Search results “Managing groups and teams”
Management | Organizational Behaviour | Groups and Teams Part 1 - Introduction to Groups
Management Course - BBA, MBA Organisational Behavior: Group | Features of a Group | Factors Affecting Group Behaviour: Definition 00:00:42 - 00:01:32 Two or more interacting individuals who share a common identity Features of a Group 00:01:33 - 00:02:59 *Two or more persons *Collective Identity *Interactions *Shared Goal Interest Factors Affecting Group Behaviour 00:03:00 - 00:03:46 *Group Member Resources *Group Structure *Group Processes Group Size 00:03:47 - 00:04:20 The size of group is limited by the possibilites of mutual interaction and mutual awareness Group Member Roles 00:04:21 - 00:05:55 -Role overload -Role conflict -Role ambiguity Norms 00:05:56 - 00:06:57 *Norms are more encompassing than roles *Ostracism: Rejection by other group members How norms are developed? 00:06:58 - 00:08:45 *Explicit statements by supervisors or co-workers *Critical events *Primacy *Carryover behaviours from past situations Why norms are enforced? 00:08:46 - 00:09:43 *Help the group or organization survive *Clarify behavioral expectations *Help individuals avoid embarrassing situations *Clarify the groups central values Group Cohesiveness 00:09:44 - 00:10:51 *Cohesiveness refers to the bonding of group members or unity, feelings of attraction for each other and desire to remain part of the group Groupthink 00:10:52 - 00:11:16 *Occurs when members of a group exert pressure on each other to come to a consensus in decision making Group Processes *Decision making by a group is superior *It generates more information and knowledge *It generates diverse alternatives *Increase acceptance of a solution and increases legitimacy Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behavior; All Rights Reserved.
Views: 17643 Edupedia World
Teams versus Groups
Have you ever wondered if you are leading a team or a group? Watch this video and learn the definitions and characteristics that distinguish the two.
Views: 94586 Lisa Buchanan
Teams vs Groups | Organisational Behavior | MeanThat
Do you like this video? Check out my latest course and get 20% off unlimited learning on Curious! https://curious.com/meanthat/series/research-methods-for-business-students?coupon=curiousteacher20&ref=XGkNhZBeCsU
Views: 17293 MeanThat
Lindred Greer: Managing Conflict in Teams
Stanford Graduate School of Business Professor Lindred Greer gives tips for managing conflicts, which left unchecked, can go viral, hurt productivity, and create employee turnover. Read how to manage conflicts from spreading: https://www.gsb.stanford.edu/insights/lindred-greer-how-conflict-goes-viral Learn more about Lindred Greer's research: https://www.gsb.stanford.edu/faculty-research/faculty/lindred-leura-greer
How to turn a group of strangers into a team | Amy Edmondson
Business school professor Amy Edmondson studies "teaming," where people come together quickly (and often temporarily) to solve new, urgent or unusual problems. Recalling stories of teamwork on the fly, such as the incredible rescue of 33 miners trapped half a mile underground in Chile in 2010, Edmondson shares the elements needed to turn a group of strangers into a quick-thinking team that can nimbly respond to challenges. Check out more TED Talks: http://www.ted.com The TED Talks channel features the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and more. Follow TED on Twitter: http://www.twitter.com/TEDTalks Like TED on Facebook: https://www.facebook.com/TED Subscribe to our channel: https://www.youtube.com/TED
Views: 98716 TED
Management | Organizational Behaviour | Groups and Teams Part 2 - Types of Groups
Organisational Behavior: Management: Group | Why People Join Group? | Types of Groups: Why do People Form and Join Groups? 00:00:25 - 00:04:03 *Safety and Security Needs *Relatedness or Belongingness Needs *Esteem Needs *Power *Identity Types of Groups 00:04:04 i) Primary & Secondary Group ii) Membership & Reference Groups iii) Command &Task Groups iv) In-groups & Out- groups v) Formal & Informal Groups vi) Cliques -Vertical Clique -Horizontal Cliques -Mixed Cliques vii) Sub- cliques viii) Isolates -The Apathetic Group -The Erratic Group -The Strategic Group -Conservative Group Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behavior; All Rights Reserved.
