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by Christina Nelson7 views·Updated Dec 1, 2021
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  1. Hello.
  2. My name is Kristina Nelson and today I'm gonna be
  3. going over chapter 11 building and maintaining effective work teams.
  4. The main concept of Chapter 11. He
  5. workgroups form
  6. classifications of workgroups.
  7. Studies done on workgroups.
  8. The importance of each member of a workgroup, maintaining employee morale,
  9. keeping employees engaged,
  10. keeping morale after
  11. downsizing and outsourcing
  12. uh
  13. assessing engagement,
  14. why counseling is so important and how to help
  15. employees with issues in and outside of the workplace.
  16. Why do you work groups form
  17. companionship, behavioral guidelines,
  18. Problem solving and protection are the four main reasons why workgroups form
  19. classifications of workgroups.
  20. For main classifications of workgroups are command groups.
  21. This is made up of a single department of supervisor or manager and their employees.
  22. A task group
  23. is a group of people brought together from either a single
  24. department or different departments to achieve a common goal or task.
  25. Friendship groups are developed within a workplace
  26. based off of interest or
  27. personality traits that are good working together.
  28. Special interest groups are groups of people who come together to achieve a goal or
  29. cast set forth that a single person cannot complete.
  30. Studies done on workplace. Our workplace work
  31. groups
  32. Are the Hawthorne studies this was done in the 1920s and the 1930s.
  33. Um this is still the most used study of work groups.
  34. The study found that employees respond
  35. very well to extra attention from supervisors
  36. because they feel cared about.
  37. So if an employee feels that they're cared for, they will
  38. work better.
  39. Captain bat
  40. and smith studies
  41. found that employees need to be committed to the team.
  42. It teams do better if there is less than 10 people.
  43. People on a team should have skills that comp er a compliment other skills on the team
  44. and the team should be committed to a single goal or task.
  45. The jones inv Ireland
  46. studies find
  47. that
  48. um when supervisors are new they take on supervisors take
  49. on all of the responsibility and none of the rewards,
  50. so when they are new managers need to make sure that they support and encourage um
  51. them to make sure that they do the best that they can.
  52. Employees need to be held accountable
  53. and the communication is key.
  54. Most supervisors should have,
  55. they think that all supervisors should have like a daily meeting with employees,
  56. so employees understand what is
  57. the goal for the day is
  58. the strength of the team?
  59. Is each individual member, the strength of each member is its team.
  60. This is very important in groups.
  61. If you have one person not pulling their weight,
  62. other people will think that they are not as important and they
  63. cannot do that and they could lose their job.
  64. When you think of good working teams, most people think of sports teams,
  65. every person on that team is very important.
  66. They all bring a different talent, they all bring a different
  67. viewpoint on the goal.
  68. So every person is important without every person
  69. needs to work together to achieve the goal,
  70. maintaining employee morale,
  71. keeping employees
  72. up to date on information,
  73. making sure that each employee has the tools needed to complete the job?
  74. Give the employees the opportunity to
  75. achieve more the opportunity to advance within the
  76. company or the opportunity to prove themselves,
  77. recognize a job well done.
  78. Make employees feel as if they are important to encourage them to do their best,
  79. give feedback whether it be negative or positive
  80. and encourage them to give my new ideas.
  81. Keeping employees engaged
  82. could be done by
  83. hiring enthusiastic people, provide
  84. opportunities to influence other people
  85. put in place. Informal
  86. supervisor
  87. encourage employees and have workplace opportunities,
  88. maintaining morale. After downsizing and outsourcing is very important.
  89. Most people are a lot more upset over outsourcing than they are downsizing,
  90. outsourcing.
  91. You're taking food from their community,
  92. you're taking or taking food from their plates, you're taking money from there,
  93. um community and putting it in a most of the time,
  94. a whole new country downsizing and people tend to be more
  95. understanding but need encouragement, knowing that you guys are doing that.
  96. The company is doing the best that they can to
  97. keep in people or bringing people back as needed,
  98. assessing engagement observation,
  99. simply watching and understanding strength and weaknesses of employees,
  100. send out attitude surveys,
  101. ask questions to employees on how they feel things in the workplace are working.
  102. Do exit interviews,
  103. Interview people leaving the company to find
  104. out strength and weaknesses within the company
  105. organized organizational development,
  106. have team meetings or company wide meetings
  107. to address issues within the company and
  108. make sure that people feel as if they will not be disciplined for ideas or
  109. issues that they bring forward.
  110. Why is counseling so important?
  111. This provides,
  112. this helps provide um an answer or a solution to
  113. a problem it finds the underlining to the issue.
  114. It can help
  115. you can come up with alternative ways to address the issue.
  116. Helping employees with issues in and out of the workplace is
  117. very important to keep teams and keep companies going strong.
  118. Many companies have developed employee assessment programs or E. A. P. S.
  119. This can help employees with alcoholism, substance abuse, offer counseling
  120. for
  121. marital issues or mental mental health issues can
  122. help provide health care or child care,
  123. financial counseling and many other options.
  124. A lot of companies have also done wellness programs where they can
  125. get a discount for employees at gyms or even put a gym within the company
  126. within the organization itself to offer to employees and PTO
  127. offer PTO to employees so they have time to with family
  128. and friends to not have to worry about the financial
  129. burden that that that would put their on their family,
  130. use what you know,
  131. You are a manager
  132. that oversees four departments.
  133. Each department has a supervisor and 4-8 employees within the department's.
  134. Three of them have new supervisors you notice that production has
  135. declined and employees seem to not care about the work.
  136. You send out and put you send employees a survey
  137. and asked different questions to find the underlining issue of
  138. the feedback you get is
  139. people feel
  140. over worked under appreciated
  141. and the department with the new supervisors feel as if
  142. the supervisors are too hard on them and not being understanding
  143. what do you do?
  144. You can coach supervisors so that they understand that they are being too hard.
  145. And to find out what the issue is offer PTO two
  146. employees give them paid time off to spend with family.
  147. Start a E. A. P. Program
  148. have special projects that can help build
  149. teams and support the employees and the supervisors
  150. and helping make sure that the job is being done the best of their abilities.
  151. Thank you everyone and have a wonderful day.