Factors affecting team efficiency

Question 1: What factors affect efficiency and effective execution in teamwork?

Question 2: What is the reason for team inefficiency? What is the reason for team inefficiency? If the cooperation between teams is not in a good state, there will be some obstacles in communication, and the efficiency will be greatly affected.

Question 3: How does team size affect team effectiveness? The effectiveness of project team refers to the productivity of project team. Specifically, the effectiveness of the project team refers to the measurement of the degree to which the project team completes the specified tasks under the specified project environmental conditions and within the specified time. It is a function of the ability, reliability and adaptability of the project team and a key factor for the success or failure of the project. The effectiveness of the project team can be expressed as follows:

F = C？ d？ A

These include:

F (labor force): team effectiveness.

C (Ability): Measure the overall ability of the project team to perform project tasks, including the skills, knowledge and ability of team members, the selection of team members and the integration of abilities.

D (Dependence): A measure of the status of the project team when performing the project tasks, including the personality status of the team members, the cognition and positioning of the roles, etc.

A (Adaptability): Measure the status of the project team in the process of performing tasks, including the role distribution and exertion of team members, the formation and perfection of team rules, and the maturity of team culture.

Therefore, how to start with the composition and management of the project team, analyze and study the key factors that affect the effectiveness of the project team, establish the generating relationship model of the effectiveness of the project team, and lay a theoretical foundation for the research of the effectiveness of the project team, which has become a subject with considerable research value.

According to the generated logical relationship, we summarize the key factors affecting the effectiveness of the project team into the following five levels (see table 1):

Level of influence-influencing factors-content included

1) team and staff-the overall ability of the project team to complete the project tasks-the skills, knowledge and ability evaluation of team members, the selection of team members, the ability integration of team members, etc.

2) Harmony among people-personality differences, influence and interpersonal coordination among project members and team members.

3) People and the team-the role orientation of project members in the team and the coordination and harmony of team operation-the role cognition, role orientation, role allocation and role playing of team members.

4) People and rules-the perfection of team rules and their incentives and constraints on all team members-the rules and regulations of the project team, fairness, incentives and constraints, etc.

5) people and culture-the formation of project team culture-team values, team spirit, trust, team learning, etc.

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Question 4: Influencing factors of team learning [1] The influencing factors of team learning include three categories, namely, organizational level variables, team level variables and individual level variables. 1. Organizational variables Organizational variables mainly include personnel rotation and training, organizational performance management and organizational knowledge management. Argote( 1995) and others' research shows that personnel rotation is beneficial to the effective dissemination and application of individual knowledge (explicit knowledge and tacit knowledge) among different groups, and has a significant positive effect on team learning. The research of Hang (1995) and others shows that team training can produce better results than individual training, mainly because team training is conducive to developing the transactive memory system of team members and enhancing interpersonal trust among team members. A study by Gibson(2003) and others shows that team learning will be better if performance management is carried out by managers outside the team, and the knowledge management level of the organization also has an important impact on team learning. 2. Team-level variables Team-level variables mainly include team belief, team cohesion, team leadership style, team empowerment and team composition. Ed-mondson( 1999) and others studied the influence of team psychological security and team efficacy on team learning. The results show that there is a significant positive correlation between team psychological security and team learning, but the study has not found a significant correlation between team efficacy and team learning. A study by Edmondson(2002) shows that the higher the level of team empowerment, the stronger the team members feel, and the more they can stimulate their learning behavior. Ellis(2003) and others' research shows that paired team structure is more conducive to team learning than functional team structure and division team structure. Wong(2004) shows that team cohesion has a significant positive impact on team external learning, but has no significant impact on team internal learning. Domestic scholar Jing Yao (2004) and others' research shows that transformational leadership behavior has a significant positive impact on team learning. 3. Individual level variables Individual level variables mainly refer to the cognitive ability, personality characteristics and individual differences among team members. A study by Gib-Son (2003) and others focused on the influence of demographic differences among team members on team learning. It uses the strength of subgroups (the same degree of team members in demographic variables) to express the heterogeneity and homogeneity of teams. The results show that moderate grouping intensity is most beneficial to team learning. Ellis(2003) and others' research shows that there is a significant positive correlation between the cognitive ability level of team members and team learning; There is also a significant positive correlation between personality factors such as agreeableness and openness of team members and team learning.

