What Makes an Effective Team?

This presentation explores the characteristics and factors that make a team effective, as well as the differences between effective and ineffective teams. It discusses the importance of clear roles and responsibilities, leadership, trust, communication, and time management. It also delves into Belbin theory and the path-goal theory of leadership. The presentation highlights the impact of organizational behavior on team performance.

ORGANIZATIONAL BEHAVIOUR

what makes an effective team, as opposed to
an ineffective team
• Effective team: This is defined as group of
people who have been working towards
achieving of goals, objectives of both individual
company.
• .Characteristic of effective team: Some
characteristics are explained as follows:
• More focused: All the members of the team are
more focused and dedicated towards the
accomplishment of the goals.

Factor of effective team
• Factor of effective team: There are several
factors of effective team these are as follows:
• Clear roles and responsibility: Effective team
members know their roles and responsibility
which help to work even more effectively.
• Leadership: Leadership is the ability to lead other
as in form of providing guidance, help in need,
set the goals which turns to effective result.
• .

Characteristic of ineffective team
• Characteristic of ineffective team: There are several
characteristic of ineffective team these are as
follows as:
• Lack of trust and believe: If team member doesn't
have trust and belief between them it creates
confusion.
• Lack of communication: Communication is the only
source by which the information is circulated and if
that is not cleared it create more complexes.

Factors of ineffective team
• Factors of ineffective team: There are
several factor of ineffective team these are as
follows:
• Poor time management: If the time is not
managed well in the team it turns to create
disturbance and lead ineffective team.

Difference between effective and ineffective team:
•
• Difference between effective and ineffective team:
•
• Effective team
• Ineffective team
• Objectives
• Focus is towards achieving objectives
• Objective is not clear
• Management
• Well defined and popular means
•

Belbin theory:
• Belbin theory: By knowing this an individual role of
manager is to be considered of Waitrose. This can
help in growing of strength and analysis of weakness
is done by them. These are explained as follows:
• Team worker: Team worker is one of the effective
way of handling of situation in effective manner
• Coordinator: Main goal of manager in Waitrose is to
control the teams and leads towards efficiency in
performance.

Path goal theory of leadership-
• Path goal theory of leadership- It is related to
direct management in an organization that is
suitable leadership style and behavior
according for employees working environment
and needs of employees. Main purpose of
using this is that such kind of theory is there to
motivate employees. In order to receive
maximum satisfaction.

Classification of path goal theory-
• Classification of path goal theory-
• Employees characteristics- It is going to facilitate employees
for acquiring of knowledge about the factors in which motive of
employees si also performing as well. This is involves rewards,
training, flexibility of working options. In context to Waitrose the
manger is required to identify such factors and meet them as per
specific period of time. This is to increase working behaviour of staff.
• Task and environmental characteristics- Activities is to be
allocated to the staff according to its skills and knowledge for
attaining of maximum satisfaction. In relation to Waitrose, manager
should conduct a survey at workplace for identifying of requirement
to perform task and complete in given specific time.

Motivational factors:
• Motivational factors: Employees gets
motivated only when the organization’s goals
and objectives are defined in proper manner
and there roles, responsibility is performed by
them

REFRENCES
•
• Pielmuş, C., 2017. INVESTIGATING THE IMPACT OF ORGANIZATIONAL
BEHAVIOUR ON SCHOOL CLIMATE. Studia Universitatis Babes-Bolyai-
Psychologia-Paedagogia. 62(1). pp.85-103.
• Schmitt, A., Den Hartog, D. N. and Belschak, F. D., 2016.
Transformational leadership and proactive work behaviour: A
moderated mediation model including work engagement and job
strain. Journal of occupational and organizational psychology. 89(3).
pp.588-610.
• Szymura-Tyc, M. and Kucia, M., 2016. Organizational Culture and
Firms' Internationalization, Innovativeness and Networking Behaviour:
Hofstede Approach. Entrepreneurial business and economics
review. 4(4). p.67.