Are involved in hiring and discipline. Doug Johnson, associate director of the Center for the Study of Work Teams at the University of North Texas in Denton, points out that you have to compensate team members differently from individuals, as well. If you keep individual compensation in place, you get individuals working instead of a team. He adds that the trick is to get the right combination of team and individual rewards. You still have to have individual compensation components, as well as team-based rewards.
Size also affects teams' effectiveness.
Research shows that group processes seem to deteriorate after 10-12 people. Six people, plus or minus one or two, seems to be ideal.