Hello Respected Researchers and HR managers, In this section we will discuss about “What is the difference between Team and Group?-Teams versus Groups“. It is very much important for a Researcher as well as HR Concern person/ manager to know What is the difference between Team and Group. If researcher or HR Manager could follow the Points accordingly,it would easier to reach the goal. Let’s have a look…
⊕ Teams versus Groups:
⇒ The primary distinction between a work group and a work team, is that the sum of the parts in a work team is greater than the whole; there are distinct synergistic effects of individual efforts. Therefore it has been argued that a team is something more than a group. There are a number of specific distinctions between a group and a team:
(1). Shared leadership: Teams have shared leadership roles, whereas groups usually have a strong, focusssed leader.
(2). Accountability: Teams have individual and mutual accountability, whereas groups are based mostly on individual accountability.
(3). Purpose: Teams work toward a specific purpose, whereas a group’s purpose is usually identical to the organisation’s mission.
(4). Work products: Teams deliver collective work products, whereas groups have individual work products.
(5). Communication: Teams encourage open-ended discussion and active problem-solving meetings, whereas groups attempt to run meetings that are efficient.
(6). Effectiveness: Teams measure performance by direct assessment of their collective work products, whereas groups measure effectiveness indirectly by their influence on others.
(7). Work style: Teams discuss, decide, and delegate but do the work together, whereas groups discuss, decide and delegate, and then do the work individually.
⇒ You might recall a time when you were part of a group, and wanted to express your opinion that was inconsistent with other group members, but you decided against it. You might have been a victim of groupthink. Groupthink is a phenomenon which can lead to faulty group decisions. It usually occurs in highly cohesive groups and arises when team members try to avoid being too critical in judging other team members’ ideas. It is certainly more pleasant for us when we can agree with our group-mates. See if you can recognize some of the symptoms of groupthink.
(1). Illusion of invulnerability: Group members become overconfident among themselves, allowing them to take extraordinary risks.
(2). Assumption of morality: Group members believe highly in the moral rightness of the group’s objectives and do not feel the need to debate the ethics of their actions.
(3). Rationalised resistance: Group members rationalise any resistance to the assumptions they have made. No matter how strongly the evidence may contradict their basic assumptions, members behave so as to reinforce those assumptions continually.
(4). Peer pressure: Members apply direct pressures on those who momentarily express doubts about any of the group’s shared views or who question the validity of arguments supporting the alternative favoured by the majority.
(5). Minimised doubts: Those members who have doubts or hold differing points of view seek to avoid deviating from what appears to be group consensus by keeping silent about misgivings and even minimizing to themselves the importance of their doubts.
(6). Illusion of unanimity: If someone doesn’t speak, it’s assumed that he or she is in full accord. In other words, abstention becomes viewed as a ‘yes’ vote.
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