FUNDAMENTALS OF ORGANIZATIONAL BEHAVIOR, Fifth Edition 
Andrew J. DuBrin

Video Labs: Chapter #10-Teams and Teamwork

Self-Managed Groups

 

Self-managed work teams are described in pages 202-204 of the textbook. This video focuses on the leadership and management aspect of self-managed groups, and the same ideas apply to self-managed work teams.  A popular belief is that if left alone, teams will function just fine. Leaders offer more than just telling the group what to do. Anytime a group of people come together to accomplish a task, a leader will emerge. Rotating leaders from week to week is usually dysfunctional because leadership involves long-range thought and planning.  The Brazilian company, Semco, is often-cited example of a company operated by self-managed groups, yet the company actually has strong leadership from CEO Ricardo Semler. He established a culture in which work groups can have considerable autonomy. Run Time: 3:00

The Power of Teambuilding and Teamwork

 

Building teamwork is presented on pages 210-214 of the text. This inspiring Blue Angels-themed video mentions a wide variety of actions and attitudes that are likely to enhance teamwork. Among the many ideas are as follows: Teamwork separates winners from losers, and the center point of teamwork is shared values. The team must be put first, and teamwork is a 24/7 commitment, and teamwork requires a high level of trust.  Peak performance is required for good teamwork, as is clear communication. You must be prepared to win, and capitalizing on synergy helps you win. Procedures must be clarified, and team members need a can-do attitude. All team members must strive for perfection. Run Time: 3:32

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Coaching Your Team to Higher Performance: Coach’s Role as Motivator

 

Team coaching is described on pages 223-225 of the text, yet the video also deals with several aspects of motivation described in Chapter 7 such as job enrichment, meaningful work, and recognition. The presenter begins by emphasizing that the team coach must be more than a cheerleader because a cheerleader usually does not feel responsible for results or performance. He or she just keeps cheering no matter how the team performs. Instead, the team coach should work toward attaining good results by motivating the team. Run Time: 3:06