Views: 7279 Edupedia World
Solution Tree: Rick DuFour on Groups vs. Teams
Visit us at http://www.solution-tree.com Richard DuFour highlights the difference between a group and a team, using Tiger Woods and Michael Jordan as examples of members of respective groups and teams. He explains the how collaboration is essential for highly functioning teams. http://solution-tree.com
Views: 147277 Solution Tree
Organisational Theory Lecture 4 - Motivation Part 1 / Groups and Teams
Coventry University 1st year Undergraduate Module in Organisational Theory and Application "Organising for Business". Lecture 4 - introduction to Motivation and Decision Making; Groups and Teams. Lecturer: Andrew Castle, Strategy and Applied Management, Business School
Views: 1207 Andrew Castle
Understanding Group Dynamics
Understanding Group Dynamics You're the leader of your organization. Really, you are the leader of a small group. All groups have dynamics. Group dynamics are the interactions between group members and how your group interacts with other groups. Today we'll explore this interaction known as Group Dynamics.
Management | Organizational Behaviour | Groups and Teams Part 3 - Group and Team Development
Management Course - BBA, MBA Organisational Behavior Group | Team Development Part 3 Introduction 00:00:10 - 00:02:34 Tuckmans Group Development Stages 00:02:35 - 00:02:47 *Forming *Storming *Norming *Performing *Adjourning Stage 1 : Forming 00:02:48 - 00:03:42 *During this ''Ice-Breaking'' Stage , group members tend to be uncertain and anxious about such things as their roles who is in charge and the group's goals Stage 2 : Storming 00:03:43 - 00:04:16 *This is a time of testing, individuals test the leader's policies and assumptions as they try to determine how they fit into the power structure. Stage 3 : Norming 00:04:17 - 00:05:49 *Groups that make it through stage 2 generally do so because a respected member, other than the leader, challenges the group to resolve its power struggles so something can be accomplished Stage 4 : Performing 00:05:50 - 00:06:29 *Activity during this vital stage is focused on solving task problems. Stage 5 : Adjourning 00:06:30 - 00:07:18 The work is done.It is time to move on to other things High Performing Team with Tuckman's Model 00:07:19 Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behavior; All Rights Reserved.
Views: 898 Edupedia World
How to keep your team motivated
Simple tools can increase the engagement of your team, increase productivity and avoid the ‘slacker effect.’ Professor Leigh Thompson offers four game changing tips to motivate your team and produce better results. Kellogg School on Twitter: https://twitter.com/KelloggSchool Kellogg Executive Education on Twitter: https://twitter.com/KelloggExecEd Learn more about our programs: https://kellogg.northwestern.edu/programs/all-programs.aspx Learn more about our Executive Education programs: https://kellogg.northwestern.edu/execed.aspx
How to Better Manage Groups and Teams for Your Church or Ministry
Do the various groups and volunteer teams in your church or ministry run smooth, communicate well and have all the right tools for success? What do you do when each group has its own activities and events to manage, and you want to be able to provide them all with the best tools suited to their specific needs? During this one-hour webinar, we will explore: • Tips and tools for better managing volunteers, ministry groups and committees • Communication tools for volunteers and group leaders • How using any software that manages groups and teams can strengthen the effectiveness of managing your groups • Best practices for managing groups, volunteers and teams
Views: 66 Aplos
The Difference Between a Group and a Team
What is the Difference between a Goup and a Team of Employees? The Secret Sauce Revealed What is the difference between a group and a team of employees? I ask this question during our training programs on leadership and team development. The most common answer is that a team of people have a common goal. While this is certainly an important aspect of mobilizing a team, a group of people can also have a common goal..... Read full article here: http://www.optimusperformance.ca/between-a-group-and-a-team/ Links Stephen Goldberg Google + profile https://plus.google.com/u/1/+OptimusPerformance Google Business page https://goo.gl/hs3JpF Google Plus page https://goo.gl/dK4Fl5 YouTube channel https://goo.gl/da2F45 Wordpress blog Optimus http://goo.gl/eUS2fp Twitter Stephen Goldberg https://goo.gl/HGFUiY Find solutions to problems in leading, managing and working with people in the workplace. Tap into your unlimited potential to become the leader, manager and team member that you envision. Stephen Goldberg of Optimus Performance guides you with practical tips and ideas on leadership, team development, and personal performance in the workplace. Improving the performance and productivity of employees has a direct and positive impact on business results. Optimus Performance delivers programs, tools and services that enable people to tap into their unlimited potential and work smarter. Our products and services are customized for each organization to address specific leadership, management and employee development needs.
Views: 2151 Stephen Goldberg
Team-building Bootcamp: Managing Groups and Teams course
The first course that MBA students take introduces them to the challenges and rewards of learning how to form, manage, and participate in teams. Sometimes, it can seem like a trial by fire.
