Comparison+of+effective+and+ineffective+teams

Source: Johnson, D.W., and Johnson, F.P. 1982. //**Joining together**//. Englewood Cliffs, NJ: Prentice-Hall.
 * ~ Effective teams ||~ Ineffective teams ||
 * Goals are clarified and changed so that the best possible match between individual goals and the team's goals are cooperatively structured. ||< Members accept imposed goals; goals are competitively structured ||
 * Communication is two-way; the open and accurate expression of both ideas and feelings is emphasized. ||< Communication is one-way and only ideas are expressed; feelings are suppressed or ignored ||
 * Participation and leadership are distributed among all the team members; goal accomplishment, internal maintenance, and developmental change are underscored ||< Leadership is delegated and based upon authority; membership participation is unequal, with high-authority members dominating; only goal accomplishment is emphasized. ||
 * Ability and information determine influence and power; contracts are built to make sure individual goals and needs are fulfilled; power is equalized and shared. ||< Position determines influence and power; power is concentrated in the authority positions; obedience to authority is the rule. ||
 * Decision-making procedures are matched with the situation; different methods are used at different times; consensus is sought for important decisions; involvement and team discussions are encouraged. ||< Decisions are always made by the highest authority; there is little team discussion; members' involvement is minimal. ||
 * Controversy and conflict are seen as a positive key to members' involvement, the quality and originality of decisions, and the continuance of the team in good working order ||< Controversy and conflict are ignored, denied, avoided, or suppressed. ||
 * Interpersonal, team, and inter-team behaviors are stressed; cohesion is advanced through high levels of acceptance, support, and trust. Individuality is endorsed. ||< The functions performed by team members are emphasized; cohesion is ignored and members are controlled by force. Rigid conformity is promoted. ||
 * Problem-solving adequacy is high. ||< Problem-solving adequacy is low. ||
 * Members evaluate the effectiveness of the team and decide how to improve its functioning; goal accomplishment, internal maintenance, and development are all considered important. ||< The highest authority evaluates the team's effectiveness and decides how goal accomplishment may be improved; internal maintenance and development are ignored as much as possible; stability is affirmed. ||
 * Interpersonal effectiveness, self-actualization, and innovation are encouraged. ||< "Organizational persons" who desire order, stability, and structure are encouraged. ||