Work Teams

The reasons for studying these are that managers spend about 70% of their meeting time; the behavior of individuals varies when they are part of a team and a team is capable of producing much superior work in quantity and quality.
A work group is a collective of individuals who come together to carry out a common task. The work of a group is nothing more than the simple sum of the work of each of its members, but of members who are able to interact with each other, perceive themselves and others as members of a Unit.
Working groups should be used in case of: if the problem is relatively uncertain, complex or can generate conflicts; if interests of different departments come into play in the problem; if there are no immediate term limitations.
The strengths and weaknesses of a group are measured in five important areas: utilization of members' resources, objectives, leadership, responsibility and communication.
In order to be potentially effective, a team cannot be made up of “premium donuts”. Different roles must be given that allow the group to charge a different entity from that of its members. Each of the members performs a double role, the functional one based on their specialty and the team role based on their personality. Eight roles are identified based on four criteria: intelligence, dominance-authority, introversion / extraversion, and stability / anxiety. These roles are not static and must rotate among team members.

A working group generally governs its conduct by creating its own standards of action.
The optimal procedure for group problem solving is developed in 5 phases: Delimitation or definition of the problem
Determination of relevant facts
Definition and unification of terms
Determination of possible alternatives
Evaluation of alternatives and decisions
Psychologically, each group faces problem solving differently. There are three styles of conflict resolution: smooth and avoid conflict, force and negotiate to the extreme, and deal with the problem.
There are basically 11 verbal behaviors that determine the success or failure of the group, but they are grouped into 4 groups: behaviors of determination (propose and develop), behaviors reaction (support, dissent, defend and attack), clarification behaviors (ask, inform, summarize and check, understanding) and process behaviors (interest and Exclude).
 In discussions, the figure of the dissident appears frequently, that member who persistently faces a generalized opinion of the group. The process that will follow will go from initial tolerance to rejection and isolation, through attempts at rectification and verbal aggression.