Chapter 13 Groups and Teams
Groups and Teams
Views: 657 Roland Martin
Conflict Resolution Training: How To Manage Team Conflict In Under 6 Minutes!
In this video, you'll learn how provoking team conflicts can actually result in a better outcome. Try our Award-Winning PM Software for free: https://www.projectmanager.com/?utm_source=youtube.com&utm_medium=social&utm_campaign=ConflictResolutionTrainingHowToManageTeamConflictInUnder6Minutes! In this short conflict management training video, you'll see why team conflict training aka conflict resolution management is one leadership skill every project manager should definitely have! Ironically, team conflict can be both constructive or destructive. The trick is "knowing" when to fuel conflict and when not to. Once you've watched "Conflict Resolution Training: How To Manage Team Conflict In Under 6 Minutes!" claim your free 30-day trial of ProjectManager.com below: https://www.projectmanager.com/?utm_source=youtube.com&utm_medium=social&utm_campaign=ConflictResolutionTrainingHowToManageTeamConflictInUnder6Minutes! Subscribe to our YouTube Channel here: https://www.youtube.com/user/projectmanagervideos Want to see another great video on team conflict resolution? Check out "How To Resolve Conflict - Project Management" by clicking the link below: https://www.youtube.com/watch?v=ls64NhYeJCY
12.5 Leadership/Teamworking Groups & Teams
This video is about making a project team from a group. Leadership For project management simulations specifically aimed at students of project management, visit www.ablesim.com
Learn how to manage people and be a better leader
Aspire to be a better leader? Then you need to be a team player with the right character traits, interpersonal and communication skills. Learn how to manage people and become holistic leaders with these few quick tips taken from the Leadership and People Management WSQ Course (LPM WSQ). This animated video was developed with the support of Capelle Academy. To get the skills you need to progress in your career, check out the LPM WSQ Course at http://bit.ly/LPM_WSQ
Views: 2454953 Workforce Singapore
Managing Groups and Teams
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Management | Organizational Behavior | Groups and Teams Part 9 - Team Management Skills
Management Course - BBA, MBA Organisational Behavior: Groups and Teams Part 9 Team Management Skills | Effective Skills For Team Management | Importance Of Delegation | Important Elements Of A Team Team Management skills 00:00:10 - 00:01:04 - the skills which help an individual when they need to form a team or have to play the role of manager if the team already exists - ranges from choosing the right people; deciding who will do what with reference to communicating and motivating people. Effective Skills to Manage a Team 00:01:05 - 00:09:23 1.Mentor to team members: a manager needs to be a mentor than just being a strict boss; imposing things results in negativity 2. Participation in team discussions: manager must encourage participation of the members; every matter must be discussed with and in front ;suggestions must be invited for formulating policies and strategies; 3. Not sharing confidential information: It must be made clear to all that no unethical act of sharing any official /confidential data should be exhibited 4. Motivating the team: motivation and appreciation must be done on a regular basis for people performing extra ordinarily. For example: performance appraisal, incentives, benefits, appreciation, trophies/prizes etc . Criticizing, dirty politics, leads to distraction hence, must be avoided 5. Developing the team: a manager must develop his diverse workforce;team members aspire to work for these kind of managers 6. Clear communication: a specific communication skill and technique is required with both the team members and the people outside. 7. Managing Discipline: a different kind of discipline needs to be exercised with regard to time keeping and personal grooming. 8. No Blame games should be exercised Importance Of Delegation 00:09:24 - 00:10:32 -plays a vital role in the success of a team; requires “matching the people to the task”, i.e explaining the how and what aspect of the task. Note: Team members working towards a different direction may deviate and result into a disaster Team Charter 00:10:33 - 00:12:10 the road maps developed by the sponsors; the purpose is to clarify to the members about what has to be done, where they are heading, provide directions in the crucial times. Important Elements of a Team 00:12:11 - 00:18:07 1.Context: Sets out the: reason for the formation; issue to be solved; consequences of the ongoing unchecked problem; problem being addressed; expected results and its importance. 2.Mission and Objectives -the aim to be achieved without which team may set out their own agendas independently.For example: to interview country/product managers , to identify why the countries are not working together etc. 3.Compositions and Roles - a proper composition (with reference to the skill and talent) - delegating roles and responsibilities to the respective team members.For instance: who will be the leader/ liaison or who will the authority for the outcomes?, etc. 4.Authority and Empowerment -what the members CAN and CANNOT do to achieve the mission;time period to be allotted;other priorities of the members; how the members should resolve the issue that occurs between “their daily work” and “the achieving team goal”; budget to be made available( time and money); can the members of the team recruit new members?;when do they need a prior approval? 5.Resources and Support - Resources: budget, time, equipment and people available to the team for achieving the objectives -regular monitoring of the changes in the resources is required along with the performance Support: training and coaching support 6.Operations -outline (as per the situation) of how the team will operate on a daily basis -it may be a detailed one (team formed for a long period of time) or limited (team created for short span of time) 7.Negotiation and Agreement: -takes place between the sponsors, team leader, team and the stakeholders as a result of which an effective team charter (the objectives/missions, context, roles, boundaries and resources) is created 8. Approval: -an agreement comprising of the principles, roles, responsibilities ,policies that the team members sign upon indicating full commitment, accountability to the firm and each other as well Mistakes To Be Avoided 00:18:08 1. Relying on job knowledge and technical skills 2. Failing to consult regularly with your boss 3. Embarrassing your boss 4. Failing to talk to your customers 5. Using your authority inappropriately Video by Edupedia World (www.edupediaworld.com), Free Online Education;Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behaviour; All Rights Reserved.
