Effectiveness Of A Volunteer Team Group Structure

943 Words Mar 28th, 2016 4 Pages
Our intervention occurred at the group level, where we also needed to consider the inputs, design components and outputs in order to do group level diagnosis. Here we looked at goal clarity, task structure, functioning of the group, composition, and performance norms. Ward’s volunteer team group structure deviated widely from most for-profit companies: the design components are all loosely defined. Because Ward teams depend on volunteers it is more challenging to hold teams to any kind of performance measures. We also looked at the individual level design components: tasks identity, significance, autonomy, variety, and feedback. Here, too, it is difficult to hold members to performance standards. Although we concluded that the group level performance gap was largely a result of inadequate communication, individual outputs were also not as desired. Volunteers varied in performance; however, you couldn’t fire them. There were no repercussions for absenteeism. They lacked KSA’s and often motivation to do a good job. Showing up was the highest expectation.
Understanding all of the organizational, group and individual inputs, design components and outputs is critical to determine effectiveness. In most companies with HR, the OD professional would likely need to work with HR to gain this knowledge. HR is a source of data and has experience working with line managers and staff, or at least offers a different perspective. Here is one area where the push-pull between the OD…

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