gratitude
1. Using table 11-1 as a guide, what needs to be done to turn Google’s HR group into a true team? Successful teams take on a life of their own. It is important for managers to have realistic expectations when it comes to teams. Additionally managers need to be proactive in helping to make teams effective. In order for the HR group at Google to become a true team the members of the group have to work together in cohesion. Members of the group need to realize everything becomes a shared activity. Leadership is shared; accountability is no longer for individuals, but for the team as a whole. If one person in the team fails, the whole team fails. It is no longer an individual activity. This concept goes hand in hand with effectiveness of the team: the team is effective as a whole, not singularly. Also important for true teams is to create their own mission or purpose. With true teams problem solving becomes an important function. Problem solving is no longer done on a as needed basis, it is done every day to help keep the team running effectively.
2. Should Google’s HR team members have been instructed ahead of time in the teamwork competencies in table 11-3? Explain how it should have been done
I believe Google’s HR team members should have been instructed ahead of time about the teamwork competencies. Effective work teams have a greater chance of success if they are nurtured and facilitated by the organization [ (Kreitner & Kinicki, 2013, p. 304) ]. People are most effective in all aspects of their careers when they know what is expected of them beforehand. Then people with the desire to be effective and get ahead will do not only what is expected but will likely push beyond the expected into the beyond expected.
3. How important is trust with this sort of cross functional team? Explain how to quickly build trust among cross functional team members who bring a diverse array of backgrounds and perspectives to the table?
Trust in teams is one key to
2. Should Google’s HR team members have been instructed ahead of time in the teamwork competencies in table 11-3? Explain how it should have been done
I believe Google’s HR team members should have been instructed ahead of time about the teamwork competencies. Effective work teams have a greater chance of success if they are nurtured and facilitated by the organization [ (Kreitner & Kinicki, 2013, p. 304) ]. People are most effective in all aspects of their careers when they know what is expected of them beforehand. Then people with the desire to be effective and get ahead will do not only what is expected but will likely push beyond the expected into the beyond expected.
3. How important is trust with this sort of cross functional team? Explain how to quickly build trust among cross functional team members who bring a diverse array of backgrounds and perspectives to the table?
Trust in teams is one key to
Cited: Kreitner, R., & Kinicki, A. (2013). Organizational Behavior, tenth edition. New York: McGraw-Hill Irwin. Kreitner, R., & Kinicki, A. (2013). Organizational Behavior, tenth edition. New York: McGraw-Hill Irwin.