Views: 2121 Edupedia World
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Views: 9030 Azira Azhar
Effective Team Management - The Secret of Team Success
Know how effective team management can lead to successful team work, which in turn can ultimately lead to the successful organization. http://bit.ly/ZZNmC2
Views: 40124 CommLab India
Groups and Group Behavior Principles of Management
Groups and group behavior for principles of management and organizational behavior classes.
Views: 10649 Mike Knudstrup
Management | Organizational Behavior | Groups and Teams Part 11 - Types of Teams - Failure of Teams
Management Course - BBA, MBA Organizational Behavior: Part 11 Types Of Teams | Reasons For Failure Of Teams | Issues With Self Managed Teams Introduction 00:00:10 - 00:00:31 Types of Teams Why do Teams fail? What are the problems/issues with Self-Management teams? Types of Teams 00:00:32 - 00:03:47 a.Self-managed teams -this involves activities which are delegated like planning, scheduling, monitoring and staffing. -the type in which the teams get the opportunity to act as managers as the activities delegated to them are principally of managers -however the firm needs to manage some complex situations as it needs to undergo some revolutionary changes, management philosophy, structures, staffing, training practices and reward systems -the negative aspect of this kind of team is that managers generally do not want to opt for this option,”threat” being the reason. b.Cross-functional teams -these comprises of technical specialists from different areas and are put in the same team -involves delegation of activities like work scheduling and dealing with outside customers c.Virtual team -a product of modern times as it is a dispersed task group which operates through modern information technology -individuals can become a member through technologies like internet, email, video conferencing and fax machines without being physically present -members can report from different locations, organizations or time zones Why do work teams fail? 00:03:47 - 00:05:45 -Social Loafing : Decrease in Individual effort as group size increases -despite the positive side of successful teams, it fails. -behind a successful team there is a balance of advantages and limitation Social Loafing 00:05:47 - 00:07:56 -group performing is less than or equal to its sub-parts -theoretical explanation for this would be a. Equity of effort. -An individual thinks, ”if everyone’s goofing off so why shouldn’t I?” b. Loss of personal accountability . -An individual thinks, “I am lost in the crowd,so who cares!?” c. Motivational loss due to the sharing of rewards. -An individual thinks, “Why should I work hard than the others if everyone gets the same reward for different contribution d. Coordination loss as more people perform the task -As per the research, social loafing occurred when it was perceived that the given task was unimportant, non-interesting and the individual contribution is ignored -self relying individualists are more prone to social loafing than the group oriented collectivists, however this situation will not occur if the size of the group is kept small and each one is kept accountable for results Note: However social loafing tends to not occur when group members are to be evaluated Related question to Social Loafing 00:07:57 - 00:08:37 Have you ever observed any social loafing recently? What were the circumstances and what could be done to correct the problem? Are virtual teams likely to be just a passing fad? Justify. Problems with Self Managed Teams 00:08:38 1.Unrealistic expectations (on both parts, firms and teams) -leads to leading to abandonment of teams 2. Mistakes by Management -involves poor job of providing a supportive environment for teams and team work. For example: decrease in individual efforts as the group size increases; reward plans, inadequate training 3. Weak Strategies - the strategies and the business practices needs to be strong and sound as the TEAMS cannot rectify these and can happen often if the management forms a team as fad with no long-term commitments 4. Failure -teams taking up anything too quick and drive towards fast results can face failures 5. Poor Interpersonal Skills And Lack Of Trust -important group dynamics and team skills are lost if directed too hard to achieve fast results -poor interpersonal skill and trust between the members often leads to conflicts thereby lessening the effectiveness -here, specifically, the team members needs to be counselled if there appears any obstacle. Video by Edupedia World (www.edupediaworld.com), Free Online Education;Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behaviour; All Rights Reserved.