Question 5: How to maximize team efficiency 1 and constantly enrich professional knowledge and experience. Although in recent years, with the emergence of professional managers, the requirements for professional knowledge and experience have declined in the selection of leaders, people are paying more and more attention to leaders who can go anywhere and manage anything. However, having good professional knowledge and work experience is helpful for leaders to accurately grasp the market, competition, products and technology of the industry, and is of great help to the accuracy of leadership analysis and the pertinence and correctness of decision-making. Expert leaders with professional knowledge and experience are conducive to enhancing their influence. 2. It is true that the potential to exert power is inherently resistant to power. If you use it once, employees may respect you and do things well. After you use it twice, the staff will push you away: I have other things on hand, busy. Do you think you can get someone else to do it ... maybe after a long time, I will face you. Power should not be abused, but should be used at critical times. People who can really lead will often not be angry. Just like nuclear weapons, when is the most effective? It is most effective when not in use. It's called the Nuclear Threat Association. By the same token, power is the best deterrent only if it is hidden there and not used. Successful managers should correctly use the potential of power and exert their influence. 3. There are two main ways to optimize management methods: one is control management; The other is participatory management. Control management is more about the application of orders: you have to do whatever I ask you to do, and you are not allowed to disobey the boss's orders or dismiss employees if you don't do well. To manage like this, as a leader, the idea is that since you take my salary, you have to listen to me. As the saying goes, since you are employed by others, you have to listen to others. The idea as an employee is: if I don't do this, I will lose my job, even if I don't want to. We don't deny that this method can do some work well, but it has planted a "time bomb", which will lead to a vicious circle in the long run. If employees lose their enthusiasm, initiative and innovation, enterprises will have no strong centripetal force, people around them will leave you and outsiders will not dare to come in. There is a statistic: suppose there are 50 tasks that need to be arranged and promoted by leaders, and how many of them need to be executed by orders. If this indicator reaches 30, it is considered that this person's leadership ability and influence are limited. Participatory democratic management can give full play to the participation, initiative and enthusiasm of employees. In fact, leaders in modern organizations are playing more and more roles: (1) diplomats: balance the external environment, coordinate relations, and strive for more resources and support; (2) Missionaries: publicizing organizational culture, ideas and goals; (3) Mediator: unify different opinions and solve organizational conflicts; (4) Trainer: Cultivate and train team members to constantly improve their own abilities and qualities, and actively accomplish the goals of the team. In fact, good management can greatly exert the influence of managers and enhance the real authority of leaders. 4. Improve communication skills Some people say that 80% of successful leaders rely on communication. Good communication can be the bridge and wings of influence. While accurately conveying the opinions, demands and decisions of leaders, it also widely spread the influence of leaders. Communication enables leaders to understand information more accurately and prevent blindness; Communication can also make leaders have a good atmosphere and channels for cooperation and promote the implementation of leadership decisions. Both of them not only increase the effectiveness of leadership, but also enhance the influence of leaders. Not only that, proper communication itself is a good embodiment of influence. Leaders communicate and negotiate with team members on an equal footing, show willingness to cooperate, and at the same time enhance the sense of participation and identity of team members, thus further enhancing the continuous influence of leaders. 5. The qualities of successful managers, such as creating outstanding leader qualities, courage, perseverance, modesty, integrity and honesty, will undoubtedly soar the charm and influence of leaders, thus expanding the ranks of their followers. Many factories require no smoking in the factory area and will be fined. But cigarette butts can often be seen in the factory, but smokers can't be found. As a result, most of the leaders were in the conference room and received real cigarettes. The management of Bohai Piston Factory decided that all leading cadres should take the lead in quitting smoking, and even if guests came to the factory, only guests were allowed to smoke. Silent action touched the hearts of employees, and no cigarette butts were found in the factory. The power of example is infinite, "birds of a feather flock together". The excellent qualities and personal values of leaders attract people with similar qualities and values to unite in the team, which increases their sense of identity and belonging to the team. Meanwhile, get >>

Question 6: What are the methods and benefits of strengthening team management and improving efficiency? As a manager, we should not only strengthen our study and improve our quality; We must also establish a good image and strengthen management; At the same time, we should improve work efficiency through various methods, promote, influence and push staff to improve their work, strengthen team spirit and cooperation, and work hard to achieve the same goal.

You can improve team management in the following ways.

