Regulating work and employment: in search of a more comprehensive paradigm
Self-Regulating Work Teams Autonomous Work Groups Lecture # 14.
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Transcript of Self-Regulating Work Teams Autonomous Work Groups Lecture # 14.
Self-Regulating Work Teams
• Self-Managed Teams
• Self-Regulating Work Groups
• Autonomous Work Groups
• Work Teams
Changes due to Teams
• Teams take on traditional management functions:
• Planning
• Organizing
• Directing
• Controlling
For Teams to be Successful…
• Task differentiation
“The extent to which the task of the group is autonomous and forms a relatively self-completing whole.”
-- Cummings & Huse
For Teams to be Successful…
• Boundary Control
“The extent to which employees can influence transactions with their task environment.”
-- Cummings & Huse
For Teams to be Successful…
• Task Control
The degree to which employees can regulate their own behavior in producing the product or providing the service.
-- Cummings & Huse
High Involvement Plants (HIP)
• HIPs are designed around the ideas of task differentiation, boundary control, and task control.
• Other critical characteristics of HIPs include:
Information System
• Open
• Springfield Remanufacturing Company opens books to employees, and trains them to understand the company’s finances.
Social Needs
• Determine whether people are likely to be satisfied with individual jobs or work groups
Growth Needs
• Affect whether people will be satisfied by traditional work designs or by enriched, self-regulating forms of work
Technical Interdependence
• The extent to which employees must cooperate with each other in order to produce a product or provide a service
Technical Uncertainty
• The extent to which employees must process information and make decisions in order to produce a product or provide a service
Technical Interdependence/Uncertainty
Low Interdependence
Low Uncertainty
Traditional Job
High Interdependence
Low Uncertainty
Traditional Work Group
Low Interdependence
High Uncertainty
Enriched Job
High Interdependence
High Uncertainty
Self-Managed Team
Social Needs / Growth Needs
Low Social Needs
Low Growth Needs
Traditional Job
High Social Needs
Low Growth Needs
Traditional Work Group
Low Social Needs
High Growth Needs
Enriched Job
High Social Needs
High Growth Needs
Self-Managed Team
Lessons from REAL Teams
• 1995-1996 Chicago Bulls
• 72 Wins – 10 Losses
• .878 winning percentage
• Best NBA record ever
Lessons from REAL Teams
• Killer Bees, high school team in New York
• 1980 – 1993 went 164-32
• .836 winning percentage
• State Tournament 6 times
• Final Four 4 times
• State Champs 2 times
Lessons from REAL Teams
• School population varied from 41 to 67 total
• Never more than 19 boys
• Team never had more than 7 members
Lessons from REAL Teams
• Reading High (Mass.) boy’s track & field
• Hasn’t lost a league dual meet in 29 years
• Tied once in a 1973 meet