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Organization
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No Involvement, No Commitment,
People dont CARE how much you KNOW,
Until they KNOW how much you CARE.
--Bright Quotes

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In teamwork, there is no I. According

to Lewis B. Ergen, the ratio of WEs to Is
is the best indicator of the development of
a team. Thus, the acronym TEAM means
Together Everyone Achieves More.

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What is a group?

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Group
Group is defined as two or more people
who interact with each other. (Moorhead
and Griffin)
A set of individuals who share a common
fate, are interdependent in the sense that
an event that affects one member is likely
to affect all.
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Group
Defined in sociology as a collection of
human or animals that share certain
characteristics, interacts with one another,
accepts expectations and obligations as
members of the group and shares a
common identity.

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Group
Generally, a group is an assemblage of
people joined together to achieve a
specific goal.

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Classifications of Groups
Formal Group- is set up with specific
members, well structured and with specific
objectives.
Informal Group- is not officially
recognized; it can serve a number of
personal and/or work related needs, and
are visible in terms of the members
common interests.
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Formal

Informal

Relatively Permanent

Relatively
Temporary

Command Groups

Task Groups

Affinity Groups

Ex.
Budget Committee

Task Force when

there is typhoon

New product
development
group

Friendship Group

Interest Groups

Members are always

together wherever
they go, Ex.
Watching movies,
studying together,
parties, attending
parties, etc.

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Volleyball group
Food Committee

Bruce Tuckmans Model of Team

Development
This model is an explanation of team
development and behavior.
As the team develops maturity and ability,
relationship is established and the leader
changes leadership styles.

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Stages in Team/Group
Development

Forming
Storming
Norming
Performing
Adjourning

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Related Concepts About

Groups

Norms
Roles
Status
Group Cohesiveness

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Factors Influencing
Cohesiveness
Threat and Competition
Member Diversity
Initiation

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The role individuals play in the group is

given importance in an organization.
Cohesiveness plays a vital role on the part
of the individual due to the influence to his
behavior by the other members of the
group.

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If the individuals characteristics and

personality conform to the groups
characteristics then cohesiveness will be
attained. Also, if roles in the group are
clear, there is a tendency to be attached
and attracted to the group members.

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Cohesiveness brings about

more:
participation in group activities
conformity
success

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Concept of Team
The creation of team in some of the
projects done in the organization can
harness the most productive aspects of
the teams competitive and cooperative
instincts.
The philosophy behind this concept is to
intertwine workers into a cohesive group in
order to attain a common goal.
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Definition of Team
A team is composed of two or more
individuals responsible for the
achievement of a goal (Gibson, Ivancivech
and Donelly).
It comprises a group, which is temporary
in nature, or an ongoing task group whose
members work together and form
consensus to solve problems.
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Purpose of Team
Its purpose is to be a panacea to all
business problems nor it always work
smoothly.

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Types of Team

Problem-Solving team
Cross Functional Team
Self-Directed Work Teams
Virtual Teams

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Formation of Teams
Teams are formed for the following
reasons:
Objectives are well understood, thus
productivity is attained.
Members listen to each other and
respect prevails improving the quality of
work.
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 The presence of workforce diversity

gives away to the improvement of the
organization.
People can express their feelings as
well as their ideas resulting to good and
harmonious relationship.

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Creating Effective Team

Stephen Robbins(2003), considered the
following criteria in creating effective
teams:
Work design that includes:
Freedom and autonomy
Opportunity to utilize different skills and
talents
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 Ability to complete identifiable tasks

Oriented on a task or projects
Composition that includes:
Personality, and characteristics of the
team
Diverse roles
Flexibility of the members
Preferences of each member
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 Context that includes:

Adequate resources
Leadership and structure
Performance evaluation

Process that includes:

Common purpose
Specific goals
Team effectiveness
Conflict levels
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Specific Loafing is the tendency to

withhold physical or intellectual effort
when performing a group task.

