Group Effectiveness

From the human resources approach, work groups are viewed as quite capable of helping improve organizational efficiency and organization should be designed to utilize the work team whenever possible. Managers should be well equipped to use the newly emerging organization design to bring team to the point where they are entirely responsible for operations in their own areas, Guest (1979), Muncshus III (1983) and Yager (1979). The approach also assumes teams are capable of handling high level decisions and responsibilities. They should therefore, be encouraged to participate in running the important business affairs of their department.

A team consists of people interacting with one another towards the achievement t of a common objective. The following factors should be put into consideration for effective team building as a management technique:

1. Membership of a team varies from one team to another. The smaller the number of people, the better for effective management. Membership of an ideal manageable small team should be about 20 people.
2. Group goals, team should have a common goal and specified target for the individual members and the team.
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3. Interaction, where the action of one person is a stimulus to another person in the group.
4. Leadership, this is a group phenomenon and the leader should possess necessary leadership qualities that will facilitate group effort to goal attainment. Some questions asked in this case are: who should lead? How should the leader be appointed? What qualities qualify him/her to be the leader?
5. Norms, which governs the behavior of team members.
6. Rewards and punishment, to ensure conformance with norms of the team.
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7. Division of labor, this has to do with how task is beer divided up among the group.
8. Power and Control, who has the power here?
9. Communication, it is basically the process by which views and information are exchanged between groups. Communication usually refers to the system of communication in use, but it can also mean the skills of exchanging information among team members.
10. Trust, team should be built upon trust where by members can be free to talk about problem without fear.
11. Valuing Diversity, has to do with using full potentials of every individual in the team.
12. Team development and Training, the objective of team training is to achieve change in the behavior of team.

Conflict Managing, conflict is prevalent in both human society and human organizations. Since human beings are involved, there should be better understanding of each other, the management, managers, employees see one another as human beings and as such treat them selves like that. The boss-servant relationship should be minimized in group.

Udoka (1987) put it, that training involves the acquisition of specific skills which are needed to perform a particular. For example a group might be trained to record sales or to operate a particular machine.