Overcoming asymmetric goals in teams: the interactive roles of team learning orientation and team identification.
Although members of teams share a common, ultimate objective, they often have asymmetric or conflicting individual goals that shape the way they contribute to, and pursue, the shared goal of the team. Compounding this problem, they are frequently unaware of the nature of these goal asymmetries or even the fact that such differences exist. Drawing on, and integrating, social interdependence and representational gaps theories, we identify 2 emergent states that combine interactively to enable teams to overcome asymmetric goals: team identification and team learning orientation. Using data from long-term, real-life teams that engaged in a computer simulation designed to create both asymmetric goals and representational gaps about those goals, we found that teams were most effective when they had a high learning orientation coupled with high team identification and that this effect was mediated by teams' ability to form more accurate team goal mental models and engage in effective planning processes. Implications for theory and practice are discussed.
Department of Organizational Behavior, Kenan- Flagler Business School, University of North Carolina, Chapel Hill.
Matthew J
MJ
Pearsall
Management & Organization Department, Robert H. Smith School of Business, University of Maryland, College Park.
Vijaya
V
Venkataramani
D000328:Adult; D005260:Female; D006040:Goals; D006126:Group Processes; D006801:Humans; D007858:Learning; D008297:Male; D012933:Social Identification; D013647:Task Performance and Analysis; D055815:Young Adult