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Belonging to a team, in the broadest

sense is a result of feeling part of
something larger than you. It has a lot to
do with your understanding of the mission
or objectives of you organization.
-Susan M. Heathfield

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Heathfield added the following criteria in

creating an effective team:
Clear Expectations
Context
Commitment
Competence
Collaboration

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Communication
Creative Innovation
Consequences
Coordination
Cultural Change

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Differences Between Working

Group and a Team
1. Working group
a) No significant performance is needed
b) Members interact to share information
c) No mutual accountability required

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2. Pseudo-Team
a) Weakest in terms of performance
b) No interest in shaping a common purpose
c) Not focused on collective performance

3. Potential Team
d) Performance level is needed
e) Requires clarification of the goals
f) Collective accountability not yet
established
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4. Real Team
a) Small number of people with
complementary skills
b) Equally committed to a common
purpose
c) Aims for a higher performance

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5.High Performance Team

a) Meets all the conditions of the real
teams
b) Deeply committed not only to common
purpose
c) Outperforms all reasonable
expectations given its membership

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Top 10 Key Differences Between a Team

of Individuals and a Group of Individuals
Criteria:
Understanding
Ownership
Creativity and Contribution
Trust
Common Understandings

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 Personal Development
Conflict Resolution
Participative Decision Making
Clear Leadership
Commitment

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The differences cited can be attributed

to the following factors in attaining
success:
1. Incremental performance need or
opportunity
2. True interdependence
3. Real shared accountability

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Creating Unbeatable Team

Management gurus like Stephen Covey,
Peter Senge and Tom Peters come up
with their intellectual ideas in creating
unbeatable teams.
They presented a paper How to Make
Your Team Unstoppable which was
published in Realtor Magazine Online.
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 The following are excerpts from the

presentations:
1. Synergy : Powerful Fuel for the
teamwork Engine ( Stephen Covey)
2. Teams : Dont Get the Wrong Ideas
( Peter Senge )
3. Trust : The Importance of Being Human
(Tom Peters)
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The heart of synergy is building trust

among team members.
-Stephen Covey
Wrong approach to teams is to think them
like a team of horses.
-Peter Senge

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 In creating trust among team members, it

is important to take time to be human.
-Tom Peters

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In order create an unbeatable team the

following should be considered:
1. A team should be a self-managed team
2. Trust should prevail among the
members
3. Synergy should be considered as an
important ingredient in team building

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Trust is the lubrication that makes it

possible for the organization to work.
- Warren Bennis

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The Roles Of Leadership In

Team Building

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Groups in the Organization

Leadership Courage
Leading is a factor in building a better and
creative team in the organization.
Courage, as a virtue is an important
element of successful leadership and is
common requirement of leaders.
Success is possible through strong team
building coupled with courageous
leadership.
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We gain strength, courage, and

confidence by each experience in which
we really stop to look fear in the face we
must do that which we think we cannot.
- Eleonor Roosevelt
A leader is one who knows the way, goes
the way, and shows the way.
- John C. Maxwell
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 Peter Drucker, a management guru,

stresses that a leader is someone who
has followers.
Warren Bennis, an American Scholar and
Organizational Consultant says that it is
knowing oneself, having a vision that is
well-communicated, trusting one another
in the organization and taking effective
action to realize the leadership potentials.
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Good leaders should have the

following:
1. Vision
2. Confidence, determination and
persistence
3. Competence, credibility, and
trustworthiness
4. Positive values and attitudes

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Good leaders should have the

following:
5. Dynamism
6. Good communication skills
7. Courage

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Roles of a Leader in a Group

Use good judgment when working with a
group or when issues arise in the group.
Share a common goal with the group
Pursue self-knowledge, accept
responsibility and blame no one.
Help members feel comfortable and get to
know each other.
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 Listen attentively to the problems of the

followers.
Promote positive comments and new
viewpoints.
Give attention to the silent follower and
encourage him to participate.
Let individuals talk openly about negative
or angry feelings.
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 Make commitment to the group.

