This document discusses several key elements of effective team processes: team development, norms, cohesiveness, and trust. It describes the five stages of team development - forming, storming, norming, performing, and adjourning. It also discusses how team norms, cohesiveness, and trust develop over time as team members interact and work together towards shared goals. Building trust and cohesiveness helps teams perform better and establishing healthy norms from the beginning can prevent issues down the road.

1. TEAM PROCESSES by: jurrian c. juliano

2. Team Processes – It is the third set of team effectiveness elements including: a) Team Development b) Norms c) Cohesiveness d) Trust e) Conflict Management

3. Team Development The five-stage model of team development provides a general outline of how teams evolved by forming, storming, norming, performing and eventually adjourning. Stages of Team Development

4. 1) Forming – the first stage is a period of testing and orientation in w/c members learn about each other & evaluate the benefits and costs of continued membership. 2) Storming – the storming stage is marked by interpersonal conflict as members become more proactive and compete for various team roles. 3) Norming– the team develops its first real sense of cohesion as roles are established and a consensus forms around group objectives. 4) Performing – the team becomes more task-oriented in the performing stage. 5) Adjourning – Most work teams and informed groups eventually end. Speeding Up The Team Development through Team Building Sheila Baumgardner– a school principal, she took her new teaching and support staff to Arlington Echo Outdoor Education Center, for 3 days of team building. She sped up the team development process through team building. Team Building – Any formal activity intended to improve the development and functioning of a work team.

5. Team Norms Norms – the informal rules and shared expectations that groups establish to regulate the behavior of their members. How Team Norms Develop Norms develop as soon as teams form because people need to anticipate or predict how others will act. Preventing and Changing Dysfunctional Team Norms Team norms often become deeply anchored, so the best way to avoid norms that undermine organizational success or employee well-being is to establish desirable norms when teams are first formed.

6. Team Cohesiveness Team Cohesiveness – the degree of attraction people feel toward a team and their motivation to remain members – is considered an important factor in a team’s success. Member Similarity Earlier in this chapter we learned that highly diverse teams potentially tend to experience more conflict, leading to factious subgroups and higher turnover among team member. Team Size Smaller teams tend to be more cohesive than larger teams because it is easier for a few people to agree on goals and coordinate work activities. Member Interaction Teams tend to be more cohesive when team members interact with each other fairly regularly. Somewhat Difficult Entry Teams tend to be more cohesive when entry to the team is restricted.

7. Team Success Cohesiveness increases with the team’s level of success because people feel more connected to teams that fulfill their goals. External Competition and Challenges Team cohesiveness tends to increase when members face external competition or a challenging objective that is valued. Consequences of Team Cohesiveness Every team must have some minimal level of cohesiveness to maintain its existence.

8. Team Trust Trust – is a psychological state compromising the intention to accept vulnerability based on positive expectation of the intent or behavior of another person. High Type of Trust Descriptions Potential Level of Trust Low Three Foundations of Trust in Teams

9. Calculus-based Trust – it represents a logical calculation that other team members will act appropriately because they face sanctions if their actions violate reasonable expectation. Knowledge-based Trust – the more we understand others and can predict what they will do in the future, the more we trust them, up to a moderate level. Identification-based Trust – it is based on mutual understanding and emotional bonds among team members.

10. A Hierarchy of Team Trust These three foundations of trust can be arranged in a hierarchy, Calculus-based trust offers the lowest potential level of trust & easily broken by violation of expectations. Knowledge-based trust might be dented, but not broken, in this incident. Identification-based trust is potentially the strongest and most robust of all three. Dynamics of Team Trust A common misconception is that team members build trust from a low level when they first join a team.