Groups And Teams Flashcards
Steiners, model of group effectiveness
Actual productivity = potential productivity- faulty processes
What is Steiner saying?
The degree of success of a team performance at a given time during a game or event
= the full capabilities of the group when they are working together
- the factors that can go wrong in team performance
What are the 2 faulty processes?
Coordination losses: a breakdown and teamwork, also known as the Ringleman effect
Motivation losses due to social loafing: a withdrawal of effort by team members
The ringlemann man
Faulty process due to a breakdown and teamwork, when the effectiveness of the team to operate as a group cannot be sustained
Causes of the ringlemann effect?
Large group numbers
e.g rugby, having several things ongoing at once it’s more likely to breakdown
Lack of timing
e.g footballer offside
Lack of understanding of tactics
e.g a defender not understanding offside trap
Strategies to reduce ringlemann effect
Allocate clear roles within the team
Repetition/ practice of set plays in training
Prioritise effective communication of tactics to team members/ select good communicators
Social loafing
Withdrawal of effort caused by reduced motivation, leading an individual to coast for a period of play, or even for a whole game
Causes of social loafing
Lack of accountability
Lack of self; perceived or actual lack of ability; task too difficult
The perception that others are not trying
Individual efforts, not valued
‘Off the pitch’ problems such as emotional or social issues
Lack of identity or poorly defined team roles
Strategies to reduce the impact of social loafing
Give credit for personal success, such as highlighting assists or tackle count
Give encouragement; attribute, success to effort (internal stable reasons)
Encourage social support between players ; use peer pressure to maintain motivation; include teambuilding activities
Clarify and / or give roles and responsibilities to individuals
Punish social loafing; select ‘team’ players who are less likely to social loaf
Team development Tuckman’s Model
Forming
Storming
Norming
Performing
Forming
Short
Temporary
Bonding
Assessment of strengths; who’s good at what and what that means
Fitting in
Storming
Shuffling into roles in the group
Potential conflict
Role development
Norming
Settling down phase
Stabilisation focuses on team goals
Cohesion and cooperation ^^
Performing
Increase in role awareness
Increase in understanding
Intuition
Strategies to promote group cohesion (9)
Clear roles
Team building - social
Evaluate individual performances - social loafing
Punishments - don’t select them
Select teams not individuals
Set team goals
Practice set plays
Groove core skills, ringlemann effect
Strong leadership
Reinforce team success