Summarize all sides of a dispute if one
exists in an organization.
Suggest way to solve problems.

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Leadership Theories
According to Kendra Van Wagner, a writer
specializing in psychology, child
development and education identified
eight leadership theories. These are:
1. Great Man Theory
2. Trait Theory
3. Behavioral Theory
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Leadership Theories
4. Contingency Theory
5. Situational Theory
6. Participative Theory
7. Management Theory
8. Relationship Theory

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Power
Power is the ability of the leader to
influence his followers to perform the
assigned task.
It is the capacity to affect behavior in
predetermined ways. (Kast and
Rosenweig, 1970)

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Power
It is the means or resources by which the
leaders gain compliance of others to
achieve the goals. ( Hersey and
Blanchard, 1979)

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Several Types Of Power

Reward power
Coercive power
Legitimate power
Referent Power
Expert power

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Styles of Leadership
In autocratic, the leaders make decision
without reference to anyone
In democratic type of leadership, the
employees are motivated to perform their
assigned tasks.
In dictatorial leadership, the leader has all
the authority to give orders to the
employees.
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Transactional Leaders

Transformational Leaders

1. Contingent reward: Rewards given

are due to the efforts exerted, good
performance and after recognizing a
good job.

1.Charisma: Provides vision and

sense of mission, gain respect and
trust.

2. Management by Exception (active):

Leaders watch and search for
deviations and then take corrective
actions.

2. Inspiration: Inspires the followers

by expressing the important ways in
a very simple manner.

3. Management by Exception (passive):

If standards are not met, leaders
intervene.

3. Intellectual stimulation: Leaders

are very careful in solving problems,
promotes intelligence.

4. Laissez-faire: Avoids making

decisions

4. Individual Consideration: Gives

personal attention treats each
employee individually, coaching the
employees and give advices to
them.

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Courageous Leadership
Courageous leadership is a process, by
which the leader inspires, guides the
followers toward new vistas, through tough
times and over seemingly insurmountable
hurdles.

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Courageous Leadership gains the following

potentials for:
Increased alignment with your true values,
purpose, and higher potential
Greater momentum toward a revitalized
vision and renewed sense of the groups
purpose
Higher morale among employees or
partners
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 Infusion of new ideas, and a recalibrating

of outdated or stifling process, and
More authentic, dynamic and effective
communication, each of which inspire
morale, retain employees and boost
productivity, thus attaining smooth
interpersonal relationship.
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How can Courage Manifest in the

Workplace?
The leaders should provide an honest
input to the followers. The followers look
their leaders as trustworthy person whom
they can seek advice if the need arises.
The leaders should also present outside
ideas pertaining to norms.

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 Communicating or expressing ones ideas

and feelings gives people in the
organization a feeling of belongingness.
People in the organization should be
aware that working in longer hours is not
the same as increasing their productivity.
People share an alternative viewpoint in
the organization.

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 People in the organization disregard the

status quo when they believe that what
they are doing is right.

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Some manifestations of courage in

the workplace:
Disregard the status quo as long as you
believe that what you are doing is right.
Advocating for a potential new hire without
much experience and;
Choosing, not to lay people off due to
increase inflation rates in the market.

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How Do Leaders Understand the

Importance of Courage in Organization?
Linda Marie Morton of UC Central Valley
region reviewed an article from a book
entitled: Leadership Courage and came
up with the elements of a courageous
leaders.

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Elements Or Actions Of
Courageous Leaders:
Acceptance of responsibility
Creation of Positive Change
Hiring and Promoting the Best
Keeping the Main Thing, the Main Thing
Communicate to Build Understanding,
Support, and Acceptance
Become an Effective Coach

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Elements Or Actions Of
Courageous Leaders:

Addressing Interpersonal Conflicts

Confront Performance
Be Optimistic
Become the Best You Can Be
Create a Culture of Ethics and Integrity

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Most important characteristics of

effective leaders:
1. Having the courage to make wise
and tough decisions during difficult
times
2. Having the courage to set aside
oneself by making personal
sacrifices for the good of the whole
organization or to benefit others
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With these, leaders:

1. Must understand the nature of courage in
organization;
2. Must think that courage serves as a
galvanizing force in the organizations;
and
3. Must know how to sustain courage in
trying times.

