Small units can often work well dramatically. Here opinion surveys on the management seems to be a positive signal, survey shows that managers should pay attention to the future, the team ranked first. Increasingly clear that business and public services are devoted to discussion and meeting more and more time. In this case, the more need to team work and other group activities to improve efficiency. The theme of my previous two books in the "management team: why they succeed or fail" (Manasement Teams: WHy They Succeed or Fail) and the subsequent "work in team role" (Team Roles at Work) have been washed be discussed. Other authors have also noted this problem, for example, Katzenbach (Katzenbatch) of the "team intelligence" (The Wisdom Of Teams). Team consists of two parts - the team and work. However, this term more and emphasize group rather than work. Here, I admit that this is my fault.
This book attempts to remedy this shortcoming, the emphasis put on the work to be completed. How does communication work? How to influence the nature of work is conducive to the completion of the social arrangements?
In small teams, or is more specific to work very closely with two people, more focus is now on the personal relationship to their work, rather than the work itself, because, they complete the work efficiency and They are closely related to each other how to get along. This is a simple situation. The simple things can be a good starting point. So, from my early start of the study seems to be sensible, I would like to put forward a hypothesis as concise as possible, that the factors affecting team function of the main findings.
After a long study of the role of the basic points the team was revealed. At Henley Management College (Henley Management College) and Cambridge Research Department of Industrial Training (Industria1 Training Research Unit) in collaboration of the test results come out before, I think that does not exist in any team role theory. The initial experiments on the practical significance of more than theoretical. Some urgent issues to be raised out. According to the principle of a number of similar composition, with the same mission of the team, why not make some team performance than the other team is better? The answer is like a school together form a "syndicate", so that it can help people make better use of learning opportunities.
Experimental conditions so that syndicate members are preparing a series of psychological tests. On this basis, various combinations of these people by race in a management game try to establish communication. The result of collective efforts of the financial data can be expressed. So why the operation of a company more efficient than other companies, need to specify the trained observers to explain the company's relative success or failure. Observers operation of a system analysis contribute. Each member's contribution not only to measure the contribution of the type, but also to measure the size of each type of contribution. Observers would like to add a high-quality reports, analysis on the most important factor in team performance.
Collection and analysis of these materials, the development of the final draw several assumptions, these assumptions predict the final to become the reference element. In accordance with the projected financial performance, when practice starts on Monday, descending in a row the company, once known as the President elected by the team, the league tables sealed envelope, sent to the practice of the Secretariat of custody. The envelope should be opened at the end of Friday practice, and compared with the final result.
Forecast is sometimes successful, this proves that we caught some extent the characteristics of effective teams. The main basis for these predictions based on mode of contributions, as long as the individual team members fully understand the situation, we can estimate the characteristics of a dynamic team. People to contribute to the completion of the work team when only a limited number of ways, this is the content are indicated. Basic contributions include: coordinating the efforts of the team, clear direction, create new ideas, development resources, assessment of choice, organization, detailed work, support and professional services to others. These types of contributions are the ultimate providers: coordinators, designers, gardeners, resource investigator, senior evaluator, executors, computer experts, team workers and other experts. Each team member can contribute to a particular team role model to describe. Between people in very different team role models. However, can be observed is that a person is very strong in a role, it is usually weak in another role. Therefore, the most important thing is who and who to partner with complementary people to combine the performance of the work has proved far more similar in their competition more effective.
Team Role theory has now become an essential part of management education, and industry to generate good results, especially in R & D team (R & D team) the formation and management, the project team (Project team) and the general management team (management team), the results are obvious. However, several academic institutions published an article on this theory or method that the suspicion that it can be used for general team roles. Later, the University of Strathclyde (the University of Strathclyde) Terry Department of Psychology, Hunter (Terri Hunter) completed a more extensive study, analysis of team role theory's validity and credibility. She writes:
Who were observed through the use of video throughout the various organizations within the United Kingdom real team, team roles and patterns of theories have been confirmed. Groups to complete a commercial video game play. Personal video with the completion of a series of acts in scores, these acts from Belbin learn to describe the characteristics and roles of different teams. The team name of each person to complete the two organizations OPQ and 16PFS good personal measurement standards, draw their team roles. Using these three methods in one, each person can come in three different team roles. Two survey teams from the role and behavior of individuals observed the Department has a strong correlation.
Hunter also see the team role theory is an important issue. She found strong evidence to support this hypothesis, a team in his role of team members have more (that is, a more balanced team), the more the team will be successful.
