This is the best team: from Ctrip to Home Inns, Hanting I

Appendix 25 to Chapter [-]
Remarks: The purpose of forming a team is to play the role of 1+1>2, so it was emphasized at the beginning that there is no perfect individual, only a perfect team.

Remarks: This teaching courseware has five chapters in total. Chapter 1 is about the understanding of the team, understanding the concept and type of the team; Chapter 2 to Chapter 4 is about the analysis of the team, interpreting the growth of the team; Chapter 5 is about the understanding of the team, Discover the secrets to building a strong team.

Remarks: This chapter first defines the team, then analyzes the differences between the team and the group, and finally focuses on which type of team is high-performance.

Remarks: This concept was proposed by Katezenbach and Smith in 1993, which is currently the most accepted definition in the industry.It places a strong emphasis on complementary skills and unity of purpose.

Remarks: This structure was proposed by JR Kaisernbach and DK Smith. They also extracted the three elements of skills, responsibility, and mission from the team concept, but they particularly emphasized the commonality and interaction of team members, that is, Said, the way is different, do not conspire with each other.

Note: Who proposed this 5P theory?I can't find it yet.However, this theory is very important because it emphasizes the importance of members' self-identification.This also implies that the self-positioning of the members is not clear, and it is easy to have conflicts with other team members.

Remarks: This is a detailed explanation of each element of the 5P theory.

Remarks: This theory was proposed by MA West, CS Borrill and KL Unsworth in 2000.This model is relatively comprehensive, and it suggests that the realization of team effectiveness has a lot to do with the team's environment, the design of the team when it was formed, and the team's development process.

Remarks: As can be seen from this table, it distinguishes teams and groups from 6 aspects. Compared with traditional groups, the formation of teams has self-evident advantages.

Remarks: The first type of team is the most common and basic.The second type of team emphasizes cooperation.

Remarks: In the third type of team, each team member plays multiple roles at the same time.The fourth type of team has only recently emerged.

Remarks: This chapter focuses on the development process of the team. Many teams disintegrate before completing their missions. What are the reasons?Please see the detailed analysis below.

Remarks: Every boss likes this kind of employee, and has been looking for such an employee, but unfortunately, he has never encountered it in real life.

Remarks: This is a talent formula summed up by the author in his work.What is emphasized is that "gold is not pure, and no one is perfect", and it also shows that high-performance teams are expensive in combination.

Remarks: Here is a detailed analysis of the characteristics of the four talents to provide specific guiding theories for management.

Note: Here is a detailed analysis of why teams are so popular, and also discusses how teams are good for personal growth.

Note: The first theory is that people get together and work together because of relationships.The second theory is that a perfect team can be formed because the roles are already set.

Note: The third theory is that people only come together if they have shared values.The fourth theory is that teams are formed because of tasks to be accomplished.

Remarks: When the team was first established, it was not considered a real team, and the members needed to work with each other to create a high-performance team.This theory was also proposed by Katezenbach and Smith in 1993.

Remarks: This theory was proposed by BW Tuckman and MAC Jensen in 2001.It reveals how difficult it is to move forward and how easy it is to go backwards as a team develops.

Remarks: Here we focus on the typical behavioral characteristics of team members during the team development process, when it is in the establishment period and the turbulent period.

Remarks: Here we focus on explaining the typical behavioral characteristics of team members during the stable and high-yield periods during the team development process.

Remarks: Here we focus on explaining the whereabouts of the team during the adjustment period during the team development process.

Remarks: After the team is formed, how to make the team develop healthily?How to better accomplish the goals of the team?The following points will be discussed.

Remarks: The team still needs to have a leader, but most of the leaders are held by the team members in turn. Of course, not every team member has the opportunity to be a leader.

Note: Here, the management styles of the 5 types of leaders have been analyzed in detail.

Note: The determination of team goals is principled.

Remarks: After the team goal is determined, what specific details need to be paid attention to, the 4 items listed above are very important.

Remarks: After the goal is determined, how should it be achieved?The process and method of decision-making came out.

Remarks: It is not easy for others to believe in themselves. Of course, there are reasons to believe in others.

The trust model is dedicated to this issue.

Note: It is said that trust starts with conflict, and if you handle the conflict well, trust will emerge.

Remarks: The fear of communication is that communication cannot be communicated.Therefore, to understand yourself, you must also understand others.This was proposed by American psychologists Joe Lufthe and Harry Ingam in 1969, referred to as the Joe Harry window.

Note: These are the 4 areas of Johari's window theory.

Remarks: In Johari's window theory, the characteristics and applications of the public area.

Remarks: In Johari's window theory, the characteristics of blind spots and precautions.

Remarks: In Johari's window theory, the characteristics and applications of the hidden area.

Remarks: In Johari's window theory, the characteristics and applications of the unknown area.

Remarks: The specific reasons that affect team morale are analyzed here.

Remarks: Team cohesion is a prerequisite for high team morale.

Remarks: This chapter focuses on how team spirit is formed, and how team members should get along and cooperate with each other?Are there any good suggestions and methods?please watch the following part.

Remarks: Here, a general description is given to the definition and content of team spirit.

Remarks: Attitude determines altitude, and vision determines realm.Mindset is very important.

Remarks: This role theory is very exciting, and the emergence of contradictions often lies in role conflicts.It's Stephen. Proposed by P. Robbins.

Note: What roles should members of an ideal team have?Belbin (Belbin, M.) of the University of Cambridge proposed that there should be 9 different roles in the team.

Remarks: This is a specific analysis of the two roles of informant and innovator.

Note: This is a specific analysis of the two roles of technologist and doer.

Note: This is a specific analysis of the role of facilitator.

Note: This is a specific analysis of the role of the coordinator.

Note: This is a specific analysis of the supervisor's role.

Remarks: This is a specific analysis of the role of the perfect person.

Note: This is a specific analysis of the role of the cohesive agent.

Remarks: How should the sequence of the 9 roles be arranged?The sequence is as above.

Remarks: The focus of analysis here is that there are 5 types of cooperation results when team members cooperate.The first is the best, the second is a must.

Remarks: If the team members have the performance of the above two cooperation methods, it means that the two people have completely turned their faces.

Remarks: Here are the different ways of cooperation between people based on the differences of the three kinds of entertainment.

Remarks: This is based on the story content of the four classic literary works, and lists the development history of two different teams: in the Journey to the West team, each member has shortcomings, but in the end they learned from the experience and succeeded; It failed miserably.This illustrates the importance of team goals.

Remarks: First of all, you must recognize the other party before you have the opportunity to let the other party recognize you.This is the prerequisite for the development of cooperative ability.

Note: This chapter discusses the need for a culture in a team in order to never disband.A learning team is the most vital group.

Remarks: First, a new definition of team culture is given.

Remarks: This is an iceberg model of team culture, which shows that the bottom layer of culture is assumptions, beliefs, and values.

Remarks: What is described here is the role of team culture.

Remarks: This is a learning ability model, which shows that learning has 3 dimensions, including motivation, perseverance and ability.

Remarks: This is the team learning motivation model designed by the author.Individual behavior includes two types: gradual cultivation and epiphany; team strength also includes two points: nirvana and rebirth.

Remarks: This concludes the summary of "Team Management".

Reference answers to application questions Answers to Application questions After thinking about application questions in the text, you must be eager to know the answers.The excitement is always saved until the end, and this part will reveal the answer for you.

(End of this chapter)