CTP 108 Computer Programming for Business
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Transcript of CTP 108 Computer Programming for Business
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CTP 108Computer Programming for Business
ORKUN ATASAY
DOĞUKAN DOĞU
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Importance of team work during the development of a project.
· Neccesity of a group in order to finalise a project · Formation of a group · Advantages and disadvantages of groups. · Specifications of a team(group) leader?
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UNDERSTANDING WORK TEAMS
Explain the growing popularity of teams in organizations
Contrast teams with groups Identify four types of teams Specify the characteristics of effective teams Explain how organizations can create team
players Describe conditions when individuals are
preferred teams
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Why have teams become so popular?
Motivational properties of teams Employee involvement
Call on customers
Know the products
By travelling and speaking
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Differences between groups and teams
Group
Team
Work group
Work team
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Comparing Work Groups and Work Teams
Work groups Work teams
Share information
Neutral (sometimes negative )
Individual
Random and varied
Collective performance
Positive
Individual and mutual
Complementary
Goal
Synergy
Accountability
Skills
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Types of teams
Most common types of teams1-Problem – solving teams
2-Self – managed teams
3-Cross – functional teams
4-Virtual teams
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Problem – solving teams
Four Types of Teams
?Technology
Cross-functional Problem-solving Self-managed Virtual
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Self – managed teams
Four Types of Teams
?Technology
Cross-functional Problem-solving Self-managed Virtual
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Cross – functional teams
Four Types of Teams
?Technology
Cross-functional Problem-solving Self-managed Virtual
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Virtual teams
Four Types of Teams
?Technology
Cross-functional Problem-solving Self-managed Virtual
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Creating effective teams Team Effectiveness Model
Context- Adequate resources- Leadership and structure- Climate of trust- Performance evoluation and reward systems
Composition - Abilities of members- Personality - Allocating roles- Diversity- Size of teams- Member flexibility- Member preferences
Work design - Autonomy- Skill variety- Task identity - Task significance
Process- Common purpose- Specific goals- Team efficacy- Conflict levels- Social loafing
Team effectiveness
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CONTEXT
Adequate resources
Leadership and structure
Climate of trust
Performance evaluation and reward systems
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COMPOSITION
1) Abilities of members
a) Technical expertiseb) Problem solving and decision making skills. (to
identify problems)c) Interpersonal skills. (listening, feedback,etc..)
2) Personality
3) Allocating roles
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Key Roles of Teams
TEAM
Linker
creator
promoter
OrganizerProducer
Controller
Maintainer
Advisor
Encourages the search for more information
Coordinates and integrates
Initiates creative ideas
Fights external battles
Champions ideas after they’re initiated
Offers insightful analysis of options
Assessor
Provides structure
Provides direction and follow-through
Examines details and enforces rules
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4) Diversity
5) Size of teams
6) Member flexibility
7) Member preferences
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WORK DESIGN
PROCESS
1) Common purpose
2) Specific goals
3) Team efficacy
4) Conflict levels
5) Social loafing
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TURNING INDIVIDUALS INTO TEAM PLAYERS
1) The challenge
2) Shaping team players a) Selection: • The team member can undergo training• To transfer the team member to another unit.• To decide to redesign the jobs around the team b)Training: c)Rewards:
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Team Leader
Who is team leader?
Specialities of a team leader
To be a team leader?
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1) Employee – oriented leader:
2) Production – oriented leader:
Types of team leaders
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Managerial grid of a team leader
9
8
7
6
5
4
3
2
1
1 2 3 4 5 6 7 8 9
1,9
5,5
9,11,1
9,9
Concern for
people
high
Low
high Low Concern for production
The Managerial Grid
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Position power
Good
Poor
performance
Favorable Moderate Unfavorable
Task - oriented
Relationship - oriented
I II III IV VII VI V VIII Category
Good Good Good Poor Poor Poor PoorGood
High High Low Low High High Low Low
High High High High High High HighHigh
Leader-member relations
Task structure
Position power
Findings from the Fiedler Model
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Matching team leaders and situations
How to improve team leaders’ effectiveness
1) change the leader to fit the situation
2) change the situation to fit the leader
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Evaluation:
what shows the effectiveness of a team member?
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Framing: Inspirational Approaches to Leadership Charismatic leadership theory
1)Vision and articulation. Has a vision – expressed as an idealized goal – that proposes a future better than the status quo; and is able to clarify the importance of the vision in terms that are understandable to others.
2)Personal risk. Willing to take on high personal risk, incur high costs and engage in self- sacrifice to achieve the vision.
3)Sensitivity to follower needs. Perceptive of others’ abilities and responsive to their needs and feelings.
4)Unconventional behavior. Engages in behaviors that are perceived as novel and counter to norms.
Key Characteristics of Charismatic Leaders
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How charismatic leaders influence followers
Vision
A vision statement
Dark side of charismatic leadership
Level – 5 team leaders
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Transactional team leaders
Transactional Leader
Contingent Reward: Contracts Exchange of rewards for effort, promises rewards for good Performance, recognizes accomplishments.
Management by Exception (active): Watches and searches for deviations from rules and standarts, takes correct action.
Management by Exception (passive): Intervenes only if standarts are not met.
Laissez – Faire: Abdicates responsibilities, avoids making decisions.
Transformational Leader
Idealized Influence: Provides vision and sense of mission, instills pride, gains respect and trust.
Inspirational Motivation: Communicates high expectations, uses symbols to focus efforts, expresses important purposes in simple ways.
Intellectual Stimulation: Promotes intelligence, rationality, and careful problem solving.
Individualized Consideration: Gives personal attention, treats each employee individually, coaches, advises.
Characteristics of Transactional and Transformational Leaders
Transformational team leaders
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Full range of leadership
IdealizedInfluence
InspirationalMotivation
IntellectualStimulation
Individualized Consideration
Contingent Reward
Managementby Exception
Lazy - Fairless
Transactional
Transformational
Passive
Ineffective
Active
Effective
Full Range of Leadership Model
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How transformational leadership works
Evaluation of transformational leadership
Authentic team leaders
Ethics and leadership
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What is trust
Trust Dimensions
Integrity
Competence Consistency
Loyalty Openness
Trust and leadership
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Types of trust 1) deterrence – based trust 2) knowledge – based trust 3) identification – based trust
Substitutes and Neutralizers for Leadership
Defining CharacteristicsRelationship-OrientedLeadership
Task-OrientedLeadership
Individual Experience / training Professionalism Indifference to rewards
Job Highly structured task Provides its own feedback Intrinsically satisfying
Organizations Explicit formalized goals Rigit rules and procedures Cohesive work groups
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