Even without further scientific support and effective teamwork has been rooted in the basic courses. Hunter analysis of 109 trainees in the UK, she found that most trainees believe that Belbin's concept of practical value, more than half reported that it was used by their organizations but - a team role model. In my own book "Management Teams: why they succeed or fail", including a self-report, no doubt contributed to the spread of this idea. Since the reports are becoming increasingly common in the training course. However, it has a drawback that it is a cycle in nature. It is no doubt recognized, output and their pay is the same. Excessive reliance on self-reports, to measure individual team role as the only way to start a lot of problems. Although in many cases, their reports by their own views with others line, but in some cases, there is a big gap between the two. It is also not realize the significance of this gap. The field staff to implement adjustment strategies. However, before adjustment, need to take some technical steps. This book has developed a method of assessment leads to the observer. This assessment may be linked to self-report data, which can measure the degree of agreement between the two. At this stage because manual tabulation of data from the traditional pen and paper, work very hard, so that testing is no longer able to meet the needs of the situation. Computerization of various input data makes it possible to process large amounts of information and the necessary calculation.
A new survey methodology is now possible. Survey in the workplace, efficiency higher than the average person, their self-reported and observer of the situation resulting in remarkable agreement. On the other hand, when the two sets of information separate, the two sets of conditions is in fact inconsistent with the work of the people can not adapt, that is, those who were less efficient than average. Expressed in everyday terms, this means that those who can own reality show by the people, and those who hide their true situation, or can not correctly understand their own people than their social and working relationships has more advantages. "I think they have creative" - "I do not think his creativity is extremely low. ")
However, the situation of self-reported discrepancies with the views of others does not mean that this person is poor, but that it did not truly reflect the individual's strength. We often encounter this situation, a person in a particular field has a good reputation, which is in line with his own report, but his colleagues did not think so. Here's the problem usually lies in the failure of a person difficult to accurately declare his own. Some very modest man who belongs to this type. They seldom say their claims, and therefore can not let other people know themselves, so it is easy to feel that working with them difficult.
All these examples confirm that, to learn and understand how others view their role in the team is really good for. If the difference between the two too, it should make some adjustments. This study had a focus: Through the use of their language and behavior of others as much as possible to the real situation and their own line of information.
Another important gain is found to have the difficult job of a strategic adjustment. If a person in leadership position, and this team the most suitable for the role of another, competition is a good idea? Efficiency if a team with or without the center, this is clearly not a good idea. On the contrary, those familiar with the team theory of the role of the team were encouraged to sacrifice. They prefer to act as sub-point role. Such action should have a self-discipline, commitment results in a short time.
1 but it will not last long. Once this change delayed, or in the process did not give the parties sentimental side, there will be tension. This desirable behavior ultimately superficial, or explicit pressure will be the team to pay the expense of the role of price.
Reports of the team role theory began to spread, more and more people to test its value in practice. When we think there can be no further discovered, this situation was finally formed. Then there have been some strange things on the surface seem contradictory. With this theory the stability that it has won more acceptance, but the experiment has begun to lose its previous forecast sensitivity.
We began to wonder whether the former is more successful prediction by chance, even if our statistical analysis showed that this is impossible. Then the interpretation of this phenomenon began to appear. Participating companies to carry out management to try and see what their reaction to this theory, see their personal data are going to react, respond differently to different companies, and now they have to understand this theory. Some companies are no longer participating attention to these data, the test pressure, that their time be better spent on their tasks directly on the face. In contrast, other companies may use such information as the information, even if they occasionally take their chance pessimistic. No matter what they view, the company will use the information to adjust their behavior in order to increase their success rate.
Our conclusion is that human behavior is based on the possibility at some point, not hard and fast determination of model uncertainty.浜轰滑涓嶄竴瀹氫互鏌愮鐗瑰畾鐨勬柟寮忚浜嬶紝鍥犱负浠栦滑鎯虫?涔堝仛灏辨?涔堝仛锛岃繖鏄粬浠殑鑷敱銆傚鏋滀粬浠?鎷ユ湁鑳藉府鍔╀粬浠?鐨勪俊鎭紝浠栦粈1灏嗚浣胯嚜宸辩殑鑷敱銆傚洟闃熻鑹茬殑鐞嗚瀹為檯涓婃垚浜嗕竴绉嶅摬瀛︼紝浣嗙敱浜庤繖绉嶅摬瀛︿负浜轰滑涓?捣宸ヤ綔鎻愪緵浜嗕究鍒╋紝鎵?互娴佽寮?潵銆?br />
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