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Work team as a socio-psychological field of collective “acme”

Although traditionally acmeology as a science about ways to achieve the heights of professionalism, and in the most concentrated (special) expression, as a science that addresses its peak manifestations, to, so to speak, superprofessionalism (the term A.K. Markova), deals with an individual subject, nevertheless, both life observations and the data of the social sciences about a person indicate that the subject of acmeology can also be group, collective forms of human behavior, that manifestations of acme can be carried not only by individuals, but also by groups th character. In other words, it is completely legitimate to speak of a collective subject of professional activity, which is at the stage of acquiring its acme - this top quality neoplasm, which, as will be shown later, with respect to the subject under discussion, has well-defined, really fixed characteristics. To prove this, let us turn to the consideration of such a popular object in the managerial literature as a work team.

As you know, the term "team" found its scientific sound only in the very last decades. Being largely generated by the practice of effective management, it is used to designate small groups with a pronounced target orientation, intensive interaction of members and high productivity. Moreover, as a rule, we are talking about groups employed in various fields of labor professional activity, it does not matter, managerial or performing. Hence the name - work team.

According to modern scientific ideas, a work team is a small number of people (possible volume from 2 to 25, but usually no more than 10-12 people), who have complementary skills, are connected by a common idea, striving for common goals, sharing responsibility for their achievement and characterized by high performance.

Moreover, the effectiveness of the work team (or, equivalently, the effectiveness of the team) is considered by experts in two aspects: firstly, in terms of fulfilling work tasks and, secondly, in terms of ensuring the viability of the team.

As for the aspect of the life of the team associated with the implementation of tasks, we are talking about its productivity, effectiveness. Another aspect of the life of the team - ensuring its viability - includes such components as satisfaction with membership in the team and maintaining it as a whole, cohesion.

A distinctive feature of the groups belonging to the category of work teams is high professionalism, based on the possession by their members of a number of important applied skills, namely:

- technical or functional skills (the wider the range of such skills in people, the more successful the team is);

- the ability to make decisions and solve problems (moreover, at the initial stage of the life of the working team only some of its members can have such skills, the rest develop them in the process of work);

- Interpersonal skills (we are talking about the ability to build relationships with other people, effectively using a variety of communication tools).

Thus, the working team can actually be considered as a highly professional subject of joint activity, as a kind of socio-psychological field of group, collective acme.
And the applied skills presented above - as its concrete expression.

A variety of working teams are operational working groups created by organizations with the aim of extremely quick and effective decision-making regarding various production (i.e., related to the process of labor activity) problems, in particular, of an innovative type. It is in these types of groups that a highly professional professional product is often created in the form of solutions that are breakthrough in certain areas of human activity. Specialists characterize these groups as follows:

- they are small in volume (usually no more than 10-12 people);

- the level of responsibility of such a group and the rank of its members are directly proportional to the importance of the problem (for example, if the problem is considered large, then almost all members of the group are high-ranking people and the working group reports to the chief leader);

- the life expectancy of a typical operational working group is very limited - no more than six months;

- membership in a group is usually voluntary;

- if necessary, the group is formed very quickly and usually without any kind of formal procedures;

- the senior management constantly monitors the timing of the assignments (for example, a response to the leadership of one organization three months after the creation of the group, stating that nothing was done during this period other than work on the report, was found to be unsatisfactory);

- groups have a minor auxiliary apparatus;

- the documentation used in the groups is mostly informal and often rather scarce (as one leader noted, “working groups do not produce paper, their business is to issue solutions to problems”);

- groups of this type are distinguished by intensity, openness of interpersonal communication.

As you know, any work team operates within a particular organization, experiences its influence, bearing the imprint of a number of its specific characteristics. It is they who primarily affect the formation of collective acme, determine the effectiveness of the working team. We will go on to consider this kind of organizational characteristics.
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Work team as a socio-psychological field of collective “acme”

  1. Work team as a socio-psychological field of collective “acme”
    Although traditionally, acmeology as a science about ways to achieve the heights of professionalism, and in the most concentrated (special) expression, as a science that addresses its highest manifestations, to, so to speak, superprofessionalism (the term A.K. Markova), deals with an individual subject, nevertheless, both life observations and the data of the social sciences about a person indicate that the subject of attention
  2. Socio-psychological characteristics of the work team as an internal condition for the development of a collective “acme”
    Let us dwell on three relevant (i.e. relevant) to our discussion of the socio-psychological characteristics of the working team: the structure, cohesion and acmeological features of its management. The structure of the work team. It is a complex formation, including a number of measurements or particular parameters: - formal status measurement - a subordinated system of job positions,
  3. Socio-psychological characteristics of the work team as an internal condition for the development of a collective “acme”
    Let us dwell on three relevant (i.e. relevant) to our discussion of the socio-psychological characteristics of the working team: the structure, cohesion and acmeological features of its management. The structure of the work team. It is a complex formation, including a number of measurements or parameters, in particular: - formal status measurement - a subordinated system of job positions,
  4. Psychological characteristics of a work team as an internal condition for the development of a collective “acme”
    First of all, let us dwell on three psychological characteristics of the working team that are relevant to our discussion: the structure, cohesion, and acmeological features of managing it. The structure of the work team. It is a complex formation, including a number of measurements or parameters, in particular: 1) formal-status measurement - a subordinated system of job positions that form
  5. The organizational environment of the working team as an external condition for the development of a collective “acme”
    As for the relevant (i.e. relevant) to our discussion of the elements of the organizational environment (or, as it is also called, the organizational context) of the working team, according to modern scientific data, they can include: organizational culture, group tasks, degree of autonomy work team, interactive feedback, rewards and recognition, training and counseling,
  6. The organizational environment of the working team as an external condition for the development of a collective “acme”
    As for the elements of the organizational environment that are relevant to our discussion (or, as it is also called, the organizational context) of the working team, according to the literature data (Sundstrom et al., 1990), they can include: organizational culture, group tasks, degree of autonomy work team, interactive feedback, rewards and recognition, training and
  7. The organizational environment of the working team as an external condition for the development of a collective “acme”
    As for the relevant (i.e. relevant) to our discussion of the elements of the organizational environment (or, as it is also called, the organizational context) of the working team, according to modern scientific data, they may include: organizational culture, group tasks, degree of autonomy work team, interactive reward feedback and recognition, training and counseling,
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