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Ch 3 Textbook Notes


Department
Business Administration
Course Code
BUS 361
Professor
Sussman

Page:
of 8
Ch. 3 Management project teams
Important and expensive, labor shortages will lead to increased use of
global project teams, making effective projects more complex and
difficult
What is a project team?
Two or more people who share the same goals, are interdependent,
have complementary skills and are mutually accountable to the
organization and to each member of the team
Project team development
five stages forming, storming, norming, performing, and adjourning.
Evolve in order to reach optimal performance
Factors that influence project team performance
Work design: autonomy, skill variety, task variety, task significance
Composition: ability, personality, roles & diversity, size, flexibility
and preference for Teamwork
Context: adequate resources, leadership, climate of trust, performance
evaluation and rewards
Process: common purpose and goals, confidence, L to M comfort level
Myer Briggs Type Indicator: a widely used personality test that can
be used to improve work and personal relationships, increase
productivity, and identify leadership and interpersonal communication
preferences of team members
Types: deliverer, prototyper, perfector, producer, fixer, finisher
Contextual factore: adquete resource, leadership, trust and
performance evaluation and rewards
Motivating team members
Motivation: an individuals intensity, direct and persistence of effort
toward attaining a goal
www.notesolution.com
Job satisfaction: the general attitude a person has towards his or her
job
Absenteeism: the failure to report to work
Turnover: the rate at which people voluntarily or involuntarily leave
an organization
Need theories of Motivation
Hierarchy of needs
oA hierarchy of needs physiological, safety, social, esteem, and
self actualization where as each need is met, the next higher
level need becomes the motivating focus
ERG Theory
oThree core needs existence, relatedness, and growth of which
more than one may be operative at the same time, if the
fulfillment of a higher level need is unrealized, the desire to
satisfy a lower need becomes the motivating focus
Two factor theory
oIntrinsic factors motivational factors such as achievement,
recognition, advancement, and responsibility are related to job
satisfaction wheres extrinsic factors 0 hygiene factors such as
salary, relationships with colleagues, and work conditions are
associated with job dissatisfaction
Theory of needs
oIndividuals motivation can be explained by their need for
achievement, power and affiliation
Process theories of motivation
Process theories attempt to understand a persons behavior based on
intrinsic or personal factors used to motivate specific behaviors
Theory X and Theory Y
oMotivational theory that assumes people dislike work , are lazy,,
dislike responsibility, and must be coerced to work hard
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oMotivational theory that assumes people like work, are creative,
like autonomy and seek responsibility
Theory Z
oManaging theory reflecting the Japanese work philosophy that
includes a benefit in lifetime employment, strong company
loyalty and group consensus
Goal setting theory
oSpecific and difficult goal, with clear feedback on how well a
person is meeting that goal, can enhance a persons work activity
Equity theory
oIndividuals compare their work inputs and outcomes with those
of others and then respond to eliminate any inequities
Reinforcement theory
oA motivation theory that argues that both positive and negative
feedback condition behavior
Expectancy theory
oPeople exert a high level of effort when they believe that
Effort will lead to good performance appeal
A good appraisal will lead to rewards
Rewards will satisfy their needs
General guidelines for motivating team members
Recognize individual differences
Use specific goals and feedback
Allow team members to participate in decisions that affect them
Link rewards to performance
Check the system for equity
Leadership power, conflict in project teams
www.notesolution.com