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Team effectiveness (also referred to as group effectiveness) is the capacity a team has to accomplish the goals or objectives administered by an authorized personnel or the organization. A team is a collection of individuals who are interdependent in their tasks, share responsibility for outcomes, and view themselves as a unit embedded in an institutional or organizational system which operates within the established boundaries of that system. Teams and groups have established a synonymous relationship within the confines of processes and research relating to their effectiveness (i.e. group cohesiveness, teamwork) while still maintaining their independence as two separate units, as groups and their members are independent of each other's role, skill, knowledge or purpose versus teams and their members, who are interdependent upon each other's role, skill, knowledge and purpose. ==Overview== The evaluation of how effective a team is, is achieved with the aid of a variety of components derived from research and theories that help in creating a description of the multifaceted nature of team effectiveness. According to Hackman (1987), team effectiveness can be defined in terms of three criteria: # Output - The final outputs produced by the team must meet or exceed the standards set by key constituents within the organization # Social Processes - The internal social processes operating as the team interacts should enhance, or at least maintain, the group’s ability to work together in the future # Learning - The experience of working in the team environment should act to satisfy rather than aggravate the personal needs of team members In order for these criteria to be assessed appropriately, an evaluation of team effectiveness should be conducted, which involves both a measure of the teams’ final task performance as well as criteria with which to assess intragroup process. The three major intragroup process constructs examined are intra-group conflict, team cohesion, and team-efficacy. Intra-group conflict is an integral part of the process a team undergoes and the effectiveness of the unit that was formed. Previous research has differentiated two components of ''intra-group conflict'': * Relationship conflict - This is the interpersonal incompatibilities between team members such as annoyance and animosity * Task conflict - This occurs when members convey divergent ideas and opinions about specific aspects related to task accomplishment ''Team cohesion'' is viewed as ‘‘a general indicator of synergistic group interaction—or process’’. Furthermore, cohesion has been linked to greater coordination during team-tasks as well as improved satisfaction, productivity, and group interactions. ''Team efficacy'' refers to team members’ perceptions of task-specific team competence. This construct is thought to create a sense of confidence within the team that enables the group to persevere when faced with hardship. According to Hackman (2002), there are also 5 conditions that research has shown to optimize the effectiveness of the team: # Real Team - Stability in the group membership over time # Compelling Direction - A clear purpose that relies on end goals # Enabling Structure - The groups dynamic must be producing good, not bad # Social Support - The group must have a system to collaborate properly # Coaching - Opportunities for a coach to give help 抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』 ■ウィキペディアで「Team effectiveness」の詳細全文を読む スポンサード リンク
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