Preparing for Self-Directed Work Teams COS 4880 Bruce K. Barnard.
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Transcript of Preparing for Self-Directed Work Teams COS 4880 Bruce K. Barnard.
![Page 1: Preparing for Self-Directed Work Teams COS 4880 Bruce K. Barnard.](https://reader030.fdocuments.us/reader030/viewer/2022032517/56649c945503460f9495135f/html5/thumbnails/1.jpg)
Preparing for Self-Directed Work Teams
COS 4880Bruce K. Barnard
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Self-Directed Work Team A highly trained group of 6-18 people Responsible for turning out finished work A wide-range of cross functional skills Access to information to make decisions Plan, set priorities, organize, coordinate,
measure and take corrective action. Solve problems, schedule and assign
work. Make personnel decisions.
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Results Xerox -- increased productivity by
30% Proctor & Gamble -- 30-40% better
productivity in team-based plants Tektronix -- teams reduced product
assembly from 14 days to 3 days General Motors – 20-40% better
productivity in team-based plants
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So Let’s Get Started! Will self-direction work here? What is required to support a self-
directed work team?
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Feasibility Are the work processes compatible
with self-direction? Shared technology, territory, & time What goods and services are
produced? How are they produced? (automation,
interpersonal involvement)
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Feasibility Are employees willing and able to
make self-direction work? Can each member perform at least 80%
of the required tasks, including administrative functions?
Do members have a capacity for problem-solving and interpersonal relationships
Do members have the capacity to manage the ambiguity of the start-up phase?
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Feasibility Can managers handle the hands-
off leadership style required? Will they permit autonomy and
provide the necessary information? Do they encourage employee
involvement now? Will they support the move to self-
directed work teams?
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Feasibility Is the market healthy or promising
enough to support improved productivity without reducing the workforce?
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Feasibility Will the organization’s policies and
culture support the transition to teams? Beware and “us versus them”
mentality or efficiency at the expense of job satisfaction.
Multi-level communication The switch to teams requires strong
support from corporate or upper management.
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Feasibility Will the community support the
transition to teams? Teams may clash with values and
strong held beliefs. Employees are members of the
community first and teams second. Family support is critical
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Stages Start-up State of confusion Leader-centered
team
Tightly formed teams
Self-directed teams
Optimism Role upheaval Reliance on team
leader Fierce loyalty to
team Cooperative self
managment
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Stages
0
10
20
30
40
50
60
70
80
90
Stage1
Stage3
Stage5
mgrs.
team
As we move through the stages responsibility gradually shifts from managers to the team.
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Stages Managers must be prepared for a
long-term process of transferring authority to the team
The organization must be willing to invest in the required training
Planning should include operations, social aspects, and communication.
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Stages Prior to implementation,
organizations should think through tasks traditionally considered management responsibilities. Compensation Performance review Planning New product development
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Stage One (Start-Up) The goal is preparation, preparing
the field for planting.
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Stage One (Start-Up) Conduct awareness training, what
they are and what they aren’t. Select members Align the method of production
with the way people work. We must establish trust BEFORE
we will get “buy-in”.
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Stage One (Start-Up) Boundaries
Teams have a clear sense of identity Harmonize team efforts with the
organization Ensure accountability Ensure compliance with specification
requirements, fiscal, and legal mandates.
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Stage One (Start-Up) Training for managers Training for team members
Technical skills Administrative skills Interpersonal skills Group process awareness
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Stage One (Start-Up) Involve the team in the start-up
process! Build a culture of experimentation,
measurement, & re-evaluation Stage one lasts 6-9 months.
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Stage Two (State of Confusion) The goal is regulated growth,
building a solid root structure to support later growth.
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Stage Two (State of Confusion) Members will naturally mourn the
loss of certain predictable events and expectations, “we have always done it this way”.
Concerns about job security. Will it really work?
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Stage Two (State of Confusion) Managers need to be visible during
stage two. Encourage reorganization for self-
management Monitor team performance and
benchmark Hand off new responsibilities as soon as
the team is ready Facilitate communication among teams
and provide education to others.
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Stage Two (State of Confusion) Hazards of stage two
Managers who won’t let go Managers who are hoping the team
will collapse Managers who won’t get involved
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Stage Two (State of Confusion) Offer technical assistance Positive feedback Do the teams have the information
they need? Are procedures in place to support
self-direction? Access to training and consultation Stage two lasts 6-9 months
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Stage Three (Leader-Centered Teams) Goal, focus on the outcome and
develop an identity. Nurture the plant until it is capable of adapting to its conditions and sustaining its own growth .
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Stage Three (Leader-Centered Teams Members take more of an interest in
the quality of their product or service. Team members may begin to
challenge managers. Teams are assigning work and
organizing themselves. Managers take more of an external
role.
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Stage Three (Leader-Centered Teams) Team leaders may be appointed or
elected, team input is critical. Leadership may rotate Team leaders must accept the goal
of self-direction. Their mission is to guide the team towards autonomy.
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Stage Three (Leader-Centered Teams Build team identity Promote a vision Recognition and rewards Encourage leadership activities
among all team members Stage three lasts 6-12 months.
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Stage Four (Tightly Formed Teams) Goal, begin to look outward.
Pollination and flowering requires relationships with other plants and sustenance from outside sources.
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Stage Four (Tightly Formed Teams) Teams may turn inward and
become self-absorbed They actively resolve conflicts They manage their own production They communicate regarding
resources and goals
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Stage Four (Tightly Formed Teams) Maintain communication with
management Integrate the team with other teams
and the rest of the organization Increase information about performance Manager to team – not manager to
team member Stage four lasts 6-12 months
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Stage Five (Self-Direction) Goal, link the team’s work directly
to the outcome of the organization.
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Stage Five (Self-Direction) Continue to respond to training
needs. Build team-friendly systems Focus on external customer needs
and expectations
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Stage Five (Self-Direction) Focus on the work process, issue,
or behavior not on the person. Maintain the self-confidence and
self-esteem of others. Maintain strong partnerships with
internal and external customers Improve and lead by example
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Discussion What factors might effect the times
required in each stage? What types of training would be
required for any self-directed team conversion, regardless of the product?
Can anyone be trained and coached to be an effective team member?