Views: 1454 Edupedia World
Management | Organizational Behavior | Groups and Teams Part 13 - Team Building
Management Course - BBA, MBA Organizational Behavior: Groups and Teams Part 13 Team Building | Part B Introduction 00:00:10 - 00:00:17 Goal of Team building 00:00:18 - 00:00:27 *Participative leadership *Shared responsibility *Aligned on purpose *Strong Communication *Future Focused *Focused on task *Creative Talents *Rapid Response Why Team Building? 00:00:28 - 00:00:33 *Customers *Business *Team Leader *Individual Team Member *Team as a whole How Team Building Works 00:00:34 - 00:00:38 *Works on all levels *Rapport in Team *Team Building Activities *Building Trust Examples of Team Building Activities 00:00:39 - 00:00:45 *Team Sports Day *Design an outfit on catwalk day *Novelty Race days *Cooking Challenge *Camping *Sailing Benefits Of Team Building 00:00:46 - 00:04:14 A successful firm and an effective team leader is the one who focuses on developing each of the team members as well and hence the direct impact of training and team building skills is experienced which are as follows: 1.Increases production: 2.Boosts staff morale (motivation) The first two points are interconnected. A firm looking after its employees along with its own goal results in increasing the morale of each and every employee which ultimately contributes in increasing production which ultimately demands for continued team building activities 3.Improves leadership skills 4.Clearly defines objectives and goals 5.Identifies a team’s strengths and weaknesses 6.Taps into hidden potential ~Team Building exercises are conducted keeping under consideration the following : Communication, Group Skills, Bonding, Realistic Experiences, Ability of building effective teams, Improving productivity and motivation Effective Team Building Tips 00:04:15 These ensures the acceleration of Team Building initiatives 1.Create common vision: essential for team building and organizational success by having a uniform and clear aim. 2.Develop common goals: signifies that, the team understands and support the set goals 3.Clarify roles and responsibilities: signifies that the each individual is clarified with their roles and responsibilities which is very important for the achievement of the common goals/visions (individuals and departments) 4.Ensure management support: supervisors and managers are responsible here for following up with the needs of the staffs 5.Use engaging exercises: calls for support on the part of the firm that it conducts effective and engaging exercises and also bringing in an experienced external facilitator 6.Hold it out of the office: signifies the importance of ‘environment.’ The team building exercises must be held out of the office environment so that it can result into utmost effectiveness. Moreover different organizations have a different approach towards this 7.Create an action plan: suggests that a team building action plan must be such that it finds a place in the daily life (firm’s operations and personal life) so that the learning stays forever with the individuals both with the organization and personal view. This could be done by *building into the plan/program formal action planning time *managers following up during regular staff meetings *researching whether individual team or group coaching would be best 8.Learn what your team needs: suggests that focusing what members are actually looking for would make team building efforts more focused and productive. It could be exhibited by: *email questionnaires *focused groups *individual meetings *open communication 9.Maintain regularity: signifies “the number of times, firm should undertake team building results, twice a year, in a year or more often?” 10.Enjoy: indicates that team building initiatives should be exciting, full of fun and engaging,relevant and meaningful Video by Edupedia World (www.edupediaworld.com), Free Online Education;Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behaviour; All Rights Reserved.
Views: 558 Edupedia World
Sterling Managing Groups and Teams
Silver Cohort Group 5 final presentation
Views: 280 Abhirath Anuwal
How to manage groups and teams in iBlong2
How to manage groups and teams in iBlong2, free Membership Management software http://iblong2.com/
Views: 5 iBlong2Tutorials
Managing Groups and Teams for High Performance
Chapter 11. Learning through Teaching.
