Madiha Shakoor

2. Sidra Rauf MadihaShakoor ShumailaNaseem SobiaYasmeen

3. Government College University Faisalabad

4. History of GCUF GC University, Faisalabad has emerged as a leading center of learning and research in a short span of time. The GC University's journey started as a primary school in 1897 in the present building of Govt. College for Women, kharkhanaBazar, Faisalabad. It was promoted to High school and college in 1905 and 1924 respectively. Postgraduate disciplines were introduced in i963. The status of university was granted in October 2002

5. Mission Statement Our Mission is to provide students an enabling environment where dialogue is encouraged and ideas envisioned. We will provide the intellectual and physical infrastructure that will hold students to the highest moral and ethical values.

6. Vision Statement Govt. College University has embarked on a new phase of history. We are busy in the preparation of a development plan both in terms of education as well as physical development.  The hallmark of the University’s educational philosophy is the reconstruction of human thought in all its facets on the foundation of our social, moral and religious values.

7. Departments Business Administration Law Department Education Department Pharmacy

8. Foundations of group behavior

9. What is Group? A set of two or more people who interact with each other to achieve certain goals or to meet certain needs.

10. Attributes • Interdependence among members • Members’ goals are both shared and independent

11. Working Group Formal work Group Informal work Group Command Group Task Forces Friendship Group Interest Group

12. Types of Work Groups Formal Work Group A group established by management to help the organization achieve its goals.

13. Types of Work Groups Informal Work Group A group that emerges naturally when individuals perceive that membership in a group will help them achieve their goals or meet their needs.

14. Types of Formal Group Task Forceconsists of people who come together to accomplish a specific goal. Command Group consists of subordinates who report to the same supervisor.

15. Types of Informal Group Friendship Group consists of people who enjoy each other’s company and socialize with each other on and off the job. Interest Group consists of people who come together because they have a common goal or objective related to their organizational membership.

16. Groups are formed based on… • Status • Security needs • Esteem needs • Affiliation • Goal achievement • Power

17. Stages of Group Development Forming Storming Norming Performing Adjourning

18. Stages of Group Development Forming Group members try to get to know each other and establish a common understanding Storming Group is in conflict, members resist being controlled by, and disagreement arise concerning leadership in the group.

19. Stages of Group Development • Norming • Close ties and consensus begin to develop between group members. • Performing • The group begins to do its real work

20. Stages of Group Development Adjourning • Work is done • Time to move on to other things

21. Group Properties Status Roles Norms Size Cohesiveness

22. Group Properties Roles • Roles • expected behaviors for a given position • Task roles • task-oriented group behavior • Keep the group on track • Maintenance roles • relationship-building group behavior • Keep the group together

23. Group Properties Norms • Norms • shared attitudes, opinions, feelings, or actions that guide social behavior • Ostracism • rejection by other group members

24. Group Properties Status A socially define position or rank given to groups or group members by others size measured by the number of full-time members who work together to achieve the group’s goals.

25. Group Properties Social Loafing The tendency for individuals to expend less effort when working collectively than when working individually Reasons for Social Loafing Equity of effort Loss of personal accountability Motivational loss due to sharing of rewards Coordination loss as more people perform the task

26. Group Properties cohesiveness The degree to which group members are attracted to each other and are motivated to stay in the group

27. Strong Increase in Productivity Moderate Increase in Productivity No Significant Effect on Productivity Decrease in Productivity Cohesiveness-Productivity Relationship High low Cohesiveness Alignment of group and org.goals high low

28. Groupthink The deterioration of mental efficiency, reality testing, and moral judgment in the interest of group solidarity

29. Understanding work teams

30. Understanding work teams team A group whose individual efforts result in a performance that is greater than the sum of the individual inputs.

31. Differences between groups an teams

32. Types of teams Problem solving teams Self managed work teams Virtual teams Cross functional teams

33. Types of teams Problem solving Teams: They are typically composed of 5 to 12 employees of the same department who meet for few hours each week to discuss the ways of improving quality, efficiency, and the work environment. Types of teams

34. Types of teams Self-managed work teams A formal group of employees that operates without a manager and is responsible for a complete work process or segment that delivers a product or service to an external or internal customer.

35. Types of teams : Cross Functional Teams: A team composed of employees from about the same hierarchical level but from different work areas in an organization they are brought together to accomplish a particular task.

36. Types of teams Virtual Teams: Team that uses computer technology to tie together physically dispersed members in order to achieve a common goal.

37. A Team-Effectiveness Model A Team-Effectiveness Model

38. Creating Effective Teams: Context • Adequate Resources: • Need the tools to complete the job • Effective Leadership and Structure: • Agreeing to the specifics of work and how the team fits together to integrate individual skills • Even “self-managed” teams need leaders • Leadership especially important in multi-team systems • Climate of Trust: • Members must trust each other and the leader • Performance and Rewards Systems that Reflect Team Contributions: • Cannot just be based on individual effort

39. Creating Effective Teams: Composition • Abilities of Members: • Need technical expertise, problem-solving, decision-making, and good interpersonal skills • Personality of Members: • Conscientiousness, Openness to Experience, and Agreeableness all relate to team performance • Allocating Roles and Diversity: • Many necessary roles that must be filled • Diversity can often lead to lower performance • Size of Team: • The smaller the better: 5-9 is optimal • Member’s Preference for Teamwork: • Do the members want to be on teams?

40. Creating Effective Teams: Work Design • Freedom and Autonomy: • Ability to work independently • Skill Variety: • Ability to use different skills and talents • Task Identity: • Ability to complete a whole and identifiable task or product • Task Significance: • Working on a task or project that has a substantial impact on others

41. Creating Effective Teams: Process • Commitment to a Common Purpose: • Create a common purpose that provides direction • Have reflexivity: willing to adjust plan if necessary • Establishment of Specific Team Goals: • Must be specific, measurable, realistic, and challenging • Team Efficacy: • Team believes in its ability to succeed • Mental Models: • Have an accurate and common mental map of how the work gets done • A Managed Level of Conflict: • Task conflicts are helpful; interpersonal conflicts are not • Minimized Social Loafing: • Team holds itself accountable both individually and as a team

42. Selection Rewards Turning Individuals into Team Players Training