. As the team members the knowledge, experience, background and perspective is not the same, plus a variety of complex tasks, and therefore the implementation of such a team, to establish effective cooperation requires quite a long time, and requires team members to have a high sense of cooperation and personal qualities.
[Example]
McDonald's has a crisis management team, responsibility is to deal with a major crisis, the number of senior officers from McDonald's Operations, Training, Purchasing Department, Government Relations Department and other departments, all of whom usually accepted in joint training on crisis management, even When the crisis hit simulate how rapid response, such as billboards were blown down, injured a pedestrian, then how to deal with? several staff consider whether the person was injured to the hospital, how to answer the news media interviews, when When asked how to deal with family members or questioned? others to consider is how to be responsible for the injured, who is out of the insurance, how to determine the insurance? All of these require team members to make rapid action in the face of complex problems and perform Some specialized treatment.
Although this crisis management team of the year exactly how much time that can use still a problem, but for multinational companies is the idea that Japan, military forces while, because once a problem is not a small problem. In the face of crisis, if made fast and professional response to the crisis will become life, the problem will be resolved, but also to the customers and the people around you to stay very professional impression.
What is the difference between the team and the organization?
Any group together, can be called a community, tours, watch a football match crowd, a group of people in the same unit of work, in a classroom students in the class, go to work in the same hospital medical staff, but to become " team "must have the following conditions:
1 have a common desire and goal
2. Relationship harmony, interdependence
3 with common norms and methods
The same tour, ably guided the team can become established, incompetent guides may cause you angry. For example, to a certain location, some people want more photography, see more, some people feel bored and want to hurry up and go, this is the desire and goal difference, the time has come to get on the train, some people still overdue, causing other dissatisfied, tour guides not promptly treated, it will destroy the harmonious relationship, as to the location of the car after the arrangement, there is no reasonable rotation, so that some poor people are always sitting position, in the end, simply whoever the car, they accounted for a good location, the former personal and complain, this is his position, which is a result of paradox because of the lack of common standards and methods. So team building effort, not only for the formal workplace, daily life, if you can take advantage of this effort, but also to solve the problems and disputes and promoting cooperation and relations, increase efficiency and achieve common goals.
Team building basic steps are:
1 Assessment Team Status
2 to take countermeasures
3 observations
4 to take further countermeasures
What is the current status of the first team? This is called "Team maturity", depending on the maturity, to use different strategies, maturity can be divided into four stages, each stage characterized by the following description, objectives and priorities and response management at this stage.
1 formation period: from the idea stage to rationalize the chaos
Feature
Team members from the different motivations, needs and characteristics of persons, the lack of a common goal at this stage, the relationship between them has not yet been established, lack of understanding and trust between people, is still in the running among the whole team has not established specification, or not yet formed a common vision for the rules, then the contradictions are many, many internal friction, consistency rarely spend a lot of effort, does not produce results.
Target
Immediately grasp the team members to make the situation quickly, reducing the risk of instability, to ensure things proceed.
This phase of the leadership style to take control type, not laissez-faire, the target established by the leader (but reasonable), with a clear idea of the purpose of directly informed, so that members themselves can not imagine or guess, or easy-aliasing. Relations to emphasize mutual support, mutual help, the relationship between people in this period is not yet stable, and therefore can not be too frank, (such as the young man came to the company's leadership and asked him, what are your views are not? His best answer I still need to learn more, please leadership more guidance, if he really pointed out the shortcomings and problems seriously, even if it is real, might not get the recognition and identification), this period should quickly establish the necessary standards, does not require perfection, but need to be able to allow the team to enter the track as soon as possible, then not too much too cumbersome regulations, otherwise difficult to understand, will lead to stumbling stumbling hand.
2 aggregation period: start generating consensus and active participation stage
Feature
After a period of time, the team members get to know the organization's goals and ideas of leaders, but also with each other via the familiar and generate tacit rules for the organization gradually understood that matters violations decreased. Then the normal daily business operations, especially the leader does not have to worry about, but also to maintain a certain degree of productivity. But the organization's heavy dependence on the leader, the main decision-making and problem and needs to be the leader's instructions, the leader in general is very hard, if other busy, is likely to delay the progress of the decision.
Target
The _select_ion of the core members, the core members build capacity and establish a broader mandate and a clearer division of responsibilities.
Method
The focus of this period was the leader in the understanding of the situation may be, for the more short-term goals with daily affairs, to authorize direct subordinates, as long as the regular inspection and maintenance of the necessary supervision. Within the acceptable range of members, well-intentioned proposals, if there is new staff to enter, it must integrate into the team as soon as possible, members can participate in the decision-making part of the specification. But gradually authorization process, while maintaining control should not put too much at once, or when the power would lead to recovery of morale, with this period of training is a very important thing.
3 intensification of: Team members can openly express opinions different stages
Feature
With the leader of efforts to establish an open atmosphere, allowing members to put forward different opinions and views, even encourage constructive conflict transformation goals for team members to develop a shared vision by the leaders, team relationships from distance, graciously becomes mutual trust, sincerity and governed by external constraints, become inherent commitment to become one of the team members during this period, the team is willing to sacrifice, wisdom and creative juices flowing.
Target
Establish the vision, the formation of the team autonomy, to reconcile the differences, the use of creativity.
Method
Then the leader must create an environment to participate in and lead by example, to allow differences between different sounds, while there will be initial confusion, many leaders fear chaos again be controlled, can lead to undesirable consequences, can make use of The Fifth Discipline The establishment of a common vision and team learning martial arts, can effectively pull through this period if the transition is successful, is the key to long-term development of the organization.
4 harvest period: sweet tasting fruit stage
Feature
Past efforts by the organization to form a strong team, everyone has a strong sense of unity, organization outbreak of unprecedented potential to create extraordinary results, and at a reasonable cost, highly satisfied customers.
Target
Maintain the momentum of growth, prevent aging.
Method
Applying systems thinking, global overview and keep a sense of crisis, continuous learning, continue to grow.
Management and development team
1) Target:
According to the classification goal: long, medium and short-term goals, _set_ their current and future goals.
Future goals may be: In five years later became manager in charge; 10 years later, opened a company and so on.
The current goal can be: to improve their communication skills; improve their leadership skills; ability to motivate members; competency training and development of staff; establish an active and open team atmosphere, build self-confidence. Smart goal _set_ting according to the principles.
2), the current level of competence:
You can test this by Chapter 2 units of various capacities, draw their current ability level. You can also analyze your current situation through SWOT analysis.
3), action steps:
By reflect on their own behavior, to choose the right way to improve their ability; through effective learning and achieve their goals through a variety of learning styles. Reference Kolb learning cycle described in this unit.
4) Schedule:
_Set_ting goals, the completion date, or the timing of the various stages.
5) Rate:
The actual realization of the target compared with the target they _set_ for themselves, and make analysis and assessment.
Identify their strengths and weaknesses, learn from experience.
6), and rearranging summary:
Accomplish their goals heralds the beginning of a new goal, a goal to develop the former summarizes complete experience, develop new goals. |