Views: 104 Jenna Coop
Management | Organizational Behavior | Groups and Teams Part 12 - Team Building
Management Course - BBA, MBA Organizational Behavior: Groups and Teams Part 12 Team Building | Goal Of Team Building | Reasons To Build A Team | Part A Team Building 00:00:10 - 00:01:13 *a one stop solution for the issues, “Why do teams fail” and “Problems with Self-managed teams”. *encompasses various activities and improves the internal functioning of work groups *team building workshops involves efforts towards: better co-operation, better communication, less dysfunctional conflict *some examples: interpersonal trust exercise, interactive games, conflict handling and role play sessions Goal Of Team Building 00:01:14 - 00:04:22 *the ultimate aim is to create a high performing team with some attributes a. Participative Leadership: involves creating independency by empowering and freeing up others b. Shared Responsibility: focuses on establishing an environment where members feel responsible same as the manager for the performance of the work unit c. Aligned On Purpose: indicates the common purpose and the functions for which the team is formed d. Strong Communication: focuses on creating an environment of open and honest communication among the members e. Future Focused: involves focusing on change as an opportunity for growth f. Focused On Task: signifies that the meetings are kept result focused g. Creative Talents: signifies application of different talents and creativity h. Rapid Response: involves identifying and acting on opportunities. All these attributes contribute to the present progressive ideas on management which are : active listening, participation, empowerment, individual responsibility and development, trust and self - management Note: a self managed team might fail to give any result if they are not given any coaching of self- management behavior Key transition to self management involves current managers, self management leadership behaviors (encouragement, self observation and evaluation, setting high expectation for oneself and team, practicing new task, self criticism) Why to build a Team? 00:04:23 - 00:06:58 *unlike previous century Team Building has gained a phenomenal significance today and is considered to be an essential part of the business *team members who have trust and rely on each other outperform ~Example undertaking different stake holders of a Team: a. Customers: benefited when the staffs or the seniors are well versed with the team building trainings b. Business: a good team building activity exercised is significant for to bring business as it is the team member who if will happy will work with greater enthusiasm c. Team leader : realizing potential team leader creates an opportunity d. Individual team member:team building is important for each member's personal growth e. Team as a whole: team building results in, 'the development of all' and the crucial factor, 'trust' which is important for a firm to excel in the competitive environment How Team Building Works? 00:06:59 a.Works at all levels and business sizes b.Rapport in teams: project managers needs to work together to involve large organization or a business owner with two-three employees; may give an opportunity to bring together employees of different departments in case when an organization is huge c.Team Building activities: involves costly efforts but effective or less costly but effective; people are made to trust and rely each other d.Build Trust: significant for a team to succeed ~Examples of Team Building Activities (out of the box activities focusing on making members gel with each other however, avoiding dangerous aspects) 1.Team sports day 2.Design an outfit catwalk day 3.Novelty race days [lemon and spoon/sac race] 4.Cooking challenge 5.Camping /Survival challenges 6.Sailing Video by Edupedia World (www.edupediaworld.com), Free Online Education;Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behaviour;All Rights Reserved.
Views: 832 Edupedia World
Microsoft Teams: Step-by-step intro for using, enabling and managing the experience
We take a close look at Microsoft Teams, the latest addition to Office 365 and Microsoft 365, that makes it easier for you to chat in groups, socialize, and collaborate. We’ll walk you through the experience of chatting, sharing files and hosting online meetings to help enable a modern workplace. We'll also demonstrate how your teams can connect to external services using connectors. And, if you are an IT admin we'll show you how you can enable and configure Microsoft Teams for your organization.
Views: 419287 Microsoft Mechanics
6.Groups and Teams
INTERNATIONAL MANAGEMENT - Groups and Teams Mike HANSON (International Management Professor) http://www.escem.fr/chicmba/
Views: 10421 escem
how to manage groups and teams in VUCA world
managing people
Views: 17 Kavya S
Managing Groups or Teams
Many events and tournaments involve groups or teams of participant. This video tutorial reviews the Group/Team management components of our online fundraising software, including adding and editing teams/groups, adding participants to a team, removing participants from a team, and organizing teams. For a complete list of DoJiggy fundraising software visit http://www.dojiggy.com/app/services/index.cfm.
Management | Organizational Behavior | Groups and Teams Part 6 - Team versus Group
Management Course - BBA, MBA Organisational Behavior: Groups and Teams Part 6 | Difference between Group and Team: Team Versus Group 00:00:10 - 00:01:36 -All teams are groups of individuals, but not all groups are team. Definition 00:01:37 - 00:04:16 -A group is defined as several individuals who may coordinate their efforts towards something, but are not necessarily working towards a specific goal. Difference b/w Group and Team 00:04:17 -Task orientation -Degree of interdependence -Purpose -Degree of formal Structure -Familiarity among members Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behavior; All Rights Reserved.