1. Fully understand the personality, work and other characteristics of everyone in the team.

2. Creating or holding games for team members to expand training or cohesion is conducive to strengthening cooperation.

3. According to the personality and characteristics of each member of the team, focus on developing, highlighting and expanding different advantages, learn from each other's strengths and complement each other's strengths.

4. According to the social or work mission of the team, explore and create more like-minded cohesion points and make unremitting efforts for them.

5. Give full play to the advantages of internet plus, strengthen team cooperation management through Nissin and other software, strengthen cooperation awareness, and improve work efficiency with simple management mode.

Question 7: How to give full play to team effectiveness? An enterprise can't operate only by a fixed organizational form, and it must have different teams according to the needs of enterprise management. Therefore, leaders must learn how to organize teams and how to master and manage teams. Leaders of enterprise organizations should take the expertise of each employee as the thinking point, arrange suitable positions, and make mobility adjustments according to the strengths and weaknesses of employees to maximize the effectiveness of the team. The task of managers is to know people and be good at their duties, and to provide a balanced and close work organization for enterprises.

Question 8: How to strengthen teamwork and improve efficiency? Team management is a spirit of voluntary cooperation and Qi Xin's concerted efforts to achieve the set goals. It can mobilize all the resources and talents of team members, automatically drive away all disharmony and injustice, and give appropriate rewards to those sincere and selfless devotees.

As a manager, we should not only strengthen our study and improve our quality; We must also establish a good image and strengthen management; At the same time, improve work efficiency through various methods, drive, influence and promote employees to improve their work by high-tech means, strengthen team spirit and cooperation, and work hard to achieve the same goal.

You can improve team management in the following ways:

First, we should fully understand the personality characteristics and work style of everyone in the team;

The second is to create or hold more team members' outward bound training or cohesion games;

Third, according to the personality and characteristics of each member of the team, focus on developing, highlighting and expanding different strengths, and learn from each other's strengths;

Fourth, according to the social or work mission of the team, explore and create more like-minded cohesion points and make unremitting efforts for them;

Fifth, give full play to the advantages of internet plus, strengthen team cooperation management through Nissin and other software, strengthen cooperation awareness, and improve work efficiency with simple management mode.

Question 9: Talk about how to cultivate team professionalism and maximize team effectiveness. A highly professional employee will certainly become a very excellent employee. An enterprise with a high degree of group specialization will certainly become an enterprise respected by society. To improve the degree of collectivization and specialization of enterprises, professional management must be fully implemented. Professionalization is the basis for enterprises to participate in international competition. So how to cultivate the team's professionalism and maximize the team's efficiency?

First of all, there must be: professional leadership-the vane of the team

When we were young, we often played the game of the eagle catching the chicken. An old hen with a flock of chicks, when the eagle came to catch the chicks, the hen protected her chicks from external violence. Is this old hen a good old hen?

The answer is basically yes. However, if only the old hen has such defensive skills, the chicks will not grow up healthily because they are always under its protection. Hens will get old one day. If no chick has the ability to lead a team and defeat foreign enemies like it, then this old hen seems not to be a qualified leader.

A qualified team manager must first have a high professional quality in order to cultivate the team's professionalism and achieve team efficiency.

In the survey of middle managers in China enterprises, 86% people think that the professional quality of enterprise leaders needs to be improved urgently. Professionalization has become an important factor affecting the management and development of enterprises.

As a team manager with strong professional quality, he should be a coach, trainer and consultant in addition to leading employees to achieve performance goals. Only in this way can every employee in the team maximize their potential and realize their personal career ideals while achieving organizational goals. Secondly, we should constantly improve the core competitiveness of employees through training and counseling, so that the team can cope with various challenges from the market.

Secondly, those excellent professional team leaders often do very well in the following aspects:

1. Care is respect for employees. In the application of IBM's corporate culture, there is such a well-known story: during a training period, a student was in urgent need of hospitalization due to illness. The company actually rented a helicopter to send him to a hospital near his home for treatment in time, and spent thousands of dollars, just to reassure his wife.

2. Caring is to create a fair competitive enterprise environment for employees. Fairness is reflected in all aspects of enterprise management, such as fairness in recruitment, performance appraisal, reward system, promotion opportunity, dismissal and resignation.

This paper analyzes these excellent professional leaders and verifies our saying, fish begins to stink at the head. First of all, leaders should lead by example and professionalize their own leadership, so as to better guide employees.