If you have the appropriate software installed, you can download article citation data to the citation manager of your choice. Simply select your manager software from the list below and click on download. In this article, meta-analytic integration of research examining the effects of team building on performance is reported. Overall, there was no significant effect of team building on performance. However, the effects of team building varied as a function of the type of operationalization of performance: On objective measures of performance, there was a nonsignificant tendency for team building to decrease performance, whereas on subjective measures of performance, there was a significant, albeit small, tendency for team building to increase performance.
Examination of the specific components of team building revealed that interventions emphasizing role clarification were more likely to increase performance, whereas interventions that emphasized goal setting, problem solving, or interpersonal relations were no more likely to render an increase or decrease in performance. Finally, the effects of team building decreased as a function of the size of the team.
The discussion considers implications of these effects of team building on performance. Skip to main content. The Effect of Team Building on Performance: Vol 30, Issue 3, pp. Download Citation If you have the appropriate software installed, you can download article citation data to the citation manager of your choice.
The Effect of Team Building on Performance. Via Email All fields are required. Send me a copy Cancel. Request Permissions View permissions information for this article. Drew Rozell Syracuse University. Brian Mullen Syracuse University. Driskell Florida Maxima Corporation. Please click here for full access options. Remember me Forgotten your password? Subscribe to this journal. Vol 30, Issue 3, Teams und ihre Entwicklung References. Tips on citation download. Work role ambiguity, job satisfaction, and job performance: Psychological Reports, 75, - Interpersonal competence and organizational behavior.
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Personnel Psychology, 20, - Task teams for rapid growth. Harvard Business Review, 55, 71 - Google Scholar , ISI. Toward an effective open giant. Public Administration Review, 36, 46 - Group work as interventive modality with the older depressed client: Journal of Gerontological Social Work, 16, - Further, members of a sales group typically do not share a common fate. For example, if Harvey does not do his job adequately, it will be Harvey -- and not the rest of the sales staff -- who will be reprimanded or fired.
On the other hand, some sales and marketing staffs are truly teams where there is differentiation of skill among the team members.
For example, when trying to sell a learning management system for a computer-based training system, one member of the marketing team may specialize in comparing the business's system with that of the competition, while another team member might specialize in answering technical questions regarding the programmability of the system. If the remuneration of the team members is based in part on commission for making the sale, then the fate of the individual members of the team depends on the fate of the team as a whole i.
Leadership of a team is shared, and members are mutually accountable to each other. Because of these team characteristics, team members are committed to the goal and mission of the team, trust each other, and have a more collaborative culture than groups in general. As a result, teamwork often leads to a situation of synergy Nahavandi, In manager-led teams, the design of the organizational context, the design of the team as a performing unit, and the monitoring and managing of the performance processes of the team is all a responsibility of the team manager.
In self-managing teams, the design of the organizational context in which the team works as well as the design of the group as a performing unit are both done by management. However, the self-managing team not only executes the task, but also monitors and manages the performance processes used in the performance of the task.
In a self-designing team, the organizational context in which the team operates is designed by management. However, all other aspects of the team functioning i. In self-governing teams, all aspects of the team -- including its design within the context of the organization -- are the responsibility of the team. Although organizations sometimes act as though teams can be created by fiat, team development is in fact a multistage process Robbins, As illustrated in Figure 1, before a team is formed, it is a collection of individual entities.
They may be part of a group e. Once it is decided that a team will be formed Stage 1 , the team members still have a great deal of uncertainty concerning the nature of the team such as its mission and purpose, the capabilities of the other team members, what processes will best result in synergy, and the leadership of the team. During the forming stage of team development, members of the team try to determine the answers to these and other questions.
Members learn to know each other better, determine each other's areas of expertise and experience, and try to determine what types of behavior is acceptable within the group. The forming stage is completed once the members no longer consider themselves to be a random collection of individuals, but as part of a team.
According to this theory, the second stage in team development is storming. This is often a stage of conflict within the team as members struggle with the constraints placed on them as individuals. For example, every semester, a teacher requires her students to do a team research project. Within these broad parameters, they are allowed to divide the tasks of the group in any way they want, are able to establish individual or team leadership, and, in general, perform the tasks of the team
Yet little of the research on team building had focused on communication. Suspecting it might be crucial, we decided to examine it more deeply. For our studies, we looked across a diverse set of industries to find workplaces that .
This research reports the results of a comprehensive investigation into the effectiveness of team building. The article serves to update and extend Salas, Rozell, Mullen, and Driskell's () team-building meta-analysis by assessing a larger database and examining a broader set of outcomes.
This cumulative research provides the strongest scientific evidence to date that team building can have measurable, positive effects on team performance. As you’ll soon see, the “secret” in making team building work is to keep things normal, and to avoid situations that feel invasive, awkward, or forced. This research reports the results of a comprehensive investigation into the effectiveness of team building. The article serves to update and extend Salas, Rozell, Mullen, and Driskell's (
Start your hour free trial to unlock this page Teams & Team Building study guide and get instant access to the following: Research Paper Starter You'll also get access to more than 30, additional guides and , Homework Help questions answered by . Team building is an imperative aspect of any organization. The paper "Team Building" discusses the basis of team development as it has been able to showcase the true dynamics of its working within the recruitment down to the empowerment stages within the realms of an organization.