And an equally important result of a team working effectively is the satisfaction its members derive from that work as individuals. Those team results depend on the group process and the inputs available to the team. The model identifies four Process Criteria yardsticks managers can use to examine the ways in which teams work. Research has shown consistently that effective group dynamics are the foundation upon which other team work proceeds. If the team is ultimately to achieve the valued outcome measures of effectiveness, a firm foundation of effective group process is critical.
Inputs are what is available to teams as they go about their work.
The model shows multiple levels in the input stage. Input factors at both the individual and organizational levels affect the team design level as indicated by the direction of the arrows between these levels. The best way to understand how this model can help managers analyze team performance is to run through an example. Suppose a manager discovers that a team's members are not working very hard. Instead of either encouraging or threatening the team members to get them to work harder, the manager could first consider the model's inputs to see if an underlying problem can be identified.