Social Psychology in Organizations
College 3 Teams & Diversity
Teams
Trust
Trust is the willingness of a party to be vulnerable to the actions of another party
based on the expectations that the other will perform a particular action important to
the trustor, irrespective of the ability to monitor or control that other party”.
Team trust: aggregated trust in a team shared among team members.
Does trust impact team performace
Positive correlation beween team trust and team performace. Als er vertrouwen is
zijn teamleden meer willing om te laten weten dat iets niet lukt, of om kritiek te tonen,
of om ideeën te laten horen.
The role of trust in self managing teams. That is a team that determine by
themselves how they are going to tackle a certain task. They are highly autonomous.
If trust in those is high, then the members are less likely to monitor each other
performance. Performance can deteriorate, it could be that you are overseeing that
the other one is ill prepared, or you both accidentally focus on the same article.
Trust in leaders
Vertrouwen in de leider is hoog positief geassocieerd met baantevredenheid,
commitment aan de baan en negatief geassocieerd met turnover intentions (dat is
goed). Het is ook, maar minder hoog, geassocieerd met de performance van een
werknemer, met altruisme en met de commitment aan het besluit van de leider.
Trust in subordinates
, What is a team?
2 or more individuals,
Social interaction,
Common goal(s),
Perform tasks relevant to the organization,
Members are interdependent,
Members have different roles and responsibilities
Members are linked to the organization
Workgroups vs work teams
Work group
Members interact to share information with other members of the group
Not responsible for a collective work product
Work team
Members depend on one another and must interact to create something that
not one person on the team could create
Create synergy (the whole is more than some of the parts)
Team norms
Informal and interpersonal rules
Influence of norms on behaviour depends on importance of the team and team
cohesion: in strong and cohesive teams, norms exert greater influence.
Team charter
Team purpose is clarified and expectations for behaviour are set forth
Misunderstandings should be fewer and team members can be reminded of
the group’s norms
Reseach on team charters
Group 1: no team charter
Group 2: team charter
Group 3: team charter with instruction
Team development stages
Learning things about each other
Two more dominant people have to
find out where they stand
After dust settles, cohesive and goal
College 3 Teams & Diversity
Teams
Trust
Trust is the willingness of a party to be vulnerable to the actions of another party
based on the expectations that the other will perform a particular action important to
the trustor, irrespective of the ability to monitor or control that other party”.
Team trust: aggregated trust in a team shared among team members.
Does trust impact team performace
Positive correlation beween team trust and team performace. Als er vertrouwen is
zijn teamleden meer willing om te laten weten dat iets niet lukt, of om kritiek te tonen,
of om ideeën te laten horen.
The role of trust in self managing teams. That is a team that determine by
themselves how they are going to tackle a certain task. They are highly autonomous.
If trust in those is high, then the members are less likely to monitor each other
performance. Performance can deteriorate, it could be that you are overseeing that
the other one is ill prepared, or you both accidentally focus on the same article.
Trust in leaders
Vertrouwen in de leider is hoog positief geassocieerd met baantevredenheid,
commitment aan de baan en negatief geassocieerd met turnover intentions (dat is
goed). Het is ook, maar minder hoog, geassocieerd met de performance van een
werknemer, met altruisme en met de commitment aan het besluit van de leider.
Trust in subordinates
, What is a team?
2 or more individuals,
Social interaction,
Common goal(s),
Perform tasks relevant to the organization,
Members are interdependent,
Members have different roles and responsibilities
Members are linked to the organization
Workgroups vs work teams
Work group
Members interact to share information with other members of the group
Not responsible for a collective work product
Work team
Members depend on one another and must interact to create something that
not one person on the team could create
Create synergy (the whole is more than some of the parts)
Team norms
Informal and interpersonal rules
Influence of norms on behaviour depends on importance of the team and team
cohesion: in strong and cohesive teams, norms exert greater influence.
Team charter
Team purpose is clarified and expectations for behaviour are set forth
Misunderstandings should be fewer and team members can be reminded of
the group’s norms
Reseach on team charters
Group 1: no team charter
Group 2: team charter
Group 3: team charter with instruction
Team development stages
Learning things about each other
Two more dominant people have to
find out where they stand
After dust settles, cohesive and goal