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COMMUNICATION IN THE
ORGANIZATION:
ITS IMPORTANCE IN THE
WORKPLACE

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 Communication serves as the lifeblood of

the organization.
Without communication, no organization
will exist.
Communication through proper channels
develops harmonious relationships in the
workplace.
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The motto of communication theory ought

to be: Dialogue with the self,
dissemination with the other.
Treat yourself like an other and the other
like a Self.
-John Durham Peters

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We think according to nature. We speak

according to rules. We act according to
custom.
-Francis Bacon

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Definition Of Communication
Communication is the process of
transmitting or transferring ideas,
thoughts, feelings or messages from the
sender to the receiver through proper
channels.

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Elements Of Communications
1. Sender
2. Receiver
3. Message
4. Channels
5. Feedback

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Purposes Of Communication
ACHIEVING
COORDINATED
EFFORTS

SHARE
INFORMATION

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EXPRESS
FEELINGS
AND EMOTIONS

Methods Of Communication
WRITTEN
Letter
Memo
Reports
Manuals
Bulletin
Speech

NON-VERBAL

Human element
Facial expression
Body language
Environment element
Office and building
ORAL
designs

Discussion/lectures
Informal conversation

Group discussions
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Conferences

Categories of Communication
Actional Communication
Interactional Communication
Transactional Communication

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Communication Flows
1. Upward Communication
2. Downward Communication
3. Lateral Communication

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Barriers to Communication

Muddled or Confusing Messages

Stereotyping
Wrong Channel
Language
Lack of Feedback
Poor Listening Skills
Interruptions
Physical Distraction

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Bottlenecks of Effective
Communication
Bottleneck is a stage in a communication
process that causes the entire process to
slow down or delay.
It is the point where the flow data is
impaired or stopped entirely.
Bottleneck as the word implies refers to a
neck of a bottle, often times narrower in
structure.
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Two Main Types Of Bottlenecks:

Short-term bottlenecks
Long-term bottlenecks

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Signs of Bottlenecks:
Long wait times
Backlogged work
High stress levels

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Useful Tools in Identifying

Bottlenecks
Flow charts
The Five Whys Technique

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How To Unblock Bottlenecks

Increase the efficiency of the bottleneck
step
Listening is the best thing to do.

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Improving Communication In the

Workplace
1. There are resources that will help create
good relationships with colleagues while
communicating with them.
2. Having good relationships with your
manager and co-workers.

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3. Always put in mind that communication is

a skill. Help other people to improve their
own communication skills by letting them
understand their own communication
problems.
4. Make communication goal-oriented
5. Have a creative approach to
communication.
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Why and How to Say No To Your

Manager
Honesty is a virtue that helps create a
good working environment.
Accepting a task because you do not want
to displease your manager is a not good
manager.
It is better to say the truth than suffer the
consequences later on.
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Refusing to do Your
Managers Personal Work
If you will tell your manager no state your
reasons honestly.
Tell your manager that you cant do the job
because it is not part of your job
description.

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What Is The Role Of Courage In

Organizational Communication?
It takes courage to deal with the people in
the workplace.
It takes a courageous act to turn down the
request of our co-workers.
It is definitely a courageous act on the
part of the worker to say no to the
request of his supervisor.
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 Courage as value can enhance and

improve communication in the workplace.
Courage coupled with trust and integrity
can improve organizational
communication.

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 To have a better communication in the

workplace, remember the ACRONYMS,
SOFTEN.
S------- Smile
O-------Often
F--------Forward
T--------Touch
E--------Eye Contact
N--------Nod
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END

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Groups in the Organization