Views: 2850 Edupedia World
Optimizing virtual teams
Virtual teams are a fact of life in today’s workplace. The best teams know when to work individually & when to come together to maximize performance. Learn 4 key steps to manage your virtual team effectively from Kellogg School professor Leigh Thompson. Kellogg School on Twitter: https://twitter.com/KelloggSchool Kellogg Executive Education on Twitter: https://twitter.com/KelloggExecEd Learn more about our programs: https://kellogg.northwestern.edu/programs/all-programs.aspx Learn more about our Executive Education programs: https://kellogg.northwestern.edu/execed.aspx
Managing Cross Cultural Remote Teams | Ricardo Fernandez | TEDxIESEBarcelona
Ricardo talks about the every day complexities of working remotely and managing a team of 30 people from very different cultures and backgrounds. He discusses the benefits of working remotely and the ability to prise productivity over presence. However, there are some interesting challenges - people can have different perceptions of time management, speak the same language but have different interpretations, etc. Challenges like these get compounded when working remotely. Ricardo is not an expert in cross cultural communication but has over the last 10 years been working remotely with several companies and teams from many different countries. He was born in Spain but spent most of his time living abroad between the USA, France, Netherlands, and Puerto Rico, where he learnt how to adapt to the differences in every day conversation and activities. He currently lives in Madrid and works remotely as Chief Marketing and Sales Officer for Prodigy Finance; a company that is spread around the world and has expanded the use of remote working to be more efficient in the workplace. His work philosophy is making people happy and giving them the tools they need so they excel in their workplace – one of them being able to manage their time. Personal happiness will bring about success in the workplace and millennials or younger generations demand flexible work environments. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
Views: 20160 TEDx Talks
Management | Organizational Behavior | Groups and Teams Part 10 - Stages of Transition
Management Course - BBA, MBA Organisational Behavior: Groups and Teams Part 10 Transition Of Groups Into Self Directed Teams | Stages Of Transition | Five Levels Of Learning Introduction 00:00:11 - 00:00:45 Transition: An ongoing process in which the absolute commitment of management plays a very important role. -this process may witness various hurdles specifically related to the employees (group members) as it requires major changes performing which the members might find a bit troublesome. For Example: Change in the working pattern,etc. Skills requires for the Transition to take place 00:00:45 - 00:01:26 1. Technical skills 2. Administrative skills 3. Interpersonal skills 5 Stage Model Of Transition 00:01:27 - 00:04:00 Employees need to undergo various stages of development (given by specialists of Self-management Teams) before becoming real team members which are: Stage 1:Start-Up Dominant feature is Intensive training for all (team members and the supervisors) Stage 2: State of Confusion A period of confusion is predictable, normal, necessary to occur at this stage Stage 3: Leader-centered teams The leaders in order to experience a positive results, need to have belief in their team members that they have the ability to manage themselves Stage 4: Tightly formed teams -teams express their needs; -teams manage their own scheduling; -meets challenging goals with the limited resources; -team members become extremely defensive if the organization itself fails to fulfill their needs of providing information and resources Here the managers need to re-focus their team on organization wide goals and cross teams' goal as well though performing counselling of the elected team members who review issues of mutual concern Stage 5: Self-directed teams Mature teams develop a powerful commitment to achieve corporate and team goals and hence mangers need to continuously seek new ways to gain commitments, trust and a responsible environment Robert Dilt’s 5 Levels Of Learning 00:04:02 -It suggests that a manager needs to make an effort towards making their team members become better at their work. The Five Levels Of Learning model undertakes two aspects: 1. “Issues” faced by the learner 2. “Role” taken up by the manager to help the learner overcome the issues Issue: Environment: the surroundings of the learner. Role: An environment of learning must be given to develop which requires the role of a “Guide” to be played Issue: Behavior: actions done by the learners Role: to adjust those behavior/actions “Coaching” is required Issue: Capability: it is what the learner knows actually Role: sometimes the learner might not be aware of some true facts which he/she needs to know for becoming better at their work hence, the manager needs to play the role of a “Teacher”, here. Issue: Belief: what the person thinks about the situation. Role: a manager needs to “Mentor” here, the learner Issue: Identity: it is the answer of the deepest questions about oneself (WHO I AM).One knows well about oneself about which they express and which is difficult to change Role: This requires motivation and if one manages to change the known fact of an individual (fact which is making the individual feel degraded) they play the role of a “Sponsor”. # Implementing these levels of Learning it is to be undertaken that MISMATCH should not be done as it will give NO result, hence “Matching the Issue with the Role” is important for developing an employee. Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behaviour;All Rights Reserved.
