1. Sie wurden damit beauftragt eine Projektgruppe zusammenzustellen. Welche Uberlegungen stellen Sie an, um ein moglichst leistungsfahiges Team zu schaffen
a. Begrunden Sie, anhand welcher Kriterien Sie Ihre Gruppe zusammenstellen. (15 Punkte)
First of all I would get a picture of the competences, skills and knowledge of the group members because it is very important to have a good mixture of intellectual people with a bride base of background knowledge which they can bring into the group.
Furthermore the personality is very important to form a productive group because you can have the most intelligent people of the world in the group but when they cannot work together you won?t get the result you would like to have.
You have to find members which are open-minded, creative and like to work with other people because good communication in the group is the key to success.
Another thing that also happens in groups is role allowance.
There are always people which want to lead a group and the ones which only submit to the leaders and I would try to find a well-balanced relation between them.
The last aspect for building up a group is the size of it. If the group is too big you cannot coordinate it as well as with less people, but is it too small you do not have a big variety of ideas and knowledge.
My group would have the size of 5-9 people because this is the best relation between coordination and varieties of ideas.
The last thing that would have influence on my decision is the attitude of the members for working in a group.
b. Diskutieren Sie die Auswirkung von Diversitat in der Gruppe bei der Ideenfindung. (10 Punkte)
Diversity often leads to conflicts and furthermore to bad and unmotivated teamwork. Very often it also happens that members leave the group because of diversities in it so it is not easy to find a group which has difficult opinions but also like to work together.
The most important aspect if diversity in groups leads to good or bad results is the time of working together I think.
Shortly you won?t really accept or join other opinions, cultures and personalities but if you get to know it you will maybe understand it better and be more opened for it.
The diversity we most get confronted with is the diversity between young and old.
You can see it in sport teams, in family, on the street, everywhere and the keyword is mixture.
Older people often bring in a high base of knowledge and experience which is very important in a group. On the other hand the younger members are more powerful and open for new options so if you find a good mixture of old and young people you will have a powerful, open-minded group with a lot of knowledge.
2. Nach der Zusammenstellung des Teams scheinen sich alle Mitglieder gut zu verstehen, wenn auch
noch ein wenig distanziert, aber Sie haben das Gefuhl, dass sich alle Teammitglieder langsam als
Teil des Teams fuhlen. Ein paar Wochen spater treten jedoch gro?e Konflikte und Spannungen auf.
a. Geben Sie einen Uberblick uber das Phasenmodell der Gruppenentwicklung nach Tucker. (15
The five stage model states that every group runs through five stages: forming, storming, norming, performing and adjourning.
First of all the group development starts with “forming”:
The members do not know each other so they are nervous and uncertain about the leadership, purpose, structure and acceptable behaviour in the group. When the members see themselves as part of the group the first stage ends.
In the second stage is named “storming”.
The groups existence has already been accepted and now it comes to a conflict about the hierarchy in the group.
The third stage, “norming”, is characterized by developing close relationships and cohesiveness of the group and ends when the correct member behaviour is defined.
Fourthly it comes to group “performing”.
From now on the power of the members is introduced for the task and not for getting to know each other any more.
For permanent working groups “performing” is the last stage in group developing, temporary groups also run through the fifth stage, “adjourning”.
In this stage the teamwork ends and the members go their own way again which often leads to sorrow when the group did a good job.
b. Wie wurden Sie die bisherige Entwicklung anhand dieses Modells interpretieren und welchen
weiteren Entwicklungsverlauf erwarten Sie (10 Punkte)
I think because the group members got to know each other and see themselves as part of the group the “forming” stage has finished and the “storming” part has been reached.
The conflicts in the group are the result of “fighting” for the leadership and will end in a clear hierarchy in the group.
3. Nachdem Sie die ???Krise??? uberwunden haben, beginnen die Mitglieder immer besser
zusammenzuarbeiten. Dennoch bemerken Sie, dass manche Mitglieder weniger leisten, als Sie
a. Welche Ursachen konnte dies haben Gehen Sie dabei auf Phanomene auf der Gruppenebene
(sieh Vorbereitungsliteratur) ein, nicht auf der Individualebene (z.B. Motivation,
Qualifikation, etc.) (15 Punkte)
In my opinion deviant workplace behaviour is the catchword in this context.
It means that some members have an unsocial behaviour so the organisational norms are violated which often leads to effects on wellbeing of the whole group or only particular members.
The big problem is that motivation, commitment and employee cooperation might suffer from antisocial behaviour and reduced productivity, lower job satisfaction and turnover are the results.
You can see Deviant workplace behaviour in many categories:
-production ( leaving early, working slowly or wasting resources),
-property (sabotage, lying, stealing)
-political (showing favoritism, blaming coworkers,)
and – personal aggression (sexual harassment, verbal abuse, stealing)
It also happens that the groups provide a shield of anonymity which often makes it very difficult to find the wrongdoer.
b. Wie konnen Sie darauf reagieren (10 Punkte)
First of all I would talk with the person about the reason for the antisocial behaviour and try to integrate him/her in the group.
In my opinion antisocial behaviour is a sign of bad education and if it happens a second time I would eliminate him/her from the group because this behaviour only leads to bad results.
4. Ein paar Monate spater hat sich Ihr Team gro?artig entwickelt. Die herausragenden Leistungen des
Teams finden im Unternehmen gro?e Beachtung und auch der Zusammenhalt innerhalb des Teams
ist sehr hoch. Ihre Bereitschaft das Team in die Entscheidungen einzubinden tragt besonders zum
Zusammenhalt und der Motivation bei. Dabei vergessen Sie jedoch nicht uber die Gefahren
nachzudenken, die bei Gruppenentscheidungen auftreten konnen (Gruppenphanomene).
a. Welche sind das Geben Sie jeweils eine kurze Beschreibung (15 Punkte)
The disadvantages of group decisions are “groupthink” and “groupshift”.
Groupthink means that because of the high pressure in a group the majority agrees to an option some particular members do not agree with but they only have unpopular views and do not get minded.
Because of the high pressure the individuals often join to the majority option or do not say anything any more which leads to wrong results.
The other problem of group decisions is groupshift.
This means that discussions in the group can lead to changes in the positions of the members.
b. Welche Moglichkeiten konnen Sie ergreifen um diesen Phanomen vorzubeugen (keine
spezifische Techniken) (10 Punkte)
The problem of groupthinking can be solved in various ways.
First of all you can raise the group size because in bigger groups the members do not feel as responsible for their answers as in smaller ones.
Another aspect is the role of the leaders because they should afford all members of the group to say their own ideas without having fear of the follow-up.
In the groupshifting problem can only find a solution when you try to solve it from the beginning.