A group that produces a high-quality result but damages its members’ ability to cooperate may not be effective in the full sense. Likewise, a supportive group that consistently misses performance standards falls short of effectiveness.
Three factors directly shape the group’s ability to meet its effectiveness criteria. They are called intermediate criteria because they connect the conditions surrounding a group with its eventual results.
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What are the three criteria for work group effectiveness?
Productive output that meets organizational standards, personal need satisfaction for members, and social processes that maintain or improve the group’s capacity for future cooperation.
What are intermediate criteria?
They are group factors that connect the conditions affecting a group with its effectiveness: group effort, group knowledge and skill, and task performance strategies.
How is group effort defined?
It is the amount of effort group members exert toward accomplishing their task.
What does work technology include?
Work technology includes the equipment and materials used, prescribed work procedures, and the physical layout of the work site.
What three sets of conditions shape the intermediate criteria?
Environmental context, design factors, and interpersonal processes. Examples include reward systems and training, group structure and norms, and how members share knowledge or handle conflict.
Quiz questions
What is process consultation in a work group?Answer: Helping the group examine and improve how it functions.
What is dependable role performance?Answer: Reliably following procedures required for the work.
Which behavior is an example of innovative and spontaneous behavior?Answer: Raising a useful new idea or acting on an important opportunity.
Why does group cohesiveness not guarantee effective performance?Answer: A cohesive group may still follow norms that conflict with organizational goals.
How can an organization’s reward system support effective group cooperation?Answer: By reinforcing contributions and results that align with organizational goals.
Based on Organizational Behavior by J. Stewart Black, David S. Bright, Donald G. Gardner, Eva Hartmann, Jason Lambert, Laura M. Leduc, Joy Leopold, James S. O’Rourke, Jon L. Pierce, Richard M. Steers, Siri Terjesen, Joseph Weiss (OpenStax), licensed CC BY 4.0. Adapted into a summary, flashcards and quizzes.