Views: 228 Edupedia World
Management | Organizational Behavior | Groups and Teams Part 8 - Team Formation - Tuckmans Model
Management Course - BBA, MBA Organisational Behavior: Groups and Teams Part 8 Process of Team Formation | Tuckman’s 5 Stage Model Of High Performing Team Process of Team Formation 00:00:10 - 00:01:05 Tuckman‘s 5 Stages Of Team Development 00:01:05 - 00:01:29 -An effective an productive team does not just happen, they are LEAD. -Before a team gets highly effective, the members of the team needs to grow and mature, and progress and everytime a new member to any existing team is added they need to go through these stages all over again,these stages are: Stage 1: Forming 00:01:30 Stage 2: Storming 00:03:40 Stage 3: Norming 00:05:13 Stage 4: Performing 00:06:30 Stage 5: Adjourning 00:06:54 ~Forming: *team acquaints and establishes ground rules; *formalities are preserved; *members are treated as strangers; *members ask several questions to themselves as they are skeptical about themselves whether they really want to be a part of a particular team or not. Questions be like , “Will I like this team/Will I be accepted in this team?/Is the leader competent?” Hence,a leader in this very stage needs to make sure that they start feeling comfortable and they need to: *share relevant information; *encourage open dialogue; *build trust; *build relationships by being friendly with them; This creates an emotional connection and attracts other to get involved. *The leader needs to: *make a structure of what has to be done and by whom; * tell them about the policies and procedures *create an atmosphere of trust ~Storming: *people test the system; *conflicts will happen because every individual is different from each other; *the unspoken questions will be like “Do I need to put an extra effort because someone has not done his/her job?/Why exactly I have to do this? *the leader needs to handle the situation using a conflict resolution process when the outburst and the conflicts takes place, they need to make the members aware of it to utilize it whenever there is an issue thereby engaging them to solve the problem and fixing the issue (establishment of norms take place involving teaching and training. *If not handled the situation properly it will result in backbiting,cultural gossiping,backstabbing,mistrust,etc. ~Norming: *only after the stage of storming handled properly the team and the leader reaches to the stage of Norming ; *norms are established; *members question ,think as a team and an environment of management is created; *positive and constructive feedback to the members is required to be given; ~Performing: *question asked in the Norming stage like, “What we can do to accomplish goals effectively? ” and so on,is a sign of a high performing team ~Adjourning: *team disbands which may be due to two reasons, either the task is finished or the fellow members leave the respective team; *before the team disbands the members reflect on the time together and then leave. Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behavior; All Rights Reserved.
Views: 1072 Edupedia World
Team work and Managing group
This vedios tells about the what is Team work and difference between Group and team. more videos watch @https://www.youtube.com/my_videos?o=U
Management | Organizational Behavior | Groups and Teams Part 4 - Group Dynamics
Management Course - BBA, MBA Organisational Behavior: Management: Group Dynamics 00:00:10 - 00:02:34 *means of problem solving, team work and to become more productive. *Concept ~The study of forces operating within a group for the social interaction. *Deals with ~ Attitude and behavioural pattern in a group Types of Group Dynamics 00:02:35 - 00:03:57 i) Positive Group Dynamics ii) Poor Group Dynamics Causes of Poor Group Dynamics 00:03:58 - 00:07:11 -Weak Leadership -Excessive difference to authority -Blocking * The aggressor * The negator * The withdrawer * The recognition seeker * The Joker -Groupthink -Free Riding -Evaluation apprehension Strategies for improving Group Dynamics 00:07:21 - Known Your Team - Tackle Problems Quickly - Define Roles and Responsibilities - Breakdown Barriers - Focus on Communication - Pay Attention Video by Edupedia World (www.edupediaworld.com), Free Online Education; Click here https://www.youtube.com/playlist?list=PLJumA3phskPF9s1-9h8f4puNQcLCc_6GO for more videos on Organisational Behavior; All Rights Reserved.
Views: 1479 Edupedia World
Management Chapter 14 Part 1(Groups and Teams)
Chapter 14 PDF Encapsulation: https://drive.google.com/open?id=1OjtgO-wGO1UZo5H_KwLVSN-N1Ojft5Ig
Views: 712 FCIS Encapsulation