Allocating roles and diversity

Size of teams:- Ideally a team should have seven to nine people. Generally speaking, the most effective teams have fewer then 10 people. minimum four to five members may be necessary to develop diversity of views and skills. When teams have excess members, cohesiveness and mutual accountability declines, social loafing increases and more and more people do less, talking more with others.
Member flexibility:- Teams made up of flexible individuals have members who can complete each others tasks. This makes it less reliant on any single member.
Member preference:– Not every employee is a team player. When people who would prefer to work alone are required to team-up, there is a direct threat to the team’s moral and to individual member satisfaction. Hence when selecting team members individual preferences should be considered.
Context:- Four contextual factors that appear to be most significantly related to team performance are the presence of adequate resources; effective leadership, a climate of trust end a performance and reward system that reflects team contribution.

Process:– The final category related to effectiveness is process variables. These include member commitment to a common purpose, establishment of special team goal, team efficacy, a managed level of conflict and minimizing social loading.

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